Probation Period, Compensation and Benefits

PROBATIONARY PERIOD  

You join us on an initial probationary period of six months. During this period your work performance and general suitability will be assessed and, if it is satisfactory, your employment will continue. However, if your work performance is not up to the required standard, or you are considered to be generally unsuitable, we may either take remedial action (which may include the extension of your probationary period) or terminate your employment at any time. You will be informed of the outcome of your probationary period by a Manager and you should not consider your probationary period to have passed until such notification has been received. We reserve the right not to apply our full contractual capability and disciplinary procedures during your probationary period. 

PLACE OF WORK 

You will normally be required to work from your Wesley House, Swinton or at any sites as necessitated by the needs of the business. You will not be required to work outside the United Kingdom. 

HOURS OF WORK 

Your normal hours per week are 40 to be worked between Monday and Sunday (working a maximum of 6 days from 7) as per the needs of the business, between the hours of 8.30 am and 6.00 pm in accordance with the rota which will usually be available one week in advance. Where you work more than six hours consecutively, you are required to take a 60-minute unpaid break. Your normal hours of work are not variable; however, you may be required to work additional hours when authorised and as necessitated by the needs of the business. 

Breaks are unpaid and the duration in line with the Working Time Regulations. Your normal hours of work are not variable; however, you may be required to work additional hours when authorised and as necessitated by the needs of the business which may include working weekends. 

REMUNERATION 

Your salary is currently per annum payable monthly by BACS as detailed on your pay statement.  For additional hours worked, you will be given time off in lieu. The date when the time off in lieu is taken is to be mutually agreed and must be within the same pay period as it is worked. In your first year of employment your salary will be proportionate to the amount of time left in the year. We will ensure that you always receive no less than the National Minimum Wage/National Living Wage. 

COLLECTIVE AGREEMENTS 

No collective agreements directly affect your terms and conditions of employment. 

ANNUAL LEAVE AND PUBLIC/BANK HOLIDAYS 

Your holiday year begins on 1st January and ends on 31st December each year, during which you will receive a paid holiday entitlement of 20 working days. Entitlements are pro-rata for part-time employees. In your first holiday year your entitlement will be proportionate to the amount of time left in the holiday year.   

Conditions relating to the taking of annual leave are shown in the Employee Handbook to which you should refer. 

In addition to the annual holiday entitlement, you are allowed the following public/bank holidays each year with pay or alternative days as decided by us: 

New Year’s Day The last Monday in May 

Good Friday The last Monday in August 

Easter Monday Christmas Day 

The first Monday in May Boxing Day 

Entitlements are pro-rata for part-time employees. 

In the event of termination of employment holiday entitlement will be calculated as 1/12th of the annual entitlement for each completed month of service during that holiday year and any holidays accrued but not taken will be paid for.  However, in the event of you having taken any holidays in the current holiday year, which have not been accrued pro-rata, then the appropriate payments will be deducted from your final pay.   

We may require you to take any outstanding annual leave entitlement during your notice period. 

OTHER PAID LEAVE 

You are entitled to the following types of paid leave subject to any qualifying criteria and notification requirements: 

• (i) Maternity, paternity, adoption, shared parental leave with pay in line with statutory entitlements in place from time to time; 

• (ii) Bereavement leave, the length and any pay of which is to be determined on an individual basis; and 

• (iii) Qualifying parents are entitled to parental bereavement leave in line with statutory entitlements in place from time to time. 

The details included at (ii) above do not form part of your contract of employment and may be amended or withdrawn at any time. 

SICK LEAVE, PAY AND CONDITIONS 

Any sickness absence taken is paid in line with the current SSP scheme. 

Conditions relating to the above are shown in the Employee Handbook to which you should refer. 

TRAINING 

At the commencement of your employment, you will receive training for your specific job, and as your employment progresses your skills may be extended to encompass new job activities within the business. It is a condition of your employment that you participate in any training deemed necessary by us for you to reach the required levels of attainment standards.  

You are also required to undertake the following external training courses. Please click the links below to register.   

i)  Safeguarding – Safeguarding in the FE and Training Sector | ETF Booking (etfoundation.co.uk)

ii) Prevent – FOL: Courses (foundationonline.org.uk)

The cost of this mandatory training will be borne by the Company. In addition, we encourage employees to undertake external training courses where the period of training may further their career with us. Financial assistance may be provided where your manager believes that the performance of the Company will benefit from your progression. Where it is provided, this will be subject to a training agreement which requires repayment by you to the Company of the cost of the training on a sliding scale in the event of the termination of your employment. Further details are available from a Manager.  

CAPABILITY AND DISCIPLINARY PROCEDURES 

The disciplinary rules and procedures that will apply when dealing with capability or disciplinary issues are shown under the headings “Capability Procedures” and “Disciplinary Procedures” in the Employee Handbook to which you should refer.   

CAPABILITY/DISCIPLINARY APPEAL PROCEDURE 

Should you be dissatisfied with any decision to take action or dismiss you on capability/disciplinary grounds, you must apply, either verbally or in writing, to a Director within five working days of the decision you are complaining against. The Company will exercise discretion in hearing appeals which are submitted outside of this timeframe. Further information can be found in the Employee Handbook under the heading “Capability/Disciplinary Appeal Procedure” to which you should refer. 

GRIEVANCE PROCEDURE 

Should you feel aggrieved at any matter relating to your employment, raise a grievance promptly with a Manager either verbally or in writing.  Whilst there is no deadline by which grievances must be lodged, it may be more difficult for the Company to effectively deal with your grievance if the complaints relate to something which took place a long time ago. Further information can be found in the Employee Handbook. 

NOTICE OF TERMINATION TO BE GIVEN BY EMPLOYER AND EMPLOYEE 

Under 1 month’s service – Nil. 

1 month up to successful completion of your probationary period – 1 week. 

On successful completion of your probationary period – 3 months. 

PAY IN LIEU OF NOTICE 

We reserve the contractual right to give pay in lieu of all or any part of the above notice by either party. 

PENSION AND PENSION SCHEME 

When required, we will operate a contributory pension scheme to which you will be auto-enrolled into (subject to the conditions of the scheme). Further details are available from a Director.