RINGLINK

SERVICES LTD

Labour Supplier Information Pack

Being a Temporary Worker of Ringlink Services Ltd means:

• A variety of work throughout the year; General Farm Work – HGV Driving – Labouring – Tractor Driving – Forklift Driving – Stock Work

• Many Demanders within each area

• Large organisation such as Ringlink Services gives you peace of mind

• Professional Management System

• Tax and National Insurance managed for you

• Prompt payment through weekly invoicing

• Holiday pay available on a pro rata basis against days worked

RINGLINK SERVICES LTD

Providers of Specialist Training Courses

Forklift Courses - Spraying - Vermin Control Chainsaw - Computer - Management Courses

OFFICES AT:

Business Park Moycroft Meadowside Park Unit 2 Aberdeen Road Elgin Coupar Angus Colpy Road Ind. Estate Laurencekirk Morayshire Blairgowrie Oldmeldrum AB30 1EY IV30 1XZ PH13 9ER AB51 0BZ Tel: 01561 377790 Tel: 01343 550123 Tel: 01828 640456 Tel: 01651 873602 Fax: 01561 378231 Fax: 01343 551665 Fax: 01828 640743 Fax: 01651 873603

NAME:

ADDRESS:

POSTCODE DATE OF BIRTH

CONTACT DETAILS TELEPHONE MOBILE

E MAIL

Own Transport

ANY DRIVING CONVICTIONS? NO

YES PLEASE SPECIFY

HEALTH DO YOU HAVE ANY HEALTH PROBLEMS WHICH MAY LIMIT YOUR ABILITY TO PERFORM CERTAIN TASKS?

PLEASE SPECIFY

DRIVING QUALIFICATIONS

Class 1 Class 2 7.5 tonne ADR

Telescopic Rough Terrain Industrial

360 Slew 180 Backhoe Dumper Shovel

ARABLE

Cereals Beef Cattle

Potatoes Dairy Cattle

Fruit Sheep

Vegetables Pigs

Other Poultry

Other

Landscaping

Engineering

Joinery

HGV Driving

Labouring

APPLICATION FOR WORK

HGV

NON AGRICULTURAL

Vermin control

LIVESTOCK

ENTERPRISES YOU HAVE EXPERIENCE WITH:

Current Full Driving License

Spraying Certificates

Forklift Certificates

Construction Certificates

EXPERIENCE DETAILS - Please give any further details you feel may be useful to us

YES NO

DO YOU HAVE EXPERIENCE WITHIN THE CONSTRUCTION INDUSTRY?

If yes please specify

WORKSHOP EXPERIENCE?

ANY FURTHER DETAILS YOU FEEL MAY BE USEFUL TO US?

REFERENCES (PLEASE GIVE TWO)

CONVICTIONS

Have you ever been convicted of a criminal offence other than a fixed penalty road traffic offence. If yes, please describe

the nature of the offence

I hereby agree that the information included in this application is true and complete, I also agree that the

aforementioned referees may be contacted.

Data Protection

I hereby agree that the Company is permitted to hold personal information about me as part of its personnel and

other business records and the Company may process such information in the course of the Company's business.

I also agree that the Company may disclose such information to third parties in the event that such disclosure is,

in the Company's view, required for the proper conduct of the Company's business or that of any subsidiary

associated or holding companies of the Company. This clause applies to information held, processed or disclosed

in any medium.

SIGNED DATE

S:\wpdocs\Gangmaster Licence Authority\Services Worker Payroll Details Form.docx

Payroll Number

Office Use only

TEMPORARY WORKER – PAYROLL DETAILS

NAME:

ADDRESS:

RECEIVE PAYSLIPS

BY E-MAIL: YES/NO

E-MAIL ADDRESS:

Please Print

TELEPHONE NO:

DATE OF BIRTH:

NATIONAL INSURANCE NO:

BANK NAME:

BANK ADDRESS:

NAME OF ACCOUNT HOLDER:

SORT CODE:

ACCOUNT No:

8 Digits required

REFERENCE (if applicable)

EMERGENCY CONTACT DETAILS:-

1. Name

Relationship

Address

Tel. Home/Work

2. Name

Relationship

Address

Tel. Home/Work

Worker Signature…………………………………...........Date………………………

S:\wpdocs\Gangmaster Licence Authority\Services Worker Payroll Details Form.docx

For Office Use Only

Copy of all Documents to be attached

Information Pack Issued

Contract Issued

Entered Ring-Data

Contract Received

Entered Ring Rates

48 Hour Opt Out Received

Entered Excel Sheet

P45 Received or P46 Signed

Entered on Payroll

Driving Licence Received

Pension Letter Sent

Time Sheets Issued

Passport Received & Copied (See

List 1)

Other ID Received & Copied (See

List 2)

Birth Certificate

Workers Permit (If Applicable)

Interview Confirmation

Standard Overtime Other 1 Other 2 Other 3 Other 4

Lab Code

Charge

Rate

Start Date:

Co-ordinates:

Signatures

Labour Manager _________________________________________________

Entered on to Ringdata ____________________________________________

Entered on to Payroll______________________________________________

Starter checklist

Instructions for employersThis Starter Checklist can be used to gather information about your new employee. You can use this

information to help fill in your first Full Payment Submission (FPS) for this employee. You need to keep

the information recorded on the Starter Checklist record for the current and previous three tax years.

Do not send this form to HM Revenue and Customs (HMRC).

Instructions for employeesAs a new employee your employer needs the information on this form before your first payday to tell HMRC

about you and help them use the correct tax code. Fill in this form then give it to your employer.

Do not send this form to HMRC.

Employee’s personal details

1 Last name

2 First name(s)

Do not enter initials or shortened names such as Jim for

James or Liz for Elizabeth

3 Are you male or female?

Male Female

4 Date of birth DD MM YYYY

5 Home address

Postcode

Country

6 National Insurance number (if known)

7 Employment start date DD MM YYYY

Starter checklist Page 1 HMRC 04/16

Please turn over >

AThis is my first job since last 6 April and I have not been receiving taxable Jobseeker’s

Allowance, Employment and Support Allowance, taxable Incapacity Benefit,

State or Occupational Pension.

BThis is now my only job but since last 6 April I have had another job, or received taxable

Jobseeker’s Allowance, Employment and Support Allowance or taxable Incapacity Benefit.

I do not receive a State or Occupational Pension.

CAs well as my new job, I have another job or receive a State or Occupational Pension.

Employee statement

8 You need to select only one of the following statements A, B or C

Signature

Name

Date DD MM YYYY

Student Loan

9 Do you have a Student Loan which is not fully repaid?

Yes If yes, go to question 10

No If no, go to question 12

10 Are you repaying your Student Loan direct to the

Student Loans Company by agreed monthly payments?

Yes If yes, go to question 12

No If no, go to question 11

Student Loan Plans

You will have a Plan 1 Student Loan if:

• You lived in Scotland or Northern Ireland when you started

your course, or

• You lived in England or Wales and started your course

before September 2012

You will have a Plan 2 Student Loan if you lived in England or

Wales and started your course on or after 1 September 2012.

11 What type of Student Loan do you have?

Plan 1

Plan 2

12 Did you finish your studies before the last 6 April?

Yes

No

For further guidance about repaying Student Loans go to

www.gov.uk/new-employee/student-loans

Page 2

1

EMP-For-719 May 2010

NIGHT WORKERS HEALTH ASSESSMENT

This health assessment is required to be completed by anyone who is considering becoming a NIGHT WORKER. You would be classed as a NIGHT WORKER if you work 3 hrs or more between the hours of 23:00 – 06:00

1. Surname;

2. First and second name/s;

3. Sex M/F

4. Date of birth

5. Permanent address;

6. Job title;

Do you suffer from any of the following health conditions?

Yes No

Diabetes

Heart or circulatory disorders

Stomach or intestinal disorders

Any condition which causes difficulties sleeping

Chronic chest disorders, especially if night-time symptoms are troublesome

Any medical condition requiring medication to a strict timetable

Any other health factors that might affect fitness at work

If you have answered ‘yes’ to the above question, you may be asked to see a doctor or nurse for further assessment.

I, the undersigned, confirm that the above is correct to the best of my knowledge.

Signed.......................................................Date………….

ASSESSMENT

[this gives an indication of whether the worker is fit to work nights or should see a doctor or nurse for a medical examination]

Signed.......................................................Date………….

Interview Confirmation

This role requires a basic understanding of English due to the Health and

Safety obligations required for the role. Therefore we need to ensure that you

fully understand what has been explained to you. Please tick the appropriate

box below.

YES / NO

Do you understand what has been explained to you throughout this interview?

If no, do you require a translator?

Can you confirm that the terms of engagement have been explained in full to you?

Do you understand and accept that you will be a temporary worker?

Do you accept that Ringlink Services cannot guarantee the offer of work from clients?

Do you understand that you do not have to accept the work offered by Ringlink Services?

Do you understand that you will be working for the client and based at the client premises?

Can you confirm that you have been made aware that the GLA website has information available in relation to your worker status, in 18 different languages?

Is there anything else that we can clarify for you in relation to this Temporary role?

Can you please sign below to confirm that you fully understand what has been

explained to you at this interview, and that you have been made aware of how

you can obtain further information in relation to your worker status?

Name in full:

Signature:

Date:

Worker's Name Week Beginning

Client's Name

Address

HOURS HOURS

Day STD O/TIME

Saturday

Start Time

Finish Time

Less Breaks

Sunday

Start Time

Finish Time

Less Breaks

Monday

Start Time

Finish Time

Less Breaks

Tuesday

Start Time

Finish Time

Less Breaks

Wednesday

Start Time

Finish Time

Less Breaks

Thursday

Start Time

Finish Time

Less Breaks

Friday

Start Time

Finish Time

Less Breaks

Total Other

Client's Signature Worker's Signature

Please tick boxes when received

Health & Safety Procedures Requirements of Role

Company Policies Training Requirements

Standards of Conduct Risk Assesment of Job

Comments:

Issues of Concern from the Risk Assessment

Please note that failure to hand in a correctly signed and completed timesheet may result in delayed payments

Induction to be carried out prior to the commencement of New Assignment

It is the responsibility of the Site Owner/Manager to carry out an Induction with any Temporary Worker prior to starting a new

assignment. Below is a checklist for reference which includes the minimum requirements

Fax: 01561 378231 (Laurencekirk), 01343 551665 (Elgin), 01828 640743 (Ardler) & 01651 873603 (Oldmeldrum)

TIMESHEET MUST BE RECEIVED BY 9AM MONDAY

JOB DESCRIPTION

(Please indicate if night shift)

WELCOME TO RINGLINK SERVICES LTD

WELCOME FROM THE [MANAGING DIRECTOR]

COMPANY PROFILE AND HISTORY

Ringlink Services Ltd was established in 1995, with the primary reason for developing the new company to satisfy a supply and demand imbalance in the agricultural employment sector. In response Ringlink Services Ltd has provided this flexibility, which has resulted in an increasingly diverse client base. Agriculture, Horticulture, Manufacturing, Construction and other industries now benefit from this flexible approach to employment. Ringlink Services Ltd operates alongside Ringlink (Scotland) Ltd to provide a means of engagement for those people seeking work, whether it should be short term or for the longer term. The Company has forged links with a diverse range of businesses throughout the Northeast of Scotland to provide an all year round work facility, operating in an area from Perth to Inverness. Ringlink Services Ltd is also the training arm of Ringlink (Scotland) Ltd, one of the country's leading farmer co-operatives providing training and associated services to its members. This has been developed into being a recognised SQA Approved Training Centre, NPTC Assessment Centre and a Lantra approved training provider, Ringlink Services Ltd provides a comprehensive range of training products and services at individual level. All courses meet the standards laid down by the lead Training Body and are recognised by the Health & Safety and other Legislative Bodies. Ringlink Services Ltd’s aim is to build on its reputation of being able to supply an extensive team of qualified, knowledgeable and experienced operatives, to fulfil the requirements of the local businesses.

Finally, I would like to take this opportunity to welcome you to Ringlink Services Ltd, hereafter referred to as “the Company”. Graham Bruce Managing Director

HOLIDAYS a) You will accrue paid holidays from the date you join the Company. b) Your holiday entitlement with pay is as per your individual temporary worker contract. This entitlement

includes all statutory requirements under the Working Time Regulations 1998. c) Upon termination of your contract, payment will normally be made for all unused holiday entitlement. If you

have taken more annual holiday entitlement than you have accrued during the holiday year the balance will be deducted from any outstanding pay.

d) You will accrue leave on a pro-rata basis to the number of hours worked. SICKNESS PAYMENTS Statutory Sick Pay (SSP)

Your Sick Pay entitlement is per your individual temporary workers contract.

You are entitled to Statutory Sick Pay (SSP) during authorised absence as a result of sickness, provided you meet the criteria laid down in Government SSP regulations. When you are sick for 4 or more consecutive days you will be paid SSP by the Company, if you are eligible. This is treated like wages, being subject to Income Tax and National Insurance Contributions.

CONFIDENTIALITY Any Company information other than that contained in authorised and publicly available documents must be kept confidential unless the Company’s prior written consent has been obtained. This requirement exists both during and after your temporary worker contract.

All customer information is classified as confidential and should not therefore be disclosed to anyone outside of the Company or any other third party. On termination of the temporary workers contract all items of equipment, appliances, books, documents and the like which may have been issued to you for the purpose of your work or for any other reason, must be returned to the Company. EQUAL OPPORTUNITIES POLICY Ringlink Services Ltd are committed to a policy of equal opportunities for all and shall adhere to the policy at all times. It remains the personal duty of all workers to ensure that such a policy becomes and remains fully effective. General Ringlink Services Ltd operate on the basis of equal opportunities for all and everyone shall be treated equally irrespective of sex, marital status, age, disability, race, colour, religion, ethnic or national origin. Contact Your point of contact with any queries is your Labour Manager A full copy of the Equal Opportunities Policy is available on request from Ringlink Services Ltd, Cargill Centre, Business Park, Aberdeen Road, Laurencekirk. AB30 1EY Responsibility It will be the responsibility of The Managing Director to ensure that the Equal Opportunities Policy and Disciplinary & Grievance Policy is complied with and to deal with any complaints of discrimination.

WORKING TIME REGULATIONS – WORKING TIME

The Working Time Regulations which came into effect on 1 October 1998 (on 23 November 1998 in Northern Ireland) introduced a comprehensive scheme of limits on working time for all workers, whether or not they are referred to as “employees”. Even self-employed workers are covered if they undertake to perform work personally and the relationship is not genuinely one of a client or customer on the one part and a profession or business undertaking on the other. Working Time

This is defined as any period during which the worker is working, at the client’s disposal and carrying out his activity or duties and any period during which he is receiving relevant training. It should normally be clear what constitutes working time and what does not, but not always so. Time spent “on call”, “sleeping in” or driving may sometimes constitute working time for the purposes of the Regulations. For those “on call” when not required to be at the place of work, for instance, the determining factor will most likely be the degree to which the worker is otherwise free to pursue activities of his own during the time. Weekly Working Time Limit

• Weekly working time for adult workers is limited to an average of forty-eight hours calculated

over a reference period of seventeen weeks.

• The reference period may be extended to a maximum period of fifty-two weeks for objective, technical or organisational reasons by either a collective agreement with a recognised trade union or a workforce agreement, which is specifically agreed in accordance with the requirements of the Regulations. If not, the reference period is any rolling seventeen week period.

• The reference period for certain categories of worker is extended to twenty-six weeks. Workers in this category include security guards, hospital workers, workers in industries which cannot be interrupted on technical grounds, research and development workers and workers who have different places of work at a distance from one another.

• Absences through sickness, holiday or maternity leave are excluded from the calculation, but absences for other reasons will serve to reduce the average working time.

• Workers may opt out of the weekly working time limit by individual written agreement, but they retain the right to opt back in by giving seven days’ notice or up to three months’ notice if so specified in the opt-out agreement.

• Young workers (15-17 years inclusive who have reached compulsory school leaving age) must not work more than 40 hours a week and 8 hours a day.

Unmeasured or partly unmeasured working time

The regulations specifically state that workers whose duration of working time is not measured or predetermined, or can be determined by the worker himself, are exempt from the limits on weekly working time, night work, rest periods and breaks. Examples of such staff might include sales representatives who do not work under close supervision provided they reach their sales targets or senior managers. Workers who have an element of their working time which is unmeasured, for example, a manager with set contractual hours but with scope for additional hours, not required by the employer, will be exempt from the regulations only for those additional hours. Night Work Limit and Related Provisions

• Night workers are defined as those who normally work at least three hours daily during night

time. “Night time” can be fixed within certain limits by a workforce or collective agreement, but, if not, is to be regarded as the period between 1pm and 6am.

• A night worker’s working time is limited to an average of eight hours in each twenty-four period calculated over a reference period of seventeen weeks (fixed in the same way as for the weekly working time limit). Since non-working days, but not weekly rest days, (as described below) are taken into account in calculating the average, the effect on employers is usually no more restrictive than the weekly working time limit described above, but:

• In the case of night workers, there is no provision for individual workers to opt out; and

• Where special hazards or heavy physical or mental strain are involved, each shift is limited to a maximum of eight hours.

• Employers are required to offer night workers free health assessments upon starting as a night worker and regularly thereafter. In the case of workers under the age of eighteen, the requirement is to offer a health and capacities assessment.

• If a night worker suffers health problems as a result of working at night, the employer is obliged to offer suitable daytime work if possible.

• Young workers, as defined above, are not allowed to work during the hours of 10pm and 6am or if specified in the contract to work after 10pm, the period between 11pm and 7am.

Daily Rest

• Adult workers (aged 18 and above) are entitled to a rest period of not less than eleven

consecutive hours in each period of twenty-four hours during which they work.

• Workers under the age of eighteen are entitled to a rest period of not less than twelve consecutive hours in each period of twenty-four hours which they work.

Weekly Rest

• Adult workers are entitled to a rest period of not less than twenty-four hours in each seven day

period or a rest period of not less than forty-eight hours in each fourteen day period.

• Workers under the age of eighteen are entitled to a rest period of two days (i.e. each day starting at midnight) in each seven day period.

Rest Breaks

• Adult workers are entitled to a rest break when daily working time is more than six hours. The

rest break may be fixed by a relevant agreement, but, if not, it is an uninterrupted break of at least twenty minutes.

• Workers under the age of eighteen are entitled to a rest break of thirty minutes when daily working time is more than four and a half hours.

Exceptions

• The Regulations provide for exceptions to some of the provisions in certain circumstances.

These are, however, extremely limited and compensatory rest will have to be provided. Workers in this category can include security guards, hospital workers, workers in industries which cannot be interrupted on technical grounds, research and development workers and workers who have several different places of work. Further, some mobile workers are excluded from some of the provisions of the Regulations. Readers may wish to contact the Helplines service for more in depth information on the exceptions.

Enforcement

• Enforcement of the various limits imposed by the Regulations, of the special protection

afforded to night workers and of the duty upon employers to keep records lies with the health and safety enforcement bodies such as the Health and Safety Executive and local authorities. Failure to comply can therefore lead to criminal sanctions.

• Enforcement of the daily rest, weekly rest and rest break provisions of the Regulations is by complaint to an employment tribunal.

• Workers who are victimised or who suffer any detriment for asserting any of their rights under the Regulations may seek redress at the employment tribunal.

Gangmaster’s Licencing Authority

• For more information on temporary worker status please follow the link to the GLA website; www.gla.defra.gov.uk

CONTRACT FOR SERVICES BETWEEN RINGLINK SERVICES LTD AND DATED 16 September 2014

1. DEFINITIONS 1.1 In these Terms of Business the following definitions apply:- “Assignment” means the period during which the Temporary Worker is supplied to render services to the Client;

“Client” means the person, firm or corporate body requiring the services of the Temporary Worker;

"Employment Business" means Ringlink Services Ltd of Cargill Centre, Business Park, Aberdeen Road, Laurencekirk, AB30 1EY;

“Temporary Worker” means the individual whose services are supplied to the Client by the Employment Business 1.2 Unless the context otherwise requires, references to the singular include the plural and references to the

masculine include the feminine and vice versa. 1.3 The headings contained in these Terms are for convenience only and do not affect their interpretation. 2. THE CONTRACT 2.1 These Terms constitute a contract for services between the Employment Business and the Temporary Worker and

they govern all Assignments undertaken by the Temporary Worker. However, no contract shall exist between the Employment Business and the Temporary worker between Assignments.

2.2 For the avoidance of doubt these Terms shall not give rise to a contract of employment between the Employment

Business and the Temporary Worker or the Temporary Worker and the Client. The Temporary Worker is engaged as a self-employed worker, although the Employment Business is required to make statutory deductions from their remuneration in accordance with clause 4.1.

2.3 No variation or alteration of these Terms shall be valid unless approved by the Employment Business in writing

and a copy of the varied terms is given to the Temporary Worker stating the date on or after which such varied terms shall apply.

3. ASSIGNMENTS 3.1 The Employment Business will endeavour to obtain suitable Assignments for the Temporary Worker to work as a .

However, the Temporary Worker shall not be obliged to accept an Assignment offered by the Employment Business.

3.2 The Temporary Worker acknowledges that the nature of temporary work means that there may be periods when

no suitable work is available and agrees: that the suitability of the work to be offered shall be determined solely by the Employment Business; that the Employment Business shall incur no liability to the Temporary Worker should it fail to offer opportunities to work in the above category or in any other category; and that no contract shall exist between the Temporary Worker and the Employment Business during periods when the Temporary Worker is not working on an Assignment.

3.3 At the same time as an Assignment is offered to the Temporary Worker the Employment Business shall inform the

Temporary Worker of the identity of the Client, and if applicable the nature of their business; the date the work is to commence and the duration or likely duration of the work; the type of work, location and hours during which the Temporary Worker would be required to work; the rate of remuneration that will be paid and any expenses payable by or to the Temporary Worker; and any risks to health and safety known to the Client in relation to the

3.1 Assignment and the steps the Client has taken to prevent or control such risks. In addition the Employment Business shall inform the Temporary Worker what experience, training, qualifications and any authorisation required by law or a professional body the Client considers necessary or which are required by law to work in the Assignment.

3.1 Where such information is not given in paper form or by electronic means it shall be confirmed by such means by the end of the third business day (excluding Saturday, Sunday and any public or Bank holiday) except where the Temporary Worker is being offered an Assignment in the same position as one in which the Temporary Worker had previously been supplied within the previous five business days and such information has already been given to the Temporary Worker.

3.2 For the purpose of calculating the average number of weekly hours worked by the Temporary Worker on an

Assignment, the start date for the relevant averaging period under the Working Time Regulations shall be the date on which the Temporary Worker commences the first Assignment.

4. REMUNERATION. 4.1 The Employment Business shall pay to the Temporary Worker remuneration calculated at a minimum hourly rate

of £ . The actual rate will be notified on a per Assignment basis, for each hour worked during an Assignment (to the nearest quarter hour) to be paid weekly in arrears, subject to deductions if the employment business is required by the Inland Revenue to make such deductions, in respect of PAYE Class 1 National Insurance Contributions and Income Tax pursuant to Sections 44-47 of the Income Tax (Earnings and Pensions) Act 2003 and any other deductions which the Employment Business may be required by law to make.

4.2 The Temporary Worker will be paid at the appropriate overtime rate under the appropriate sector relevant

legislation. 4.3 Subject to any statutory entitlement under the relevant legislation, the Temporary Worker is not entitled to

receive payment from the Employment Business or Clients for time not spent on Assignment, whether in respect of holidays, illness or absence for any other reason unless otherwise agreed.

4.1 The Company may recover from you any sum which you may, from time to time, owe to the Company or on the

occasion where you have been overpaid in error. The Company may recover such sums by deducting it from any sums payable to you by the Company whether by way of one such deduction or a series of deductions.

Where it is intended to make any such deduction, you will be notified of the total amount owed and of the rate at which and the means by which the Company intends to recover the sum.

5. STATUTORY LEAVE 5.1 For the purposes of calculating entitlement to paid annual leave pursuant to the appropriate Sector relevant

legislation under this clause, the leave year commences on 1st February and ends on 31

st January.

5.2 Subject to appropriate Sector relevant legislation, the Temporary Worker is entitled to up to 30 days per annum,

including any special days fixed throughout the year. If any days will be fixed, the Temporary Worker will be advised in advance.

5.3 Where a Temporary Worker wishes to take paid leave during the course of an assignment they should notify the

Employment Business of the dates of their intended absence giving notice of at least twice the length of the period of leave that they wish to take. In certain circumstances the Employment Business may give counter-notice to the Temporary Worker to postpone or reduce the amount of leave that the Temporary Worker wishes to take and in such circumstances the Employment Business will inform the Temporary Worker in writing giving at least the same length of notice as the period of leave that has been requested.

5.4 Entitlement to payment for leave accrues in proportion to the amount of time worked continuously by the

Temporary Worker on Assignment during the leave year. The amount of payment which the Temporary Worker will receive in respect of periods of annual leave taken during the course of an Assignment will be calculated in accordance with and paid in proportion to the number of hours which the Temporary Worker has worked on Assignment. Payment for annual leave will be calculated on the basis of rates paid during a client’s normal working hours i.e. those which do not attract overtime rates of pay.

5.5 In the course of any Assignment during the first leave year the Temporary Worker is entitled to request leave at

the rate of one-twelfth of the Temporary Worker’s total holiday entitlement in each month of the leave year. 5.6 Where a Bank holiday or other public holiday falls during an Assignment and the Temporary Worker does not

work on that day, the public holiday shall count as part of the Temporary Worker’s paid annual leave entitlement.

5.7 Where this contract is terminated by either party and a P45 is requested, the Temporary Worker shall be entitled to a payment in lieu of any untaken leave where the amount of leave taken is less than the amount accrued in accordance with clause 5.4 above

5.8 None of the provisions of this clause regarding the statutory entitlement to paid leave shall affect the Temporary

Worker’s status as a self-employed worker. 6. SICKNESS ABSENCE 6.1 The Temporary Worker may be eligible for Statutory Sick Pay provided that she/he meets the relevant statutory

criteria. For the purposes of the Statutory Sick Pay scheme qualifying days during an assignment are the Temporary Worker’s normal days of work for that particular assignment.

7. TIME SHEETS 7.1 At the end of each week of Assignment (or at the end of the Assignment where it is for a period of one week or

less or is completed before the end of a week) the Temporary Worker shall deliver to the Employment Business a time sheet duly completed to indicate the number of hours worked during the preceding week (or such lesser period) and signed by an authorized representative of that Client. Failure to submit a time sheet for hours worked may delay payments for those hours.

7.2 Subject to clause 7.3 The Employment Business shall pay the Temporary Worker for all hours worked regardless

of whether the Employment Business has received payment from the Client for those hours. 7.3 Where the Temporary Worker fails to submit a properly authenticated time sheet the Employment Business shall,

in a timely fashion, conduct further investigations into the hours claimed by the Temporary Worker and the reasons that the Client has refused to sign a timesheet in respect of those hours. This may delay any payment due to the Temporary Worker. The Employment Business shall make no payment to the Temporary Worker for hours not worked.

7.4 For the avoidance of doubt and for the purposes of the Working Time Regulations, the Temporary Worker’s

working time shall only consist of those periods during which they are carrying out their activities or duties for the Client as part of the assignment. Time spent travelling to the Clients premises, lunch breaks and other rest breaks shall not count as part of the Temporary Worker’s working time for these purposes.

8. CONDUCT OF ASSIGNMENTS 8.1 The Temporary Worker is not obliged to accept any Assignment offered by the Employment Business but if they

do so, during every Assignment and afterwards where appropriate, they will:-

(a) Co-operate with the Client's staff and accept the direction, supervision and control of any responsible person in the Client's organisation;

(b) Observe any relevant rules and regulations of the Client's establishment to which attention has been drawn or which the Temporary Worker might reasonably be expected to ascertain;

(c) Prior to any assignment, the temporary worker will be responsible for ensuring they receive all Health & Safety policies & procedures of the Client. (d) Unless arrangements have been made to the contrary, conform to the normal hours of work in force at the Client's establishment;

(e) Take all reasonable steps to safeguard their own health and safety and the safety of any other person who may be present or affected by their actions on the Assignment and comply with the health and safety policies and procedures of the Client;

(f) Not engage in any conduct detrimental to interests of the Client;

(g) Not at any time divulge to any person, nor use for their own or any other person's benefit, any confidential information relating to the Client's or the Employment Business' employees, business affairs, transactions or finances.

8.2 If, either before or during the course of an Assignment, the Temporary Worker becomes aware of any reason why they may not be suitable for an Assignment, they shall notify the Employment Business without delay.

8.3 The Temporary worker will comply with any requirements of the Client or the Employment Business to undergo

professional medical examinations organized by the Employment Business. Medical examinations at any time may include a requirement for testing for alcohol or drug abuse. If the Temporary Worker refuses to submit to, or fails to pass, a medical examination requested by the client or the Employment Business, The Employment Business reserves the right to terminate this contract without notice.

8.4 During assignment, the temporary worker will be responsible for ensuring they adhere to relevant policies and

procedures of the Client.

8.5 If the Temporary Worker is unable for any reason to attend work during an Assignment they should inform the Client or the Employment Business by no later than 7.00am on the first day of absence to enable alternative arrangements to be made.

9. TERMINATION 9.1 The Employment Business or the Client may, without prior notice or liability, instruct the Temporary Worker to

end an Assignment at any time. 9.2 The Temporary Worker may terminate an Assignment at any time immediately by informing the Employment

Business. 9.3 If the Temporary Worker does not inform the Client or the Employment Business [in accordance with clause 9.2]

should they be unable to attend work during the course of an assignment this will be treated as termination of the assignment by the Temporary Worker in accordance with clause 9.2 unless the Temporary Worker can show that exceptional circumstances prevented them from complying with clause 9.2.

9.4 If the Temporary Worker is absent during the course of an assignment and the contract has not been otherwise

terminated under clauses 9.1, 9.2 or 9.3 above the employment business will be entitled to terminate the contract in accordance with clause 9.1 if the work to which the absent worker was assigned is no longer available for the Temporary Worker.

9.5 If the Temporary Worker does not report to the Employment Business to notify their availability for work for a

period of one month, the Employment Business will forward their P45 to their last known address. 10. LAW 10.1 These Terms are governed by the law of Scotland and are subject to the exclusive Jurisdiction of the Scottish Courts. 11. PREVIOUS AGREEMENTS These Terms are in substitution for any previous terms and conditions which you may have entered into with the Employment Business and any such previous terms and conditions are hereby superseded. ……………………………………………………..… …………………………………….…… Ringlink Services Ltd Date I hereby accept the terms of the foregoing ……………………………………………………………. …………………….…………………… Date

OPT-OUT OF 48 HOUR WORKING AGREEMENT

1 DEFINITIONS

1.1- In this Agreement the following definitions apply.

“Assignment” means the period during which the Worker is engaged to render services to the Client;

“Client” means the person, firm or corporate body engaging the services of the worker;

“Employment Business” means Ringlink Services Limited of Cargill Centre, Business Park,

Aberdeen Road, Laurencekirk, AB30 1EY

“Temporary Worker” means “Working Week” means an average of 48 hours each week calculated over a 17 week reference period.

1.2- References to the singular include the plural and references to the masculine include the feminine

and vice versa.

1.3- The headings contained in this Agreement are for convenience only and do not affect their

interpretation.

2 RESTRICTION

2.1- The Working Time Regulations 1998 provide that the Temporary Worker shall not work on an

Assignment with the Client in excess of the Working Week unless he agrees in writing that this limit

should not apply.

3 CONSENT

3.1- The Temporary Worker hereby agrees that the Working Week limit shall not apply to any

Assignment.

4 WITHDRAWAL OF CONSENT

4.1- The Temporary Worker may end this Agreement by giving the Employment Business 3 months

notice in writing.

4.2- For the avoidance of doubt, any notice bringing this Agreement to an end shall not be construed as

termination by the Temporary Worker of an Assignment with a Client.

4.3- Upon expiry of the notice period set out in clause 4.1 the Working Week limit shall apply with

immediate effect.

5 THE LAW

5.1- These Terms are governed by the law of Scotland are subject to the exclusive jurisdiction of the

Scottish Courts.

…………………………………….. ………………………

Signed by the Temporary Worker Date

Worker's Name YOUR NAME Week Beginning SATURDAY'S DATE

Client's Name NAME OF WHO YOU ARE WORKING FOR

Address AND WHERE YOU ARE WORKING

HOURS HOURS

Day STD O/TIME

Saturday

Start Time 07:00 10 SATURDAY AND SUNDAY HOURS ARE ALWAYS

Finish Time 17:30 OVERTIME

Less Breaks 00:30

Sunday

Start Time 08:00 6

Finish Time 14:30

Less Breaks 00:30

Monday 8 HOURS STANDARD PER ANY HOURS OVER

Start Time 08:00 8 THIS ARE OVERTIME, MAXIMUM 40 STANDARD HOURS

Finish Time 16:30 PER WEEK. ALWAYS STATE HOW LONG YOUR

Less Breaks 00:30 BREAKS ARE.

Tuesday

Start Time 08:00 8 0.5

Fax: 01561 378231 (Laurencekirk), 01343 551665 (Elgin), 01828 640743 (Ardler) & 01651 873603 (Oldmeldrum)

TIMESHEET MUST BE RECEIVED BY 9AM MONDAY

JOB DESCRIPTION

(Please indicate if night shift)

Finish Time 17:00

Less Breaks 00:30

Wednesday

Start Time 08:00 8 1

Finish Time 17:30

Less Breaks 00:30

Thursday

Start Time 08:00 8 2

Finish Time 18:30

Less Breaks 00:30

Friday

Start Time 08:00 8

Finish Time 16:30

Less Breaks 00:30

Total 40 19.5 Other

Client's Signature Worker's Signature

ALWAYS GET TIMESHEET SIGNED BY CLIENT YOUR SIGNATURE

Please tick boxes when received

Health & Safety Procedures Requirements of Role

Company Policies Training Requirements

Standards of Conduct Risk Assesment of Job

Comments:

Issues of Concern from the Risk Assessment

Please note that failure to hand in a correctly signed and completed timesheet may result in delayed payments

Induction to be carried out prior to the commencement of New Assignment

It is the responsibility of the Site Owner/Manager to carry out an Induction with any Temporary Worker prior to starting a new

assignment. Below is a checklist for reference which includes the minimum requirements

Feel that this is not the right option for you? Want to be your own boss and decide where and who you work for?

Have you considered becoming a self employed labour supplier as a member of our sister company Ringlink (Scotland) Ltd?

• Become a member of one of Scotland’s leading farmer co-

operatives

• Have greater responsibility for your own affairs

• Greater flexibility in holidays and working time

• If you have part time work elsewhere, it may make it easier for

you to carry it on at the same time

• You become responsible for paying your tax, National

Insurance and holiday/sick pay.

• Due to greater financial responsibilities, rates are higher

If you are interested and wish further details,

please contact one of our offices below

Business Park Moycroft Meadowside Park Unit 2 Aberdeen Road Elgin Coupar Angus Colpy Road Ind. Estate Laurencekirk Morayshire Blairgowrie Oldmeldrum AB30 1EY IV30 1XZ PH13 9ER AB51 0BZ Tel: 01561 377790 Tel: 01343 550123 Tel: 01828 640456 Tel: 01651 873602 Fax: 01561 378231 Fax: 01343 551665 Fax: 01828 640743 Fax: 01651 873603