Address:
604, Bearwood Road, Bearwood, B66 4BW.
Phone: 0330 053 2026
Email: thestaffingagencylimited@gmail.com
CONTRACT OF EMPLOYMENT
This CONTRACT OF EMPLOYMENT, a legally binding document, is made on 01/09/2025, between RIFAT RAHMAN hereafter referred to as the Employee, and THE STAFFING AGENCY, hereafter referred to as the Employer.
The terms and conditions of employment we've agreed upon are more than rules; they represent our mutual commitment to our professional relationship. By signing this agreement, all employees, including the Employee, acknowledge and agree to abide by these conditions, underscoring our shared dedication to the Employer's employment standards.
(i) Date of Commencement
01 September 2025
(ii) Place of Work
The employee will be stationed at 604, Bearwood Road, Bearwood, B66 4BW.
(iii) Job Function
The Employee, a valued and integral part of our team, will be employed as an OFFICE MANAGER. In this role, the Employee will be responsible for ensuring that daily operations run smoothly while assisting with the recruitment process. This position entails supervising administrative responsibilities such as scheduling, maintaining recruitment databases, and organizing communication among consultants, clients, and candidates. The Office Manager also helps to publish job positions, organize interviews, and prepare candidates for success with their applications. They also manage financial duties, monitor office budgets, and prepare performance reports, all while maintaining a good working environment. By implementing process changes and ensuring compliance with health and safety requirements, the Office Manager makes a substantial contribution to the agency's overall performance and culture.
(iv) Hours of Work
The hours of work, set at 10 a.m. to 5 p.m., or a total number of 32.5 hours per week, are designed to respect your time and comply with the provisions of the Organization of Working Time Act, 1997.
(v) Salary
The Employee's annual salary, initially set at £25,000, will be reviewed annually to ensure it remains competitive and fair. We are committed to a transparent and fair salary review process, ensuring your hard work is recognized. Payment shall be made by direct debit into the Employee's bank account. The Employee will provide the account details to the Employer upon execution of this contract.
(vi) Annual Leave
According to the regulations outlined in the Organization of Working Time Act, 1997, the Employee is granted twenty working days of annual leave along with nine Public Holidays. This holiday can be used at any point throughout the entire year, from January 1st to December 31st, as long as certain conditions.
On termination of employment, the benefit will consist of a percentage of the relevant yearly salary. Vacation is determined by the total amount of months passed within the current year, required to give a certain amount of notice as stated in the Minimum Notice and Terms of Employment laws from 1973 to 1991. We are dedicated to guaranteeing equitable treatment in every aspect of Job.
(vii) Absence Through Illness
The Practice Manager needs to be informed promptly if a staff member is unable to come to work after 9:00 a.m. If an employee is absent for more than three days, they must provide a medical certificate that covers the duration until they are deemed fit to return to work. We acknowledge that prioritizing health is important, therefore, try to schedule dental appointments, doctor visits, etc., outside of work hours whenever possible.
(viii) Compassionate Leave
Compassionate leave will be at the discretion of the management but, in the case of near relatives, will be such as to allow total attendance at funeral services.
(ix) Leave of Absence
Approval and duration of unpaid personal leave shall be at the employer's discretion.
(x) Grievance Procedure
The Employer wants legitimate grievances raised by an Employee to be resolved quickly and fairly. An employee who has a complaint related to their job should talk about it with their Employer.
(xi) Dismissal
The Employer hopes that it will not become necessary to dismiss an Employee. However, it must be understood that there are certain breaches of Employer Rules for which, after the facts have been ascertained, an Employee may be summarily dismissed or suspended without pay, pending further investigations. In such an event, an Employee will be afforded a full right of representation of their case to the Employer before a final decision is made. Continued failure to adhere to standard Employer requirements, including timekeeping, attendance, job performance, confidentiality about all the Employer's affairs, and general conduct, will result in an Employee being subject to the following procedure:
- The Employee will receive a verbal warning.
- The Employee will receive a first formal written warning advising that continued failure to improve on the specific aspect of performance will lead to disciplinary action.
- The Employee will receive a final formal written warning.
- The Employee will be suspended for a fixed period without pay.
- The Employee will be dismissed if it becomes clear that no, or insufficient, improvement in performance is forthcoming.
At all times, the Employer will abide by procedural fairness under current employment legislation when dealing with dismissals from the Employer.
(xii) Notice Periods
Staff who wish to terminate their employment with the Employer are expected to give the following notice:
- All Employees on Probation - 1 week
- Employees appointed to Permanent Staff - 1 month
- Senior/Management Staff - 2 months
- Or in times of conflict by Section 4 of the Minimum Notice and Terms of Employment Act, 1973. Notwithstanding the preceding, the Employer may, at its discretion, waive its right to notice.
(xiii) Standard of Dress
All employees are expected to conform to an acceptable standard of dress (Suit) to ensure that the image presented to clients, colleagues, and associates is in keeping with the proper professional approach of the employer.
(xiv) Confidentiality
The Employee will not, during or at any time after the termination of your employment, disclose to any person or persons (except to senior Employees of the Employer) nor use for your benefit any confidential information that you may receive or obtain about the affairs of the Employer or its Clients.
(xv) Alteration to Terms of Employment
Any alterations in the Regulations of Employment affecting staff individually will be noted in a letter or memorandum. However, any general alteration will be communicated in a Circular to be seen by all staff members.
I agree to be bound by the Regulation and Conditions of Employment contained in the preceding.
Signed ______________________________
Date ________________________________
Signed for and on behalf of the Employer.
Signed _______________________________
Date ________________________________
Date of document creation: 18/08/2025