Please select what ID you have to upload. If you cannot provide any of the above, please contact your local branch for more advice https://www.major-recruitment.com/contact-us/our-locations/
Please note we cannot accept a wage slip as Proof of National Insurance. If you cannot provide any of the above, please contact your local branch for more advice https://www.major-recruitment.com/contact-us/our-locations/
If you cannot provide any of the above, please contact your local branch for more advice https://www.major-recruitment.com/contact-us/our-locations/
Working Time Traffic Regulations Disclaimer
I will keep Major Recruitment Ltd informed in writing as to the details of Working Time undertaken for other employers or employment businesses on a weekly basis; and I am responsible for my own working time & road transport directive hours, and must maintain & keep within these regulations at all times.
In Compliance with the Road Traffic Act 1988 and the Transport and Works Act 1992. Drivers of road vehicles must not be under the influence of alcohol or drugs while driving, attempting to drive or when they are in charge of a vehicle.
Major Recruitment adopts a zero tolerance approach towards the misuse of alcohol and substances. The Company has a responsibility to provide a safe and healthy working environment for all it’s employees, both temporary and permanent. The Company recognises that this can be put at risk by those who misuse alcohol or drugs to such an extent that it affects their Health and Safety, the Health and Safety of others, their performance, their conduct or relationships at work. Anyone suspected or proven to be in breach of this policy will have their contract ended with immediate effect. Our clients may reserve the right to conduct testing procedures and we ask that our drivers comply.
The holiday year runs from 1st of April to the 31st March.
You are entitled to 28 days (including Bank Holidays) based on accrued hours for each holiday year. All holidays must be taken during the current holiday year or they will be lost, under no circumstances will Major Recruitment carry holidays over or money paid in lieu.
Holidays are accrued on an hourly basis (0.5 days per week based on working 39 hours per week) and paid by a mean average of total hours worked over the last 12 weeks. Any sickness, lateness or non attendance will lower your accrual.
At least 1 weeks’ notice has to be given for any holiday requests and requested in writing by email to your local branch. All up-to-date contact details can be found on our website: www.major-recruitment.com/contact-us/our-locations/
Following termination of your assignment, requests for outstanding holidays must be made in writing within 4 weeks via email.
The above statement is in accordance with Section 224 of the Employment Act 1996.
I hereby give my consent to Major Recruitment Ltd to process the following information:
- Date of Birth
- Contact details, including telephone number, email address and postal address
- Experience, training and qualifications
- National insurance number
Sensitive personal data
- Disability/health condition relevant to the role
- Criminal conviction
I consent Major Recruitment to process the above personal data for the following purposes:
- To provide me with work-finding services,
- to process or transfer my personal data to their client(s) in order to provide me with work-finding services,
- to process my data on a computerised database in order to provide me with work-finding services,
- to process my data using automated decision making processes,
- include any other relevant purposes for processing personal data.
I also consent Major Recruitment processing my personal data with third parties for the purposes of internal audits and investigations carried out on the Company to ensure that the Company is complying with all relevant laws and obligations.
I understand that if I work for Major Recruitment, some details to be kept for 7 years for payroll purposes.
I am aware that I have the right to withdraw my consent at any time by informing the Company that I wish to do so.
1.1 In this Agreement the following definitions apply:
“Agency Worker” means the Agency Worker supplied by the Employment Business to provide services to the Hirer;
“Assignment” means the period during which the Agency Worker is supplied to provide services to the Client;
“Client” means the person, firm or corporate body using the services of the Agency Worker;
“Employment Business” Major Recruitment Limited (registered company no. 06570143 of 16a Market Avenue, Huddersfield, HD1 2BB;
“Hirer” means the person, firm or corporate body together with any subsidiary or associated person, firm or corporate body (as the case may be) to whom the Agency Worker is supplied or introduced; and
“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.
The Working Time Regulations 1998 (as amended) provide that the Agency Worker shall not work on an Assignment with the Client in excess of the Working Week unless s/he agrees in writing that this limit should not apply.
The Agency Worker hereby agrees that the Working Week limit shall not apply to the Assignment.
4. WITHDRAWAL OF CONSENT
4.1 The Agency Worker may end this Agreement by giving the Employment Business confirmation in writing without any notice period.
4.2 For the avoidance of doubt, any notice bringing this Agreement to an end shall not be construed as termination by the Agency Worker of an Assignment with a Client.
5. THE LAW
This Agreement is governed by the law of England & Wales and is subject to the exclusive jurisdiction of the Courts of England & Wales.
Health & Disability
The following questions on health and disability are asked in order to find out your needs in terms of reasonable adjustments to access our recruitment service and to find out your needs in order to perform the job or position sought.
*Certain types of employment and professions are exempt from the Rehabilitation of Offenders Act 1974 and in those cases particularly where the employment is sought in relation to positions involving working with children or vulnerable adults, details for all criminal convictions must be given. The information given will be treated in the strictest of confidence and only taken into account where, in the reasonable opinion of Major Recruitment Ltd, the offence is relevant to the post to which you are applying. Failure to declare a conviction may require us to exclude you from our register or terminate an assignment if the offence is not declared but later comes to light.
New Starter Form
We need this information before your first payday to tell HMRC about you and help them use the correct tax code.
Please read carefully and sign. The main terms and conditions are set out in your individual contract of employment (which will be available after completing this registration). This is a guide to help and assist you whilst working for Major Recruitment.
Time Records and Pay
A working week is from Monday to Sunday and you are paid for that week the following Friday. You must ensure you are aware of any procedures for recording hours and take responsibility for making your employer aware of any hours worked. Any deductions from your wage will be due to subs, uniform not returned, tax or National Insurance deductions HMRC. Major Recruitment Ltd do not control the amount of tax you are deducted.
You are entitled to a minimum of 28 days (including Bank Holidays) based on accrued hours for each holiday year. The hourly rate will be used to calculate over a reference period of 12 weeks. Holiday process may vary depending on your contract holder so please check with your Major Recruitment Ltd contract holder for details. You should give at least one week’s notice for any holiday dates and ensure you submit your request in writing to your local branch. When you cease working with us you should request your P45 from your relevant contract holder. Following termination of your assignment you must request any outstanding holiday within 4 weeks of your leaving date, if applicable.
Conduct and Attendance
Please only accept a job that you believe is suitable for you. If you accept a role we expect you to attend work for every shift and arrive on time. If you cannot attend work for any reason it is essential that you notify Major Recruitment Ltd a minimum of two hours before your shift start time. Due to our Attendance Policy repeated instances of lateness or absence will not be tolerated and may lead to disciplinary action or termination of your contract. We expect you to conduct yourself in a professional manner whilst on site, taking due care and attention to relevant health and safety regulations and to treat all employees in a courteous manner. Should you not adhere to these requirements Major Recruitment Ltd reserve the right to remove you from our database and we will not be able to offer you any further work.
If you have a grievance regarding any issues relating to your role, payment, service, or place of work this should be submitted in writing to your local Branch Manager at Major Recruitment Ltd. We will investigate the query and respond in due course. If you are unsatisfied with the outcome you should then contact Head Office.
Road Transport Directive Regulations
You must not drive any vehicle, operate any tail lift or use any gearbox that you do not have the relevant experience of, or the capability to operate safely without endangering others or yourself. You must adhere to UK road traffic legislation, UK tachograph legislation and the Road Transport Directive Regulations at all times. We ask that you return all tachographs to Major within the required time period to comply with current legislation and submit your licence to us every three months for re-checking, where a copy will be held on file. Should there be any changes to any driving licence you hold you should notify your Major Recruitment Ltd contact immediately. If you suffer any changes to your health which may affect your ability to safely operate a vehicle you should notify us immediately.
Notice of Termination
If notice is given one weeks notice must be supplied by the temporary worker in writing to your local branch. Clients of Major Recruitment Ltd reserve the right to end any assignment with immediate effect. In the event of misconduct, Major Recruitment Ltd may invoke its disciplinary procedure and this could, in certain circumstances, result in termination of the employee’s contract without notice or payment in lieu.
By working for Major you will be issued with company documentation. We expect you to treat all documents we supply as confidential. It is considered a disciplinary matter should any temporary worker disclose payment details or discuss any confidential matters they have been involved in. The company asks all temporary workers to abide by the confidentiality clause contained in their contract of employment. Temporary workers must also understand their role in the Data Protection Act.
Agency Workers Regulations
The Agency Workers Regulations (AWR) were published and came into force on the 1st October 2011. The aim of the legislation is for agency workers to be provided with equal treatment in the work place with regards to basic working conditions. Upon completion of a 12 week qualifying period in the same job with the same hirer, agency workers will be entitled the same basic working and employment conditions, had they been recruited directly by hirer. Under the regulations there are also Day 1 Rights will apply from the first day of assignment no earlier than October 2011. These rights include access to collective facilities and information about relevant permanent job vacancies. It is possible the hirer may decline to offer certain facilities provided they can show justification for doing so. The qualification period is 12 consecutive weeks, any gap of 6 weeks or longer will mean your qualifying period will start again. Major Recruitment Ltd will ask for details of your recent work history to establish whether, or if you already do, qualify for equal treatment. You will need to disclose to Major Recruitment Ltd any period of time you have worked for the hirer. Failure to do so may mean you delay the opportunity to receive equal treatment.
Third Party Contracts
Major Recruitment’s workers are occasionally engaged on contracts with third party suppliers. We offer this option to our clients and candidates as we believe it demonstrates our commitment to our worker’s personal development and to build lasting relationships. Some of these contracts may enable you to become exempt from all or part of the Agency Worker Regulations but may offer you additional benefits or employment rights. In this event you will be employed by the third party supplier, so please ensure you read your individual contract carefully. All the above clauses will remain in application.