JLC Workforce Solutions Application Form:

Assistance

1. Equal opportunities

JLC Workforce Solutions Ltd is committed to a policy of equal opportunities for all work seekers and shall adhere to this policy at all times. The company will review its recruitment practices on an ongoing basis to ensure that unlawful or undesirable discrimination is avoided.

We are committed to treating all individuals equally, irrespective of sex, sexual orientation, marital status, age, disability, race, colour, ethnic or national origin, religion, political beliefs, or membership or non-membership of a trade union. All staff are required to respect and act in accordance with this policy.

JLC Workforce Solutions Ltd shall not unlawfully discriminate when deciding which candidate or temporary worker is submitted for a vacancy or assignment, or in any terms of employment or engagement for temporary workers. The company will ensure that each candidate is assessed solely in accordance with their merits, qualifications, and ability to perform the duties required for the vacancy.

2. Personal Details

3. Previous Employment

List Previous Employers and Contact Details Including Phone Number – Also give details of why you left their employment & length of service (also include salary details) – this information will be used for reference checking purposes – 2-year traceable work history

4. Criminal Convictions

*Certain types of employment and professions are exempt from the Rehabilitation of Offenders Act 1974 and in those cases particularly where the employment is sought in relation to positions involving working with children or vulnerable adults, details for all criminal convictions must be given. The information given will be treated in the strictest of confidence and only considered where, in the reasonable opinion of JLC Workforce Solutions Ltd, the offence is relevant to the post to which you are applying. Failure to declare a conviction may require us to exclude you from our register or terminate an assignment if the offence is not declared but later comes to light.

Permission to work in the UK

In line with Home Office guidance on the prevention of illegal working we will need to verify and take a copy of your original ID documentation as evidence of your right to work in the UK if you are to be engaged by JLC workforce solutions Ltd for temporary work

Health and Disability

The following questions on health and disability are asked to find out your needs in terms of reasonable adjustments to access our recruitment service and to find out your needs to perform the job or position sought.

If you have a disability, what are your needs in terms of reasonable adjustments to enable you to perform the role sought?

If you have a disability, what are your needs in terms of reasonable adjustments to access this recruitment service and to attend interview, or to take aptitude tests etc.?

5. Data Protection Statement

The information that you provide on this form and on any CV given will be used by JLC Workforce Solutions Ltd to provide you work finding services. In providing this service to you, you consent to your personal data being included on a computerized database and consent to us transferring your personal details to our clients. We may check the information collected, with third parties or with other information held by us. We may also use or pass to certain third parties’ information to present or detect crime, to protect public funds, or in other way permitted or required by law.

6. Candidate Declaration

I hereby confirm that the information given is true and correct. I consent to my personal data and CV being forwarded to clients. I consent to references being passed onto potential employers. If, during a temporary assignment, the Client wishes to employ me direct, I acknowledge that JLC Workforce Solutions Ltd will be entitled either to charge the client an introduction/transfer fee, or to agree an extension of the hiring period with the Client (after which I may be employed by the Client without further charge being applicable to the Client).

Who can we call in the event of an emergency

I name of temporary employee agrees to work more than an average of 48 hours per week within all employments that I hold. If I wish to withdraw from this agreement I must give 3 months written notice of my decision to withdraw.

Do you suffer from or have previously suffered from any of the below:



If you have a disability, please indicate whether any reasonable adjustments are required for the recruitment process or for the position.

please note: the above questions are asked to help us assess whether any adjustments are necessary to ensure compliance with health and safety requirements and our obligations under the disability discrimination act to make reasonable adjustments that enable a disabled person to carry out the role.

Please be aware that if you enter incorrect details on this form and we need to contact the payroll department to investigate non-payment of wages or request additional copies of pay slips, an administration charge of £10 will apply for each item. Please complete this form accurately to avoid unnecessary charges.

Email Address your pay slip will be sent here

Employee Statement Tick A, B or C

CONTRACT FOR SERVICES FOR TEMPORARY WORKERS (PAYE)

1. DEFINITIONS

1.1. In these Terms of Engagement (“Terms”) the following definitions apply: – “the EB” means JLC Workforce Solutions Ltd of 2 Edensor Rd, Longton, Stoke-on-Trent ST3 2NU, United Kingdom. “the TW” means THE TEMPORARY WORKER; “Assignment” means the period during which the TW is engaged by the EB to render services to the Client; “Client” means the person, firm, partnership or corporate body requiring the services of the TW to whom the TW is introduced or supplied, together with any subsidiary or associated company as defined by the Companies Act 2006; “Relevant Period” means the longer period of either 14 weeks from the first day* on which the TW worked for the Client, or 8 weeks from the date the TW last worked for the Client (* the first day is the first day of the first occasion of supply or the first day of any subsequent Assignment if more than 42 days since the end of the previous Assignment); and “the AWR” means the Agency Workers’ Regulations 2010. 1.2. Unless the context otherwise requires, references to the singular include the plural and vice versa. 1.3. The headings in these Terms are for convenience only and do not affect their interpretation.

2. THE CONTRACT

2.1. These Terms constitute a contract for services between the EB and the TW and govern all the TW’s Assignments. No contract shall exist between the EB and the TW either between Assignments, or if the TW is absent from an Assignment for any reason except authorised absence. 2.2. For the avoidance of doubt, these Terms shall not give rise to a contract of employment between the EB and the TW. The EB is required to make statutory deductions from the TW’s remuneration in accordance with Clause 7. The TW has the status of worker and not employee. 2.3. No variation or alteration of these Terms shall be valid unless details of such variation are agreed between the EB and the TW and set out in writing and a copy of the varied terms are given to the TW stating the date on or after which such varied terms shall apply. 2.4. The TW agrees to notify the EB in writing of his work history for the period of 12 months prior to the commencement of any Assignment for services and hereby warrants the accuracy of any such information provided.

3. ASSIGNMENTS

3.1. The EB will endeavour to obtain suitable Assignments for the TW to work. The EB is not obliged to offer an Assignment to the TW and the TW is not obliged to accept any Assignment the EB offers. 3.2. The TW acknowledges the nature of temporary EB work means there may be periods when no suitable work is available and agrees that: 3.2.1. suitability shall be determined solely by the EB; and 3.2.2. the EB shall incur no liability should it fail to offer the TW opportunities to work in the category applied for or in any other category. 3.3. For the purpose of calculating the average number of weekly hours worked by the TW on an Assignment, the start date for the relevant averaging period under the Working Time Regulations 1998 is Monday of the week in which the TW commences their first Assignment. 3.4. If, either before or during an Assignment, the TW becomes aware of any reason why he may not be suitable for the Assignment the TW shall notify the EB without delay. 3.5. When an Assignment is offered to the TW and subject to the TW’s acceptance, the EB shall inform the TW of the identity of the Client and, if applicable, the nature of their business; the date work is to commence and duration or likely duration of the work; the type of work, the location and hours during which the TW would be required to work; the rate of remuneration that will be paid and any expenses payable by or to the TW; any risks to health and safety known to the Client and steps that the Client has taken to prevent or control such risks; and any and all entitlements which the TW has or may have pursuant to Regulations 5, 6, 12 and 13 of the AWR. In addition, the EB shall inform the TW what experience, training, qualifications and any authorisation required by law or a professional body the Client considers necessary or which are required by law to work in the Assignment. 3.6. Where such information is not given in paper form or by electronic means it shall be confirmed by such means by the end of the third business day (excluding Saturday, Sunday and Public or Bank Holidays) following, save where the TW is being offered an Assignment in the same position as one in which the TW has been supplied in the previous 5 business days and such information has already been given to the TW. Any variation of the Assignment terms shall be agreed in advance with the TW and similarly confirmed. 3.7. If, before the first Assignment, during the course of an Assignment or within the Relevant Period, the Client wishes to employ or engage the TW directly or through another employment business, the TW acknowledges that the EB will be entitled either to charge the Client a fee or to agree an extension of the hiring period with the Client, at the end of which the TW may be employed or engaged directly by the Client or through another employment business without further charge to the Client. In addition, the EB will be entitled to charge a fee to the Client if they introduce the TW to a third party who subsequently engages the TW within the Relevant Period. 3.8. No probationary period applies to the TW’s engagement by the EB. OR The first [4] weeks of the TW’s engagement by the EB shall be a probationary period and this agreement may be terminated during this period at any time on one week’s prior notice by either party. The EB may, at its discretion, extend the probationary period for up to a further [four] weeks.

4. ABSENCE FROM ASSIGNMENT

If the TW is unable for any reason to attend work during an Assignment, the TW should inform the EB as soon as possible to enable alternative arrangements to be made.

5. TERMINATION

5.1. The EB or the Client may terminate the TW’s Assignment at any time without prior notice or liability. 5.2. The TW may terminate an Assignment at any time without prior notice or liability. 5.3. If the TW does not inform the Client or the EB in accordance with clause 6.2 should they be unable to attend work during the course of an Assignment this will be treated as termination of the Assignment by the TW in accordance with clause 5.2 unless the TW can show that exceptional circumstances prevented the TW from complying with clause 6.2. 5.4. If the TW is absent during the course of an Assignment and the contract has not been otherwise terminated under clauses 5.1, 5.2 or 5.3 above, the EB will be entitled to terminate the contract in accordance with clause 5.1 if the work to which the absent TW was assigned is no longer available for the TW. 5.5. If the TW does not report to the EB to notify the TW’s availability for work for a period of 2 weeks, the EB will forward the TW’s P45 to the TW’s last known address.

6. CONDUCT

6.1. The TW is not obliged to accept any Assignment offered by the EB but if the TW does so, during every Assignment and afterwards, as appropriate, the TW will: 6.1.1. co-operate with the Client’s reasonable instructions and accept the direction, supervision and control of any responsible person in the Client’s organisation; 6.1.2. be present during the times or total number of hours during each day and/or week of an Assignment as may be agreed with the EB or the Client; 6.1.3. observe any relevant rules and regulations of the Client’s establishment (including hours of work as notified) to which the TW’s attention has been drawn or which the TW might reasonably be expected to ascertain; 6.1.4. take all reasonable steps to safeguard the TW’s own safety and the safety of any other person who may be present or affected by the TW’s actions on the Assignment and comply with the health and safety policies and procedures of the Client; 6.1.5. not engage in any conduct detrimental to the interests of the Client or the EB which includes any conduct tending to bring the Client or EB into disrepute or which results in loss of custom or business; 6.1.6. not at any time divulge to any person, nor use for the TW’s own or any other person’s benefit, any confidential information relating to employees, business affairs, transactions or finances of Clients or the EB; and 6.1.7. use the telephone, fax or computer systems belonging to the Client in a reasonable manner and not for personal gain or benefit. 6.2. If the TW is unable for any reason to attend work during the course of an Assignment they should inform the Client and the EB within [one] hour of the commencement of the Assignment or shift.

7. REMUNERATION

Subject to any rights or entitlements pursuant to the AWR, the EB shall pay the TW remuneration calculated at the National Minimum Wage hourly rate or at any higher rate the EB reasonably expects to achieve for all hours worked. The actual rate will be notified on a per Assignment basis, for each hour worked during an Assignment (to the nearest quarter of an hour) to be paid weekly, one week in arrears, subject to deductions in respect of PAYE pursuant to Sections 44–47 of the Income Tax (Earnings and Pensions) Act 2003 and Class I National Insurance Contributions and any other deductions which the EB may be required by law to make. Subject to any statutory entitlement under the relevant legislation, the TW is not entitled to receive payment from the EB or its Clients for time not spent on an Assignment, whether in respect of holidays (except see clause 9), illness or absence or any other reason unless otherwise agreed in writing between the EB and the TW. If for any reason the TW is paid in advance for an Assignment but the TW does not undertake or complete the hours for which the TW has been paid in advance, the EB reserves the right to deduct any overpayment from future remuneration (including, for the avoidance of doubt, any payment due in lieu of untaken accrued paid leave) and the TW agrees that the TW will be personally liable to repay any balance due to the EB immediately upon demand. The TW is not entitled to any benefits.

8. TIME SHEETS

8.1. The TW has no normal hours of work and will be required to work the hours and days as required by the Client during the Assignment. The Temporary Worker’s hours and days of work will vary according to the needs of the Client, but the TW will be expected to work between 00:00 to 23:59 from Monday to Sunday. The TW will be notified of the hours and days they will be required to work in advance of accepting the Assignment. Rest periods will be respected and no contact will be made other than email. 8.2. At the end of each week of an Assignment (or at the end of an Assignment where it is for a period of one week or less or is completed before the end of a week) the TW shall deliver to the EB the TW’s completed timesheet to indicate the number of hours the TW has worked during the preceding week (or such lesser period) and signed by an authorised representative of the Client. The EB shall pay the TW for all hours worked regardless of whether the EB has received payment from the Client for those hours, on a weekly/monthly basis. Where the TW fails to submit a properly authenticated timesheet the EB shall, in a timely fashion, conduct further investigations into the hours claimed by the TW and reasons the Client has refused to sign a timesheet for those hours. This may delay any payment due to the TW. The EB shall not make any payment to the TW for hours not worked. For the avoidance of doubt and for the purposes of the Working Time Regulations 1998, the TW’s working time (which will normally also be hours worked for which the TW will be paid) shall only consist of those periods during which the TW is carrying out activities or duties for the Client as part of the Assignment. Subject to the AWR, time spent travelling to the Client’s premises, lunch breaks and other rest breaks shall not count as working time. The TW acknowledges and accepts that it could be a criminal offence under the Fraud Act 2006 to falsify any timesheet, for example by claiming payment for hours that were not actually worked.

8. TIME SHEETS

9.1. Under the Working Time Regulations the TW is entitled to a statutory period of paid leave of 5.6 weeks per year. For calculating the entitlement to leave under this clause, the leave year commences on 1 April and cannot be carried over to the next holiday year. All entitlement to leave must be taken during the course of the leave year in which it accrues unless prevented by a period of other leave, e.g., Sickness, Maternity, Paternity or Adoption. The entitlement accrues pro rata to the amount of time the TW is engaged during the leave year. For the purposes of taking leave, fractions of days may be rounded up in half days but payment will be based on the fraction due. 9.2. The amount of payment to which the TW is entitled in respect of paid leave is calculated in accordance with statutory provisions and recent relevant case law. 9.3. At the end of each month or when the TW wishes to take some or all of the paid leave to which the TW is entitled, the TW should notify the EB in writing in advance of the dates of the TW’s intended absence. The amount of notice should be at least twice the length of the period of leave that the TW wishes to take. In certain circumstances the EB may give counter-notice to the TW to postpone or reduce the amount of leave that the TW wishes to take and in such circumstances the EB will inform the TW in writing giving at least the same length of notice as the period of leave that has been requested. Public or Bank Holidays not worked will not be paid unless the TW notifies the EB that he/she wishes to take them as part of the TW’s statutory annual entitlement. 9.4. Where this contract is terminated by either party and a P45 issued, the TW is entitled to a payment in lieu of any untaken accrued paid leave. 9.5. For the avoidance of doubt, none of the provisions of this clause shall affect the TW’s status as a self-employed worker engaged on a contract for services.

10. SICKNESS ABSENCE

10.1. If the TW is absent from work for any reason, they must notify JLC Workforce Solutions Ltd of the reason for their absence as soon as possible but no later than 09:00 on the first day of absence. 10.2. If the TW satisfies the qualifying conditions laid down by law, they may be entitled to receive Statutory Sick Pay (SSP) at the prevailing rate of any period of sickness or injury during the Assignment. The TW will not be entitled to any other payments during such period. 10.3. In all cases of absence, a self-certification form must be completed on the TW’s return to work. For any period of absence due to sickness or injury which lasts for 7 consecutive days or more, a doctor’s certificate stating the reason for absence must be obtained if the absence continues for longer than the period of the original certificate. The TW’s qualifying days for SSP purposes are 4.

11. OTHER PAID LEAVE

11.1. During the Assignment the TW is [not] entitled to other paid leave.

12. TRAINING

12.1. Training will be provided to the TW should the role require training and be pre-agreed by the Client.

12. TRAINING

13.1. The EB will collect and process information relating to the TW in accordance with the privacy notice annexed to these Terms. The TW acknowledges having been supplied with a copy of the Company’s data protection policy, a copy of which is contained in the Staff Handbook and/or available on the intranet or from the EB website, and they have been given sufficient opportunity to read and understand the information it contains. 13.2. The EB will only process the TW’s personal data lawfully and in accordance with EB’s data protection policy and/or in line with EB’s privacy notice. 13.3. The EB agrees that it will not disclose any confidential information about the TW without their prior consent unless it is: 13.3.1. to provide work-finding services for the TW in accordance with the terms of this agreement; 13.3.2. for the purposes of any legal proceedings (including arbitration). 13.4. Nothing in clause 13.3 shall preclude the EB from disclosing information about the TW where it is entitled to do so by law. 13.5. The TW agrees not at any time, whether during or after an Assignment, to disclose or make use of any trade secrets or confidential information of the Client or EB; or make copies or summaries of whole or part of any documents or materials that belong to the Client or EB. 13.6. The restriction at clause 13.5 does not apply to: 13.6.1. any use or disclosure authorised by the Client or EB or as required by law or regulatory authority; 13.6.2. any information which is already in, or comes into, the public domain otherwise than through the TW’s unauthorised disclosure; or 13.6.3. the making of a protected disclosure within the meaning of section 43A of the Employment Rights Act 1996.

14. PENSION

The EB will comply with any employer pension duties that apply to it in respect of the TW in accordance with Part 1 of the Pensions Act 2008. We will auto-enrol the TW into NEST after 12 weeks. The TW may opt out from this.

15. DISCIPLINARY & GRIEVANCE PROCEDURES

15.1. The TW’s attention is drawn to the disciplinary rules and procedure and grievance procedure applicable to their engagement, copies of which can be found in the [STAFF HANDBOOK]. These rules and procedures do not form part of this agreement. 15.2. If the TW wishes to appeal against a disciplinary decision they may apply in writing to The Branch Manager in accordance with the EB’s disciplinary procedure. 15.3. If the TW wishes to raise a grievance they may apply in writing to the Branch Manager in accordance with the EB’s grievance procedure.

16. COLLECTIVE AGREEMENTS

There is no collective agreement which directly affects the TW’s engagement as a worker.

17. ENTIRE AGREEMENT

This agreement constitutes the entire agreement between the parties and supersedes and extinguishes all previous agreements, promises, assurances, warranties, representations and understandings between them whether written or oral, relating to its subject matter.

18. THIRD PARTY RIGHTS

No one other than a party to this agreement shall have any right to enforce any of its terms.

19. LAW

These Terms are governed by the laws of England & Wales and are subject to the exclusive jurisdiction of the Courts of England & Wales.

Working with JLC Workforce Solutions Ltd

Dear Candidate,

Firstly, welcome to the team and may we take this opportunity to which you all the best on the contract that you have been placed onto. For JLC Workforce Solutions and yourself to work together we need to ensure that certain systems that we have in place to help you are followed. This is a guide for you to refer to should you ever be unsure as to what to do in the event of any of the following. REPORTING YOUR HOURS WORKED TO JLC Workforce Solutions Do this by emailing your start and finish times to Dawn@jlcworkforcesolutions.co.uk by no later than 09.00 on the Monday morning following the week worked. PLEASE BE AWARE – NO HOURS – NO PAY! REPORTING ABSENCE/SICKNESS JLC Workforce Solutions have a number that you are to call (01782 810880) Our company policy is as follows……. You must call (01782 810880)1 hour before your shift if you are unable to attend work and if possible the night before. Texting in sick is classed as a no show and in some cases gross misconduct which will lead to you being removed from your contract – as we don’t monitor text messages out of hours. PAY ISSUE’S – HOLIDAY REQUESTS JLC Workforce Solutions have an internal payroll in the unlikely event of you having a pay query you must email payroll at Payroll@jlcworkforcesolutions.co.uk with full details of what the query is and one of the payroll team will come back to you. To request holiday, you need to email Dawn@jlcworkforcesolutions.co.uk and ask for a holiday request form – this will need to be filled in and returned via email to payroll. Please note as your terms of engagement that you have signed at registration. Twice the length of the time off requested must be given as notice and you cannot take sick days as a holiday day (please refer to your contract of employment) DRUGS AND ALCOHOL JLC Workforce Solutions operate a strict anti-drugs and alcohol policy – please be aware that any of our clients can make a reasonable request for you to submit for a random drugs/alcohol test via an external testing company – JLC Workforce Solutions also have the facility to test.

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Tel: 01782 810880

Our Policies:

Contact us:

Office:
01782 810880

Recruitment
Dawn@jlcworkforcesolutions.co.uk
Marie@jlcworkforcesolutions.co.uk
 
Payroll
Payroll@jlcworkforcesolutions.co.uk

 

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Need help filling out this application form?

If you require help completing the application form please use our contact details below for assistance:

TEL: 01782 810880
Email: Dawn@Jlcworkforcesolutions.co.uk