2/ Joining Our Organisation

INDUCTION

At the start of your employment with Reprotec UK you are required to complete an induction programme, during which key policies and procedures will be explained to you. Information relating to these will be given to you at the induction.

JOB DESCRIPTION

You will be provided with a job description relating to your role. This job description is a non-contractual document and therefore we may make amendments to it from time to time in relation to the needs of the business.

PERFORMANCE AND REVIEW

Our policy is to monitor your work performance on a continuous basis so that we can maximise your strengths, and help you overcome any possible weaknesses. This includes an appraisal scheme which will help monitor staff performance levels with a view to maximising the effectiveness of individuals. You will be informed in advance of your appraisal dates.

JOB FLEXIBILITY

It is an express condition of employment that you are prepared, whenever necessary, to transfer to alternative departments or duties within our business. During holiday periods, etc. it may be necessary for you to take over some duties normally performed by colleagues. This flexibility is essential for operational efficiency as the type and volume of work is always subject to change.

In addition, it is a condition of your employment that you are prepared, whenever applicable, to transfer to any other of our sites. This mobility is essential to the smooth running of our business.

EVENING AND NIGHT SHIFT

Night shift is officially between 11:00pm and 06:00am, and paid at time and a half; however, incentives may be considered for evening work (Reference Trigger Point Appendix).  

CONVICTIONS AND OFFENCES

From the beginning and during your employment, you are required to immediately report to Reprotec UK any convictions or offences with which you are charged, including traffic offences.

You may be required, for specified projects, to undertake criminal record checks (Disclosure and Barring Service Certificate) during your employment as deemed appropriate by Reprotec UK.

In the event that such certificate(s) are not supplied you may render yourself unavailable for work, which may also affect your Trigger Point.

POLICY STATEMENT ON THE SECURE STORING, HANDLING, USE, RETENTION and DISPOSAL OF DISCLOSURES and DISCLOSURE INFORMATION

Should you be required to undertake a DBS (Disclosure and Barring Service) Certificate, we comply fully with the Disclosure and Barring Service Code of Practice regarding the correct handling, use, storage, retention and disposal of disclosures and disclosure information. We also comply fully with our obligations under the Data Protection Act 2018.

Disclosure information is always kept separately and securely and limited to those who are authorised to see it as part of their duties in accordance with Section 124 of the Police Act 1997.

We maintain a record of all those to whom disclosure information has been revealed and we recognise that it is a criminal offence to pass the information to anyone who is not entitled to receive it.

Disclosure information is only used for the specific purpose for which it was requested.

We do not keep disclosure information for any longer than is absolutely necessary in order to allow for the consideration and resolution of any disputes or complaints. Where appropriate, the Disclosure and Barring Service will be consulted, and full consideration will be given to the data protection and human rights of the individual.

Once the retention period has elapsed, we will ensure that any disclosure information is immediately destroyed by secure means, i.e. by shredding. While awaiting destruction, disclosure information will not be kept in any insecure receptacle (e.g. a waste bin or confidential waste sack). We will not keep any photocopy or other image of the disclosure or any copy or representation of the contents of the disclosure. However, we may keep a record of the date of issue of the disclosure, the name of the subject, the type of disclosure requested, the post for which the disclosure was requested, the unique reference number of the disclosure and the details of the recruitment (or other relevant) decision taken.

WORK PERMITS

All employees are required in law to provide evidence of their eligibility to work in the UK. As an employer we have the legal obligation to comply with the applicable immigration legislation which includes ensuring that employees provide the appropriate documentation prior to the commencement of employment.

In the event that an employee is unable to provide satisfactory evidence of their eligibility to work in the UK the Company reserve the right to terminate the employment without notice.

All costs relating to any immigration application must be borne by the employee in question and will be deducted from your wage.

Third party involvement

We reserve the right to allow third parties to chair any meeting, for example disciplinary, capability, grievance, this is not an exhaustive list. Where we are required to share special category data to any third parties as part of that hearing, we ensure that a relevant condition of processing is met and we do not rely upon your consent for the processing.