Do you consider that you have a disability, which affects your day-to-day work?
Do you have any convictions or are there any pending other than those that are spent under the Rehabilitation of Offenders Act?
ID FORM
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Please provide pictures of 2 forms of ID from the list below
You must choose option 1 or options 2 & 3
Front and back of passport (and ID card if required for work in the UK)
Letter with National Insurance number
Birth Certificate
NEXT OF KIN FORM
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Zenith People Ltd asks for the information below in order for us to file your Next of Kin details. This is so we can contact them in case of an emergency.
Next Of Kin 1
Next Of Kin 2
EQUAL OPPORTUNITIES FORM
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Zenith People is committed to a policy of equal opportunities for all work seekers and shall adhere to such a policy at all times and will review on an ongoing basis on all aspects of recruitment to avoid an unlawful or undesirable discrimination. We will treat everyone equally irrespective of sex, sexual orientation, gender reassignment, marital or civil partnership status, age, disability, colour, race, nationality, ethnic or national origin, religion or belief, political beliefs or membership or non-membership of a trade union and we place an obligation upon all staff to respect and act in accordance with the policy.
Zenith People shall not discriminate unlawfully when deciding which candidate/temporary worker is submitted for a vacancy or assignment or in any terms of employment or terms of engagement for temporary workers. Zenith People will ensure that each candidate is assessed only in accordance with the candidate’s merits, qualifications and ability to perform the relevant duties required by the particular vacancy.
Zenith operates an active Equal Opportunities Policy across the company. In order for us to monitor this policy, we ask all of our candidates to complete the following information
WORKING TIME LEGISLATION FORM
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Most contracts for temporary employees will be based on an average working week of 40 hours. However, there may be occasions when some overtime is available. According to the European Working Time Legislation, an employee is not obliged to work more than 48 hours in any working week. Please indicate your preference regarding working hours.
(Please check whichever is applicable)
N.B.* should you change your mind you must notify Zenith in writing immediately.
REFERENCE FORM
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Before we can offer we need to take two references from your last two employers.
Reference 1
Reference 2
Please upload your CV in the box below
PAYROLL FORM
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Payroll details
MEDICAL FORM
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PICTURE FORM
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Please provide pictures of a single recent picture of yourself
TERMS OF ENGAGEMENT
It is compulsory that you will read these terms and sign this document to confirm that you have read, understand and agree to abide by them and that you have received a copy for your own records.
1. Definitions
1.1 In these Terms of Engagement 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 (together with any subsidiary or associated company as defined by the companies Act 1985); ‘Employment business’ means
Zenith People Ltd of 10 Merchant Court, Monkton Business Park South, Hebburn, Tyne & Wear, NE31 2EX; ‘Temporary Worker’ means you
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 still exist between the Employment Business and the Temporary Worker between Assignments.
2.2 For the avoidance of doubt, the Terms shall not give rise to a contract of employment between the Employment Business and the Temporary Worker. The Temporary Worker is engaged as a self-employed worker, although the Employment Business is required to make statutory deductions from his 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.
3. Assignments
3.1 The employment Business will endeavour to obtain suitable Assignments for the Temporary Worker
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 shall be determined by the Employment Business: and 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.
3.3 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.
3.4 If during the course of an Assignment or within six months after the end of an Assignment the Client wishes to employ the Temporary Worker direct, the Temporary Worker acknowledges that the Employment Business will be entitled to charge the client an introduction fee or to agree an extension of hiring period with the Client at the end of which the Temporary Worker may be employed direct by the Client without further charge to the Client.
4. Remuneration
4.1 The employment Business shall pay to the Temporary Worker remuneration calculated at a minimum rate of at least equivalent to the national minimum wage. The actual rate will be notified on a per Assignment basis, for each hour worked during an Assignment (or to the nearest minute) to be paid weekly in arrears, subject to deductions in respect of PAYE pursuant to section 134 of the Income and Corporation Taxes Act 1988 and Class 1 National Insurance Contributions and any other deductions which the Employment Business may be required by law to make.
4.2 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 the Assignment, whether in respect of holidays, illness or absence for any other reason unless otherwise agreed.
4.3 The Temporary Worker will be paid for correctly authorised hours worker whether or not payment is received by Zenith People.
5. Statutory Leave
5.1 For the purposes of calculating entitlement to be paid annual leave pursuant to Working Time Regulations 1998 under this clause, the leave year commences on the 1st January.
5.2 Under the Working Time Regulations 1998, the Temporary Worker is entitled to 28 days paid leave per year. All entitlement to leave must be taken during the course of the leave year in which is accrues and none may be carried forward to the next year. Entitlement may increase in line with legislation.
5.3 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 to 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 that he/she has worked on Assignment and shall be paid at the average rate of pay over the previous 12 weeks.
5.4 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 his total holiday entitlement in each month of his leave year. Where the Temporary Worker wishes to take any leave to which he is entitled, he should notify the Employment Business in writing of the dates of his intended absence. The amount of notice which the Temporary Worker is required to give should be at least twice the length of the period of leave that he wishes to take. Unless the Employment Business informs the Temporary Worker in writing that it is not possible for him to take leave on the specified dates, the Temporary Worker shall be entitled to take up his notified leave entitlement.
5.5 Where a bank Holiday or other public holiday falls during as Assignment and the Temporary Worker does not work on that day, the public holiday shall count as part of the Temporary Worker’s annual leave entitlement.
5.6 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 and Statutory Payment Entitlement
6.1 The Temporary Worker may be eligible for Statutory Sick Pay provided that he meets the relevant statutory criteria.
6.2 For the purposes of the Statutory Sickness Pay scheme there is one qualifying day per week during the course of an assignment and that qualifying day shall be the Wednesday in every week.
6.3 The temporary Worker may be eligible for SMP or SPP provided that he/she meets the relevant statutory criteria.
6.4 The Temporary Worker may be eligible for SAP provided that he meets the relevant statutory criteria.
7. Timesheet
7.1 At the end of an Assignment (or at the end of the Assignment where is for a period of one week or less or is completed before the end of the week) the Temporary Worker shall deliver to the Employment Business his/her time sheet duly completed to indicate the number of hours worked by him/her during the preceding week (or such lesser period) and signed by an authorised representative of the Client. Failure to submit a time sheet by 10am on a Monday morning for hours worked may delay payment for those hours.
7.2 For the avoidance of doubt and for the purpose of the Working Time Regulations, the Temporary Worker’s working time shall only consist of those periods during which he is carrying out his activities or duties for the Client as part of the Assignment. Time spent travelling to the Client’s premises, lunch breaks and other rest breaks shall not count as part of the Temporary Worker’s working time for these purposes.
7.3 The Temporary Worker will be given instructions by the Client regarding the signing in procedure or completion of internal system to record weekly hours works. It is entirely the responsibility of the Temporary Worker to ensure that the Client has a correct record of hours worked. Where block timesheets are completed by the Client and forwarded to the Employment Business on behalf of the Temporary Worker, this record will be used to complete the block timesheet.
8. Conduct of Assignments
8.1 The Temporary Worker is not obliged to accept Assignments offered by the Employment Business but if he/she does so, during every Assignment and afterwards where appropriate, he will:
8.1.1 Co-operate with the Client’s reasonable instructions and accept the direction, supervision and control of any responsible person in the Client’s organisation;
8.1.2 Observe and relevant rules and regulations of the Client’s establishment (including normal hours of work) to which attention has been drawn or which the Temporary Worker might be reasonably expected to ascertain;
8.1.3 Take all reasonable steps to safeguard his/her own health and safety and that of any other person who may be present or be affected by his actions on the Assignment and comply with the Health and Safety policies and procedures of the Client;
8.1.4 Not engage in any conduct detrimental to the interests of the Client;
8.1.5 Not at any time divulge to any person, nor use of his 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 the Temporary Worker is unable for any reason to attend work during the course of an Assignment he should inform the Employment Business prior to the commencement of the Assignment or shift.
9. Termination
9.1 The Employment Business or the Client may, without prior notice or liability, terminate the Temporary Worker’s Assignment at any time.
9.2 The Temporary Worker may terminate an Assignment at any time without prior notice or liability.
9.3 If the Temporary Worker does not inform the Client or the Employment Business (in accordance with 8.2) 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 him/her from complying with clause 8.2.
9.4 If the Temporary Worker is absent during the course of an Assignment and the contract has not been otherwise terminated, 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 his availability for work for a period of three weeks, the Employment Business will forward his P45 to his last known address.
10. Law
10.1 These terms are governed by the law of England & Wales and are subject to the exclusive jurisdiction of the Courts of England & Wales.
Declaration
I confirm that I have read, understand and agree to abide by the terms of engagement outlined in this document and upon submission you will receive a copy on a email, please download it for your own records.
GDPR CONSENT
I give my consent for my personal details to be held on a secure database and used by Zenith People to confirm my identity and be released to employers, funders, partners, referral organisations and recognised statutory organisations where it is necessary in the interests of increasing my training and employment prospects.
I accept that I may be contacted in the future with regard to monitoring, evaluating, provision of evidence and to offer further assistance.
Details provided on this form are confidential and will not be used or shared for any purpose other than that already stated. I declare that the information on this registration form is true and accurate.
I understand that I can withdraw this consent at any time by contacting Zenith People.
You can view our Privacy Notice by clicking the button below. Upon submitting the form you will also be emailed a copy
