7/ Pay

PAYMENT

The methods of pay and payment intervals are set out in your Statement.  An itemised pay statement will be issued to you at each pay period.  If at any time you have any queries you should raise them with the Office Manager.  

On termination of employment, your final payment may be made in a different form to that stated in your Statement.  

PAY REVIEW

Any change in your pay will be notified to you; Reprotec UK cannot guarantee that there will be an annual pay increase.

DEDUCTIONS FROM PAY

Reprotec UK has the right to deduct from your wage any sums which you may owe (it as) the Employer, including, without limitation, any overpayments or loans made to you by Reprotec UK or losses suffered by Reprotec UK as a result of your negligence or breach of the Reprotec UK's rules.

Reprotec UK will make deductions from your pay in certain circumstances, for example, where a deduction is legally required such as income tax and National Insurance. You will receive a form P60 on an annual basis explaining deductions made for income tax and National Insurance. Where you receive non-wage benefits from us, you will also receive a form P11D.

If you are overpaid for any reason, we will normally seek to deduct the amount of overpayment at your next payday. However, if the amount to be deducted would cause hardship, we may arrange for repayment over a longer period.

We may also make other deductions from pay as permitted by relevant sections in this Handbook and our other policies.

The right to deduct wages, either as a result of this clause or any other clause within your Statement or this Employee Handbook is an express term of your Contract of Employment.

EXPENSES

Please refer to the Expenses Policy. 

SHORT TIME WORKING

In the event that Reprotec UK is faced with a shortage of work, or is unable to provide you with work for any other reason, then you agree that Reprotec UK  may temporarily:

●       place you on short-time working, in which case you will be paid for those hours worked; or

●       lay you off from work, in which case you will be paid in accordance with the statutory guarantee pay provisions in place at that time; or

●       designate you as a furloughed (or similar) worker, in accordance with the terms of any government furlough (or similar) scheme in place from time to time, in which case during such period, if required, you agree to a reduction in your hours or will cease to carry out any work for Reprotec UK. (For this purpose, you agree that Reprotec UK may adjust your hours, wage and benefits by an appropriate amount to reflect the needs of the business at that time and ensure that it receives reimbursement. 

If the need arises to reduce the number of employees, the overriding consideration at all times will be the future viability of the business.  Reprotec UK will use such criteria as it considers appropriate to the circumstances at the time of redundancy.

The entirety of this section entitled “Short Time Working” forms part of your contractual terms and conditions.