Open Association of Landscape Industries
Any body got a contract of employment template
Hi
I would like a contract of employment template if anyone knows were such can be obtained.
I googled however they were all requesting credit card details something I do not like to give out to unknown sites
Replies to This Discussion
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Permalink Reply by Colin Hunt on -
I will email one over that I used on Monday when I updated ours. I think we need to be 'friends'so have sent a request.
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PRO MemberPermalink Reply by Claire Brown on -
Business link did one, - I know that they are no longer operating, but think the website is still going.under the guise of .gov.uk
this is the link to the employing people bit
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Premium SupplierPermalink Reply by Steve London Stone on -
Good to hear that your taking people on lawn lover. Sounds like your sorted for an employment contract. I posted a load of document templates a few months back. Quite a lot of them were geared towards garden maintenance. I will bump the post, its worth a look
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Pro DesignerPermalink Reply by Jackson's Landscape Design on -
Basic / Statutory Minimum Employment Contract
Basic Employment Contract with Restrictive Covenants
Standard Minimum Contract with Enhanced Confidentiality
Office Worker/Administrative Employment Contract (Full Time)
Office Worker/Administrator Employment Agreement with Restrictive Covenants
Personal Assistant Employment Contract (Individual Employer)
Personal Assistant Employment Contract (Company)
Apprenticeship Agreement
Young Worker Employment Contract
Executive Employment Contract with PILON
Executive Employment Contract no PILON
Fixed Term Employment Contract
Fixed Term Employment Contract with Restrictive Clauses
Fixed Term Employment Contract (Maternity and Sickness Cover)
Annualised Hours Employment Contract
Compressed Hours Employment Contract
Shift Work Employment Contract
Night Worker Employment Contract
Homeworker Agreementwhich document suits your needs?
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Permalink Reply by Lawn lover on -
Hi Jacksons landscape design
Apprenticeship Agreement
Standard Minimum Contract with Enhanced Confidentiality
The two above would be super I have just started a 18yr old, he has contacted 80+ company's looking for a start I am the only one to get back to him. This is is first job since leaving school nearly 2 years ago.
He as started on the government apprenticeship.
I have enough work for my-self however now I need to pick more work up so once he is trained up he can go out and do a weeks work for a proper wage.
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PRO MemberPermalink Reply by Robbie @ PremierLawnsni on -
It's crazy that you need so many different polices to cover yourself.
And people wonder why companies don't hire...
Jackson's Landscape Design said:Basic / Statutory Minimum Employment Contract
Basic Employment Contract with Restrictive Covenants
Standard Minimum Contract with Enhanced Confidentiality
Office Worker/Administrative Employment Contract (Full Time)
Office Worker/Administrator Employment Agreement with Restrictive Covenants
Personal Assistant Employment Contract (Individual Employer)
Personal Assistant Employment Contract (Company)
Apprenticeship Agreement
Young Worker Employment Contract
Executive Employment Contract with PILON
Executive Employment Contract no PILON
Fixed Term Employment Contract
Fixed Term Employment Contract with Restrictive Clauses
Fixed Term Employment Contract (Maternity and Sickness Cover)
Annualised Hours Employment Contract
Compressed Hours Employment Contract
Shift Work Employment Contract
Night Worker Employment Contract
Homeworker Agreementwhich document suits your needs?
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PRO MemberPermalink Reply by Allan Steele on -
hi jacksons landscape design,
i need a contract too but don't know if i need a basic/stat minimum , fixed term , or annualised hours, where did you get yours from?
Jackson's Landscape Design said:Basic / Statutory Minimum Employment Contract
Basic Employment Contract with Restrictive Covenants
Standard Minimum Contract with Enhanced Confidentiality
Office Worker/Administrative Employment Contract (Full Time)
Office Worker/Administrator Employment Agreement with Restrictive Covenants
Personal Assistant Employment Contract (Individual Employer)
Personal Assistant Employment Contract (Company)
Apprenticeship Agreement
Young Worker Employment Contract
Executive Employment Contract with PILON
Executive Employment Contract no PILON
Fixed Term Employment Contract
Fixed Term Employment Contract with Restrictive Clauses
Fixed Term Employment Contract (Maternity and Sickness Cover)
Annualised Hours Employment Contract
Compressed Hours Employment Contract
Shift Work Employment Contract
Night Worker Employment Contract
Homeworker Agreementwhich document suits your needs?
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PRO MemberPermalink Reply by Gary RK on -
We originally used an employment contracts from business link, which unfortunately no longer exists but has risen as per the link provided by Claire, above.
There was a multitude of advice, documents and guides that seem to no longer exists....
This is the only 'template document now available...
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Claire Brown said:Business link did one, - I know that they are no longer operating, but think the website is still going.under the guise of .gov.uk
this is the link to the employing people bit
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Written_Statement.pdf, 614 KB
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PRO MemberPermalink Reply by Allan Steele on -
Hi ,
Tried claires link before i contacted you, page not available. please could you send me basic/stat minimum , fixed term , and annualised hours? if you have them or perhaps a working link.Regards
Allan
Allan Steele said:hi jacksons landscape design,
i need a contract too but don't know if i need a basic/stat minimum , fixed term , or annualised hours, where did you get yours from?
Jackson's Landscape Design said:Basic / Statutory Minimum Employment Contract
Basic Employment Contract with Restrictive Covenants
Standard Minimum Contract with Enhanced Confidentiality
Office Worker/Administrative Employment Contract (Full Time)
Office Worker/Administrator Employment Agreement with Restrictive Covenants
Personal Assistant Employment Contract (Individual Employer)
Personal Assistant Employment Contract (Company)
Apprenticeship Agreement
Young Worker Employment Contract
Executive Employment Contract with PILON
Executive Employment Contract no PILON
Fixed Term Employment Contract
Fixed Term Employment Contract with Restrictive Clauses
Fixed Term Employment Contract (Maternity and Sickness Cover)
Annualised Hours Employment Contract
Compressed Hours Employment Contract
Shift Work Employment Contract
Night Worker Employment Contract
Homeworker Agreementwhich document suits your needs?
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PRO MemberPermalink Reply by Gary RK on -
If you search a bit more laterally on gov.uk you will find the information you need including the above document.
Claire's link is correct but the page did not save the search term embedded in the URL - employment contract. Follow that link and key that term in and you will get the document above.
Someone's simple amendment may nullify it for your situation and not be known until a court case etc.
Sometimes, as a a business, you need to consider paying for key legal documents if you intend to rely on them - otherwise can you be sure of their provenance and effectiveness?
Another alternative is to use LJN legal documents service : http://landscapejuicelegal.com/, select business tab and you will see a number of relevant documents.
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PRO MemberPermalink Reply by Allan Steele on -
Thanks Gary, much appreciated
GaryRK said:If you search a bit more laterally on gov.uk you will find the information you need including the above document.
Claire's link is correct but the page did not save the search term embedded in the URL - employment contract. Follow that link and key that term in and you will get the document above.
Someone's simple amendment may nullify it for your situation and not be known until a court case etc.
Sometimes, as a a business, you need to consider paying for key legal documents if you intend to rely on them - otherwise can you be sure of their provenance and effectiveness?
Another alternative is to use LJN legal documents service : http://landscapejuicelegal.com/, select business tab and you will see a number of relevant documents.
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Pro DesignerPermalink Reply by Jackson's Landscape Design on -
Lawn Lover and Allan Steele your annualised hours document as requested.
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Terms and Conditions of Employment
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This document contains the main terms and conditions of employment which govern your service with the Company. [Your service with the Company is also subject to the terms contained in the letter offering you employment (“the Offer Letter”). If there should be any ambiguity or discrepancy between the terms in the Offer Letter and the terms set out in this document, the terms in the latter will prevail, except where expressly stated.]
TERMS AND CONDITIONS OF EMPLOYMENT
BETWEEN(1) <> a company registered in <> under registration number >> whose registered office is at /p>
> (hereinafter referred to as “we”, “us” or “the Company”)
(2) <> of /address> > (hereinafter referred to as “you”)IT IS AGREED as follows:
1. General
The following terms and conditions are given to you in accordance with the terms of the Employment Rights Act 1996, Employment Act 2002 and Working Time Regulations 1998.2. Duties and Job Title
2.1 You are employed as a job share <>. You will be responsible to <>.
2.2 [You will be required to undertake such duties and responsibilities as may be determined by the Company from time to time].
OR
[Details of your duties are available in [job description] [other source].
2.3 The Company reserves the right to vary your duties and responsibilities at any time and from time to time according to the needs of the Company’s business.3. Date of Commencement/ Date of Continuous employment
3.1 Your period of continuous employment with us begins on <>.
3.2 [No employment with a previous employer counts as part of your period of continuous employment.]
OR[Your employment with <> which began on <> will count as part of your continuous period of employment with us.]
3.3 In accepting your appointment it shall be deemed that you have accepted all the terms and conditions set out in this Contract. This Contract of Employment annuls any previous agreement whether verbal or written given to you at any time.
3.4 The first <> months of your employment will be a probationary period. During this period your performance and conduct will be monitored. At the end of the probationary period your performance will be reviewed and if found satisfactory your appointment will be confirmed. The probationary period may be extended at the Company’s discretion. During the probationary period, the full disciplinary and grievance procedure will not apply.4. Hours of Work
4.1 There are no fixed working hours applicable to your employment. Your normal working hours are based upon your working <> per 52-week calendar year (1 January to 31 December) based on <> per week <>.
4.2 Out of these hours, you are entitled to <> days’ holiday (including statutory and public holidays), which equates to <> hours’ paid holiday, which are deducted from this total. You are therefore contracted to work <> hours per year (your ‘Net Hours’).
4.3 You will be [not] be paid any overtime for any hours worked in excess of the annualised hours [in accordance with the following terms:<>].
4.4 Your contractual annualised hours are divided into hours set by rota and reserve hours as follows:-
4.4.1 Rota hours: You are required to work <> of hours per annum on a rota basis. The Company will notify you in advance of the hours you will be required to work on a rota basis during each <>. In accordance with the flexible nature of your employment, the Company reserves the right to alter the hours <> you are required to work, at short notice.
4.4.2 Reserve hours: Your reserve hours are the difference between your contractual hours (see 4.1 above) and your rota hours and will be used to cover <>. Your <> will contact you if you are required to work reserve hours. The disciplinary procedure may be used in the event that you regularly refuse to work reserve hours when requested.
4.5 Your average weekly working hours should not exceed 48 hours per week, in the absence of an agreed exemption from the Working Time Regulations.
4.6 You must comply with the Company’s procedures for recording the actual hours you work. Please refer to <> for details. Each month, you will be provided with a record of the number of hours you have worked that month and for the year to date.5. Place of Work
>. You may be required to perform your duties and responsibilities at such other place in the United Kingdom as the Company may reasonably request from time to time.
Your normal place of work will be at /p>6. Remuneration
6.1 You will be paid <> by credit transfer to your Bank account in arrears at the rate of £<> per <> gross irrespective of the hours actually worked by you, at an hourly rate of £<> based upon <> per week.6.2 [If you have worked less than >> annualised hours at the end of the calendar year or the pro rata equivalent on the termination of your employment, then you must repay to the Company, or authorise the Company to deduct from any final payments due to you in respect of the Employment, the difference between the amount actually paid to you, and the amount you have earned based on the number of hours worked.]
7. Holidays
7.1 You are entitled to 28 [this includes the statutory minimum holiday entitlement of 20 days, to which 8 days public and bank holidays have been added. This does not include special bank holidays, which may be given at the employer’s discretion]>> working days holiday in each complete calendar year including bank and public holidays, pro rata for part time staff.
7.2 If you request a holiday day on a day on which you have been put on the rota to work, you must give as much notice of your request as possible [and, with the knowledge and consent of your line manager, attempt to arrange an exchange of days[/shifts] with another employee.]
7.3 The holiday year commences on >> and finishes on >> each year.
7.4 If your employment commences or finishes part way through the holiday year, your holiday entitlement will be prorated accordingly.
7.5 If, on termination of employment:-7.5.1 You have exceeded your prorated holiday entitlement, the Company will deduct a payment in lieu of days holiday taken in excess of your prorated holiday entitlement, on the basis of <>,and you authorise the Company to make a deduction from the payment of any final salary.
7.5.2 You have holiday entitlement still owing, the Company may, at its discretion, require you to take your holiday during your notice period or make a payment in lieu of untaken holiday entitlement7.6 Holidays must be taken at times convenient to the Company. You must obtain approval of proposed holiday dates in advance from <>. You will not be allowed to take more than two weeks at any one time, save at the Company’s discretion. You must not book holidays until your request for approval has been formally agreed.
7.7 All holiday must be taken in the year in which it is accrued. In exceptional circumstances you may carry forward up to 5 >> days untaken holiday entitlement to the next holiday year. This applies for one year only, and holiday may not be carried forward to a subsequent holiday year.
7.8 If you are sick or injured while on holiday, the Company will allow you to transfer to sick leave and take replacement holiday at a later date. This is strictly subject to the following:
7.8.1 You must contact <> in person and by telephone (if possible) as soon as you know that your holiday will be affected by sickness or injury;
7.8.2 The full period of your incapacity due to sickness or injury must be certificated by a qualified medical practitioner, where it exceeds seven days; and
7.8.3 Within <> of your return to work, you must confirm in writing how much of your holiday was affected by sickness or injury and the amount of leave you wish to take at another time. This written notification must be sent to <>.
8. Sickness Absence
8.1 In the event of your absence for any reason you or someone on your behalf should contact <> at the earliest opportunity on the first day of the absence to inform him/her of the reason for absence. You must inform the Company as soon as possible of any change in the date of your expected return to work.
8.2 A self-certification form should be completed for absences of up to seven days. The form will be supplied to you.
8.3 For periods of sickness of more than seven consecutive days, including weekends, you will be required to obtain a Statement of Fitness for Work (‘Fit Note’) / Medical Certificate and send this to <>. A new Fit Note / Medical Certificate should be sent periodically as required by the Company.
8.4 EITHER - When there is no contractual right to sick pay; employee will only receive SSP use this clause:-[If you are absent for four or more days by reason of sickness or incapacity, you are entitled to Statutory Sick Pay (SSP), provided that you have met the requirements above. For the purposes of the SSP scheme the ‘qualifying days’ are <>. There is no contractual right to payment in respect of periods of absence due to sickness or incapacity. Any such payments are at the discretion of the Company.]
OR – When the company operates a company sick pay scheme, use this clause:-
[If you are absent through sickness or incapacity, and you have complied with the requirements above, you will be paid company sick pay, for up to a maximum of >> days in any calendar year. Company sick pay is equal to normal basic salary. Thereafter you will receive Statutory Sick Pay in accordance with the law.]
8.5 The Company has the right to monitor and record absence levels and reasons for absences. Such information will be kept confidential.
8.6 The Company may require you to undergo a medical examination by a medical practitioner nominated by us at any stage of your employment, and you agree to authorise such medical practitioner to prepare a medical report detailing the results of the examination, which you agree may be disclosed to the Company. The Company will bear the cost of such medical examination. Such an examination will only be requested by the Company where it is reasonable to do so.
9. Non-compulsory retirement
The Company does not operate a normal retirement age and therefore you will not be compulsorily retired on reaching a particular age. However, you can choose to retire voluntarily at any time, provided that you give the required period of notice to terminate your employment.10. Mobility
You may be required to travel on Company business anywhere in the UK.11. Maternity and Paternity Rights
The Company will comply with its statutory obligations with respect to maternity and paternity rights and rights dealing with time off for dependants. The Company’s policies in this regard are available on request from <>.12. Pension
12.1 EITHER
[There are no pension arrangements applicable to your employment.]
OR
[The designated pension scheme is <>. Details can be found in <> or obtained from <>.][The Company will make a contribution of <> of your salary. You may contribute up to <> of your salary.]
12.2 A contracting out certificate is [not] in force.13. Collective Agreements
[There are no collective agreements relevant to your employment.]
OR
[Your employment is subject to the following collective agreement <>.]14. Grievance Procedure
The formal Grievance Procedure is available on request from <>. This policy does not form part of your terms and conditions of employment.15. Disciplinary Procedure
The disciplinary rules applicable to your employment are set out in the attached Disciplinary Policy and Procedure. This policy does not form part of your terms and conditions of employment.16. [Staff Handbook and Employment Policies
All Staff have a duty to adhere to the Company’s other policies from time to time in force, including but not exclusive to the Company’s Health and Safety, Fire Safety, Sickness and Absence and Equal Opportunities Policies.]17. Termination of employment
17.1 During the >> months probationary period the notice required by either party to this Contract to terminate your employment will be one week.
17.2 After the successful completion of any probationary period, your employment may be ended by you giving the Company one month's written notice. The Company will give you one month's written notice and after four years’ continuous service a further one week's notice for each additional complete year of service up to a maximum of 12 weeks’ notice.
17.3 We reserve the right in our absolute discretion to pay you salary in lieu of notice.
17.4 Nothing in this Contract prevents us from terminating your employment summarily or otherwise in the event of any serious breach by you of the terms of your employment or in the event of any act or acts of gross misconduct by you.
[OR (this option reflects the statutory notice period provided by law)17.1 Your contract of employment may be ended by written notice as follows:
Notice to be given by the Company:
Length of continuous service Minimum period of notice
Less than o From one month up to two years One week
From two years to 12 years Two weeks and one additional week for each continuous
year of employment in excess of two years12 or more years 12 weeks
Notice to be given to the Company:
Length of continuous service Minimum period of notice
Less than one month One day
One month onwards One week
17.2 We reserve the right in our absolute discretion to pay you salary in lieu of notice.
17.3 Nothing in this Contract prevents us from terminating your employment summarily or otherwise in the event of any serious breach by you of the terms of your employment or in the event of any act or acts of gross misconduct by you.]18. Data Protection
You agree to the Company holding and processing, both electronically and manually, personal data about you (including sensitive personal data as defined in the Data Protection Act 1998) for the operations, management, security or administration of the Company and for the purpose of complying with applicable laws, regulations and procedures.19. Changes to Terms and Conditions of Employment
The Company may amend, vary or terminate the terms and conditions in this document [<>] and any such change will be notified to you personally in writing or, when generally applied, by notice.20. Severability
The various provisions of this Agreement are severable, and if any provision or identifiable part thereof is held to be invalid or unenforceable by any court of competent jurisdiction then such invalidity or unenforceability shall not affect the validity or enforceability of the remaining provisions or identifiable parts.21. Governing Law and Jurisdiction
These Particulars of Employment shall be governed by and construed in accordance with the laws of England and Wales. Any dispute relating to the same shall be subject to the exclusive jurisdiction of the English and Welsh Courts.Issued for and on behalf of <>
Signed: ……………………………………… Date:
Employee
I hereby warrant and confirm that I am not prevented by previous employment terms and conditions, or in any other way, from entering into employment with the Company or performing any of the duties of employment referred to above. I accept the terms of this Agreement.Signed: ………………………………………… Date:
<>
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