Terms and Conditions

This Statement is issued in accordance with the Conduct of Employment Agencies and Employment Businesses Regulations 2003 and applies to temporary positions where SRG will operate as an Employment Business and to permanent positions where SRG will operate as an Employment Agency.

Contract and Permanent Positions
The majority of SRG assignments and permanent positions are within the Science, Clinical and Engineering based industries. The type of SRG assignment or permanent position will depend on your skills and experience.

Contract Assignments
The details below refer specifically to SRG temporary assignments:

On the offer and acceptance of an Assignment, you will be referred to as an SRG Associate employed by SRG under a contract of services. You will then receive detailed terms and conditions of service specific to each assignment. The following terms do not represent a contract of employment but only state the basis for each SRG contract should you be offered an Assignment as an SRG Associate.

Pay Rate
SRG will always endeavour to pay you the best rate possible for the position available. In any case, your hourly pay rate will be commensurate with at least the minimum going rate for the type of position available. Your hourly pay rate will be confirmed in the offer letter issued to you before the start of each assignment. Payment will be weekly in arrears by credit transfer as detailed on your pay statement. You will only be paid for the hours you work which need to be supported by a signed timesheet by the client.

Hours of Work
Your hours will be confirmed in the offer letter issued to you before the start of each assignment. You are required to work additional hours when authorised and as necessitated by the needs of our Client’s business.

Place of Work
The location of your assignment will be confirmed in the offer letter issued to you before the start of each assignment.

Annual Holidays
The SRG holiday year runs from 1st January to 31st December. For each week you are employed by SRG you will accrue 0.3846 holiday days, this being 1/52 of your annual entitlement. You will receive 4 weeks paid leave in each holiday year. This entitlement is pro-rata for part time workers. If you work less than 12 months in a holiday year the entitlement will, of course, be pro-rata. Your holiday pay will be based on your previous twelve weeks average basic earnings prior to your holiday. If you have worked less than the twelve weeks this will be based on the number of weeks that you have completed. The amount of paid holiday you may take at any one time can be up to the amount you have accrued less any days previously taken. All paid holiday you have accrued during the course of the year must be taken before the end of December each year. You may not carry any entitlement forward into a new holiday year. Holidays may be taken only with the prior agreement of your client supervisor and your SRG Account Manager. You should give your supervisor as much notice as possible but at least double the time you wish to take as holiday (i.e. for one week’s holiday you would be expected to give two weeks’ notice). Under certain circumstances you will be expected to take holiday, if during assignment to a client, the client closes its place of work and the employees are required to take part of their annual holiday. This usually occurs during a summer shutdown or over the Christmas/New Year period. You will be paid for this holiday up to the amount you have accrued. In case of any query regarding holiday entitlement, please contact your SRG Account Manager.

Timesheets
At the end of each week of an 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) you shall deliver to SRG a time sheet duly completed to indicate the number of hours worked during the preceding week (or such lesser period) and signed by an authorised representative of the Client. Where you fail to submit a properly authenticated time sheet SRG shall, in a timely fashion, conduct further investigations into the hours you have claimed and the reasons that the Client has refused to sign a timesheet in respect of those hours. This may delay any payment due to you. SRG shall make no payment to you for hours not worked.

Subject to the above paragraph, SRG shall pay you for all hours worked regardless of whether SRG has received payment from the Client for those hours.

Suitability
If, either before or during the course of an Assignment, you become aware of any reason why you may not be suitable for an Assignment, you must notify SRG without delay.

Notice
SRG may terminate your employment by giving notice as follows:

Standard Terms:

• After four weeks’ and up to two years’ continuous service: One week’s notice
• After two years’ continuous service: One week for each completed year of service up to a maximum of 12 weeks’ notice
• Up to four weeks service - no notice is required

In the event of a breach of the disciplinary rules, SRG may terminate your employment summarily.
After four weeks’ continuous service you are required to give SRG at least one week’s notice before you cease to be available for work. This may be waived in exceptional circumstances.

Other
Details regarding all other terms and conditions including information on the SRG Associate benefits package will be provided to you on offer and acceptance of an SRG Assignment.