Contract of Employment / Self-employment

Between the Employer, Vhani GROUP Ltd T/A Vhani Security
Of Flat 8, Grindley House, 1, Leopold Street London, E3 4LG

And the Employee……………………………NI: …………………. UTR………………..

Of ………………………………………..Postcode…………………

Start of Employment

The employment will start from…………………Rate of Pay for Employee: Minimum national wages PER HOUR

Rate of Pay for Self-employee: Various wages PER HOUR Depend of Venue

Probationary Period

For Employee:  The employment is subject to the completion of a 3 month probationary period.

If, at the end of the probationary period, the Employee’s performance is considered to be of a satisfactory standard, the appointment will be made permanent.

During the probationary period, one week’s notice may be given by either party to terminate this contract.

In lieu of notice during the probationary period, the Employer may pay the Employee the salary that he would have earned.

For Self-employee: have no Probationary Period.

Job Title: …………….

Job Description: Depending on Job
From time to time, with him /her agreement, the Employee’s and Self-employee job description may be changed.

Place of Work

For Employee: The normal place of work will be at the Employer’s address shown above. Following reasonable notice and consultation, however, the Employee would be expected to work at any other premises if required. (If SIA) place of work will be client demand.

For Self-employee: (If SIA) place of work will be client demand.

Working Hours
For employee and Self-employee:  The working hours are (Zero) 0 hours per week.

The Employer may require the Employee / Self-employee to vary the pattern of him / her working hours to meet the needs of the service.

The Employee’s / Self-employee entitlement to refreshment breaks will be in accordance with the Employer’s practice or client.

Payment Frequency

For employee Payment Terms and Conditions: The Employer will be paid monthly in arrears by PAYE BACS or by bank transfer into the employee’s bank account.

all payment we count every 1st of month to end of month (31st) total hours and payment operative will be receive next month of 05th mean Pay date every month of date 05Th

For self-employee Payment Terms and Conditions:  By signing my name in the space below, I agree to have my invoice paid directly to my nominated bank account. I understand that this authorization will remain in effect until the Company has received written notification from me to change or discontinue this process. My signature authorizes Vhani GROUP Ltd to credit my account accordingly. It is further any responsibility to provide a minimum of 20 days-advance notification for any changes.

Invoices are to be submitted on a monthly basis every 1st to 5th of month all payment we count every 1st of month to end of month (31st) total hours and payment operative will be receive next month of 15th mean Pay date every month of date 15 Th

Please Note: This Company is a self-employee base company so that it is not the responsibility of Vhani security part of the Vhani GROUP Ltd to pay your Tax and National Insurance or UTR contributions and Holiday, sick Pay, Staff and Public liability Insurance pay are inclusive.

N.B: Vhani GROUP Ltd T/A Vhani Security Services Ltd reserves the right to deduct from any monies owing, any costs for:- Loss or damage whether accidental or wilful to the Company or Customer kit/equipment/premises.

Overtime payments

Additional payments will be made for overtime worked

Overpayments

For Employee: If the Employer makes an overpayment to the Employee to which he/she is not entitled, or which is more than that to which he/she is entitled, the Employer has the right to recover the overpayment by deductions from the Employee’s salary or from other payments due to him/her. Any deductions will normally be made over the same period that the overpayment was made. It is in the Employee’s interests to check him /her payslips regularly.

For self-employee: Will receive extra money for if do extra hour

Holidays

For The Employee: The Employee is entitled to 28 days of paid holiday per full working year, in addition to statutory/bank holidays.

At least 2 weeks’ notice must be given of intent to take any holiday of more than 2 days duration.

The Employer’s holiday year runs from 06-Apr-2015.

The annual holiday entitlement should (unless otherwise agreed by the Employer) all be taken within the 12 months of the Employer’s holiday year.

In the year of commencement of employment the Employee will be entitled to 1/12th of the annual entitlement of paid holidays for each complete month of employment within the Employer’s holiday year.

On termination of employment payment will be made for all unused paid holiday entitlement calculated on a pro-rata basis.

For The Self-employee: Depending on availability to book for work by Self-employee and have no responsibility or no liability to paid holiday by employer.

Confidentiality

In the course of the employment the Employee may have access to confidential information concerning the Employer’s affairs.  On no account should any of this information be divulged in any format to any unauthorized person.

Breaches of confidentiality will be dealt with through Disciplinary Action.

Other employment

During the hours of work, the Employee shall devote the whole of her time, energies and abilities to her contracted duties.

The Employee shall not, without the Employer’s written consent, be involved directly or indirectly with any business or employment which is similar to or in any way connected or competitive with the Employer’s business.

Intellectual Property

The Employer shall retain ownership of any and all processes and inventions developed or created by the employee during the period of her employment with the Employer.

Sickness

The Employee is required to report any sickness absence as soon as is practicably possible to her immediate superior.

The Employee must, if requested, provide a medical certificate of sickness signed by a registered medical practitioner.

Sick pay entitlement is full pay for 30 continuous sick-leave days and at the Statutory Sick Pay rate thereafter up to the statutory number of total sick-leave weeks.

For Self-employee: please read to Payment Frequency for self-employee Payment Terms and Conditions (have no responsibility or no liability to pay any sickness by employer)

Pension Scheme

Should the Employee opt to take out a Personal Pension Plan then this is a private matter between the Employee and the financial institution concerned, and does not involve the Employer in any way.

For Self-employee: have no liability by employer (Please read to Payment Frequency for self-employee Payment Terms and Conditions)

Notice of Termination

The Employee is obliged to give the Employer 4 weeks’ notice to terminate him / her contract of employment.

The Employer is obliged to give the Employee the statutory minimum amount of notice before terminating him / her contract.

For Self-employee: Is obliged to give the Employer 1 weeks’ notice to terminate

Redundancy

If the Employer decides to reduce manning levels, suitable volunteers will be asked for.

In addition, the Employer may select other employees for redundancy on the basis of an assessment of relative capabilities, performance, service length, conduct, reliability, attendance record and suitability for the remaining work.

In the event of redundancy, statutory redundancy terms will apply.

Rules of Conduct

The Employee must:

Not endanger the health or safety of any employee whilst at work.

At all times use as instructed any protective clothing or equipment which has been issued.

Immediately report accidents, no matter how slight.

Observe all rules concerning smoking and fire hazards.

Act wholeheartedly in the interests of the Employer at all times.

Acquaint herself with all authorised notices displayed at her place of work.

Inform the Employer if her contracts a contagious illness.

Not remove any material or equipment from her place of work without prior permission.

Not use the Employer’s time, material or equipment for unauthorized work.

At all times follow Employer’s working and operation procedures.

Disciplinary Action

Should the need for disciplinary action be deemed necessary, this will be taken in accordance with the Employer’s Policy and Procedure on Disciplinary Action.

Authority to dismiss the Employee is vested in the Director with responsibility for the Employee, or her nominated deputy, and the Employee’s right of appeal is as outlined in the Procedure.

Misconduct leading to summary dismissal without notice

Theft of the Employer’s property.

Fighting, physical assault or dangerous horseplay.

Failure to carry out a direct instruction from a superior during working hours.

Use of bad language or aggressive behaviour on the Employer’s premises or in front of customers.

Willful and/or deliberate damage of the Employer’s property.

Incapability through alcohol or illegal drugs.

Loss of driving license where driving is an essential part of the job.

Endangering the health or safety of another person at the place of work.

Deliberately falsifying the Employer’s records.

Receiving bribes to effect the placing of business with a supplier of goods or services.

Falsely claiming to be sick in order to defraud the Employer.

Immoral conduct.

BS 7858: 2012, Security Screening DISCLOSURE AND AUTHORISATION FORM

Performing security screening necessitates the handling of personal data and as such must comply with the Data Protection Act. A requirement of the Act is that individuals must explicitly consent to any processing of their personal data. By signing this form, you expressly consent to Vhani GROUP T/A Vhani Security ltd using your information for purposes of vetting to conduct these enquiries and the licensed credit reference agency to report information personal to yourself to Vhani GROUP T/A Vhani Security ltd (The credit reference search is limited to a search for Bankruptcy, Insolvency or County Court Judgments and does not access personal credit details). The data will be controlled by The Client and will be kept secure in your personal screening file. The information will be retained in electronic data back-up format by Vhani GROUP T/A Vhani Security ltd only if required for BS 7858: 2006 accreditation and audit purposes. Please note, however, that the data may be required for audit purpose by other inspectorate boards or in relation to BS 7799 and 7499 Information Security Audit.

By completing this application form, I consent to the transfer of my information to the Disclosure and Barring Service for a Disclosure Application. I confirm that the information that I have provided in support of this application is complete and true and understand that to knowingly make a false statement for this purpose is a criminal offence.

Give approval for my personal information which I have supplied herein to be transferred to Vhani GROUP T/A Vhani Security ltd to assist in this security screening process BS7858 and that the information I have provided may be screened for verification, accuracy and authenticity. In turn I also expressly consent to Vhani GROUP T/A Vhani Security ltd to return the result of such checks to The Client.

I hereby authorise the screening of my:

1. A Identity Check

   1. B Right to Work Verification

   1. C Proof of SIA Licence Verification

   1. D Proof of address Verification

   1. E Proof of Residence Verification Full 5-year residential history

   1. F: UK Credit Check

   1. G: – Academic Qualification Validation (Full 5 years education history check)

   1. H: Employment History (Full 5 year’s history check)

   1. I References Verification:

   1. J: Driving Licence Check:

   1. K: Criminal Record Search:

I further declare that all the information I have supplied herein is, to the best of my knowledge and belief, correct. If required I agree to obtain information or certificates which may be required to substantiate any information. I acknowledge that misrepresentation, or failure to disclose material facts either during application or throughout employment may constitute grounds for immediate dismissal and/or legal action.

N.B: Give approval for Employee /self-Employee personal information which booing (Employee /self-Employee) shift to client

Grievances

Where the Employee /self-Employee has a grievance relating to any aspect of her employment she should contact her immediate manager and give full details of her grievance, in confidence.

The Employee /self-Employee should allow reasonable time for consideration of all the facts before remedial action can be taken.

The Employee’s /self-Employee manager should respond within five (5) working days.

Where the Employee’s /self-Employee immediate manager is not able satisfactorily to resolve the grievance, the Employee /self-Employee should refer the matter in writing to the most senior manager available.

The Employee /self-Employee has the right to be accompanied by a work colleague or by another person as permitted under the Employment Relations Act (1999) throughout the grievance procedure.

If you are in agreement with the above terms and conditions please sign both copies of this Contract, retain one and return the other to me.

Signed ______________________________________   Date:

for  Vhani GROUP Ltd T/A Vhani Security

Signed ______________________________________   Date: