13/ General Terms & Conditions

COMMUNICATION FOR OPERATIONS TEAM

Operatives may be informed of their work schedule by mobile phone or text message from their line manager; failure to respond to any work phone calls and text messages in a timely manner will indicate that the operative is unavailable for work, which may affect pay and may result in disciplinary action. 

PERSONAL DETAILS

At the commencement of your employment, you will have provided Reprotec UK with various personal details.  You must notify Reprotec UK immediately of any change, e.g. name, address, telephone number, next of kin, bank details etc.

It is in your interest to notify us of any such changes.  Reprotec UK will not be responsible for any issues arising out of your failure to notify changes in your personal details.

You are required to provide a personal email address and telephone contact number which Reprotec UK can contact you on during working hours. It is your responsibility to ensure that your mobile phone is kept charged and switched on while you are working in order for Reprotec UK to contact you, when necessary, in line with business needs.

You are required to provide Reprotec UK with your personal email address for training, work and monthly payment purposes.

OTHER EMPLOYMENT

You are required to devote the whole of your time, attention and abilities during your hours of work to your duties with Reprotec UK and may not undertake any other work during this time.

You may not, without the prior consent of Reprotec UK (which will not be unreasonably withheld), engage in any business or employment which is similar to or competitive with the business of Reprotec UK, or which could be considered to impair your ability to act at all times in the best interests of Reprotec UK, outside your hours of work for Reprotec UK.

If you do engage in any other employment, you must notify Reprotec UK in writing of hours worked elsewhere to enable Reprotec UK to comply with its statutory obligations; this makes up part of your contractual terms and conditions.

If you already have any other employment or are considering any additional employment, you must notify us so that we can discuss any implications arising from the current working time legislation.  This makes up part of your contractual terms and conditions.

EMPLOYEES' PROPERTY AND LOST PROPERTY

We do not accept liability for any loss of, or damage to, property that you bring onto the premises. You are requested not to bring personal items of value onto the premises and, in particular, not to leave any items overnight.

Articles of lost property should be handed to your Line Manager who will retain them whilst attempts are made to discover the owner.

PARKING AT HQ LANGLEY MOOR

Where parking facilities have been made available to you within the Tesco Car Park you must ensure that you observe all of Tesco’s parking requirements and all other traffic requirements e.g. time and speed limits, etc.

You are responsible for any parking fines incurred as a result of failure to observe these rules. To avoid congestion, all vehicles must be parked only in the designated parking areas. No liability is accepted for damage to private vehicles, however it may be caused.

MAIL

All mail received by us will be opened, including that addressed to employees.

Private mail, therefore, should not be sent care of our address. No private mail may be posted at our expense except in those cases where a formal re-charge arrangement has been made.

FRIENDS AND RELATIVES CONTACT

Visitors are not allowed to access any of Reprotec UK premises at any time without prior authority.

BUYING OR SELLING OF GOODS

You are not allowed to buy or sell goods on your own behalf on Reprotec UK  premises or during your working hours.

STATEMENTS TO THE MEDIA

Any statements to reporters from newspapers, radio, television, etc. in relation to our business will be given only by the Directors and/or the PA to the Directors.

CLIENT RELATIONS

Our business involves the provision of services to clients and some of our employees are employed to perform work on behalf of those clients, sometimes on the client’s own premises. 

Due to this relationship, our clients may, on rare occasions, require that such an employee be removed from a job in accordance with their contract with us. In such circumstances we will investigate the reasons for such requests.

POSSIBLE TERMINATION OF EMPLOYMENT DUE TO CLIENT RELATIONSHIP

However, if our client maintains their stance, we will then take all reasonable steps to ensure that alternative work is provided. If this is not possible, we may have no alternative but to terminate such an individual’s employment. This procedure is separate from any concurrent disciplinary matter that may need to be addressed.

BEHAVIOUR AT WORK

Conduct 

You should behave with civility towards fellow employees and all stakeholders; no rudeness will be permitted towards colleagues, clients or members of the public.

Objectionable or insulting behaviour, or bad or inappropriate language may result in disciplinary action being taken in line with our disciplinary procedure.

Activities

As stated in the section ‘Other Employment’, you should use your best endeavours to promote the interests of the business and shall, during normal working hours, devote the whole of your time, attention and abilities to the business and its affairs.

Any involvement in activities which could be construed as being in competition with us is not allowed.

Client / Customer Premises

If you work on one of our client sites, you are required to observe the client’s rules and regulations as notified to you. Your employment is also conditional upon continued approval of the client for you to be onsite. In the event that the client withdraws its approval on grounds of unsuitability rather than for breach of rules, Reprotec UK will endeavour to offer you an alternative position where possible.

Possible termination of employment due to breach of client rules 

In cases where this is not possible, or where client approval is withdrawn in consequence of a breach of rules, dismissal may occur after appropriate investigation and fair process.

CONFIDENTIALITY 

You must not disclose any trade secrets or other information of a confidential nature relating to Reprotec UK or its business, or in respect of any obligation of confidence which Reprotec UK owes to any third party, during or after your employment, except in the proper course of your employment or as required by law.

Any documents or tangible items which belong to Reprotec UK, or which contain any confidential information must not be removed from Reprotec UK’s premises or shared electronically at any time without proper authorisation, and must be returned to Reprotec UK upon request and, in any event, upon the termination of your employment.

If requested by Reprotec UK, all confidential information, other documents and tangible items which contain or refer to any confidential information, and which are in your possession or under your control, must be deleted or destroyed.

All client Confidentiality Disclosure Agreements, Deed Terms and Conditions relating to Confidentiality and any other client Confidential Agreements must be abided by.

The above makes up part of your contractual terms and conditions.

COMPANY PROPERTY AND COPYRIGHT

All written material whether held on paper, electronically or magnetically which was made or acquired by you during the course of your employment with us, is the property of Reprotec UK and, where appropriate, Reprotec UK’s Copyright.

At the time of termination of your employment with Reprotec UK, or at any other time upon demand, you shall return to Reprotec UK any such material in your possession.

INVENTIONS/DISCOVERIES

An invention or discovery made by you will become the property of Reprotec UK if it was made:

●        in the course of your normal duties under such circumstances that an invention might reasonably be expected to result from those duties;

●        outside the course of your normal duties, but during duties specifically assigned to you, when an invention might reasonably be expected to result from these; and

●        during the course of any of your duties, and at the time, you had a special obligation to further our interests arising from the nature of those duties, and your particular responsibilities.

RIGHTS OF SEARCH

Reprotec UK wants to safeguard you, its property and equipment. To achieve this, Reprotec UK may carry out searches on its premises and its company vehicles, if it has reasonable grounds for suspecting that you or another individual may have committed a criminal offence, or any serious breach of contract/Reprotec UK rules. Reprotec UK with consent, shall:

●        search any employee (outer clothes only)

●        search employee property

●        search the contents of parcels entering or leaving the premises

●        any vehicle used by an employee in the course of their employment

●        search workstations including desk drawers.  

Searches will always be conducted by a person of the same sex in the presence of a third person of the same sex, and you will be encouraged to ensure that another independent witness is present if so required.

Searches will be conducted in the presence of at least one witness chosen by you and Reprotec UK.

Searches of employees shall be carried out in private.

You can refuse to give consent. However, an unreasonable refusal to consent when requested may be viewed as misconduct and may lead to disciplinary action (up to and including dismissal) being taken against you.

If you refuse to be searched, you will be required to remain in the presence of a Senior Manager whilst awaiting the Police.

Reprotec UK reserves the right to search your workspace without prior notice to you where it has reasonable grounds to suspect you have committed a criminal offence or a breach of contract or any of its rules.

Any employee found with property that does not belong to them, and for which he or she cannot satisfactorily account, may be subject to disciplinary action being taken in line with Reprotec UK’s disciplinary procedure.