Beruflich Dokumente
Kultur Dokumente
TEMPORARY
WORKER
HANDBOOK
WELCOME TO
STAFFLINE
5
05
Your Pay and Hours
Hours of work
Working days, start and finish times and break times may change
from one assignment to the next. Your Staffline representative will
let you know your hours and the pay for each assignment before
you start the new position. These details will also be on your
assignment details form.
Occasionally, hours can be changed at short notice, so you’ll need
to be flexible. But, make sure you reach out to your Staffline
representative if you’re unsure of your shift times.
Overtime
Any overtime offered is completely voluntary. If the client asks
you to work any additional hours, contact your Staffline
representative to make sure you’re paid correctly.
Keep in mind, any additional hours you work are not necessarily
paid at a higher rate.
6
05
Your Pay and Hours
Timekeeping
It’s important you’re on time for work. If you think you might be
late for a shift for any reason, contact your Staffline representative
as soon as possible.
Payment of wages
You’ll be paid directly into your bank account on a weekly basis (on
the Friday after the week you worked).
All payments are made into the bank account you provided during
your registration. Your wages cannot be paid into someone else’s
bank account other than your spouse, partner or family member,
and as long as they are also currently working for Staffline.
If you didn’t provide your bank details during the application
process, contact your Staffline representative to avoid a delay in
processing your payments.
7
05
Your Pay and Hours
P45s
If you no longer wish to be considered for assignments, please let
your Staffline representative know in writing.
Your P45 will be posted to your registered address after the final
payment has been made to you. If you don’t inform us that you no
longer wish to be offered further work, processing your P45 may be
delayed.
8
Your Pay and Hours 05
Personal details
It’s important that your personal details are up to date, so we can
contact you about available shifts and make sure you’re paid
correctly.
If you change any of your personal details, such as phone number,
home address, bank details, email address or emergency contact
details, contact your Staffline representative as soon as possible
and they will update your record.
9
Holiday and absence 06
10
06
Holiday and absence
Can you carry over holiday to the next year?
Holidays cannot be carried over into the next year.
Absence
It’s always your decision which assignments you accept, but if
you’re booked to work and are unable to attend for any reason,
you must inform your Staffline representative at least two hours
before the start of the shift.
If you’re on an assignment and unable to complete the working
day, you will need to contact your Staffline representative before
leaving the premises.
11
06
Holiday and absence
How are you paid for time off sick
As long as you’re booked to work on an assignment, you’ve
followed Staffline’s notification procedure, your earnings are high
enough, and you qualify, you may be entitled to SSP.
Most Staffline assignments are short and are confirmed on a daily
or weekly basis. If we can’t cover the work you would’ve been
doing, we may need to consider whether your assignment should
be terminated.
12
Complaints, conduct and 07
behaviour
General complaints
If you’re experiencing any problems at work or have a complaint,
reach out to your Staffline representative who’ll be able to support
you to get your concerns resolved.
We always do our best to resolve any complaints fairly and
promptly, providing you with a full response after our investigation.
13
Complaints, conduct and 07
behaviour
14
Complaints, conduct and
08
behaviour
Whistleblowing
We encourage a free and open culture and if you need to a raise
sensitive issue, please contact the Staffline confidential helpline,
Safecall (an independent company). They operate a 24/7 and
confidential service.
For example:
• A criminal offence, eg, fraud
• Someone’s health or safety is in danger
• Risk or damage to the environment
• A miscarriage of justice
• The company is breaking the law, eg, doesn’t have the right
insurance
• You believe someone is covering up wrongdoing
15
Complaints, conduct and
08
behaviour
16
Complaints, conduct and
07
behaviour
Helpline
The Modern Slavery Helpline number is: 08000 121 700
We are a business partner in the Stronger Together initiative, to
help reduce Modern Slavery in the UK. To find out more, please
visit: http://stronger2gether.org/
17
Complaints, conduct and
behaviour 07
18
Data protection and privacy
08
notice
Privacy Notice
Staffline Recruitment Ltd (a Company incorporated in England and
Wales having its registered office at 19-20 the Triangle, NG2
Business Park, Nottingham, NG2 1AE), care about your privacy and
are committed to processing your personal information in
accordance with fair information practices and applicable data
privacy laws.
19
Data protection and privacy
notice 08
Scope
This notice explains how Staffline handles the personal information
of all data subjects such as Workers, applicants, interims, former
Workers, dependents, beneficiaries, Workers, consultants and
temporary agency workers in the course of its human resources
activities. We may amend this notice from time to time, should it
become necessary to do so.
20
Data protection and privacy 08
notice
• Government-issued identification numbers, such as
national ID for payroll purposes;
• Immigration, right-to-work and residence status;
• Family and emergency contact details;
• Job-related information, such as years of service, work
location, worker ID, work record, vacation absences, and
contract data;
• Educational and training information, such as your
educational awards, certificates and licenses, vocational
records and in-house training attendance;
• Recruitment and performance-related data, such as
objectives, ratings, comments, feedback results, career
history, work equipment, career and succession planning,
skills and competencies and other work-related
qualifications;
• Information related to your usage of Staffline’s assets;
• Information needed for compliance and risk management,
such as disciplinary records, background check reports and
security data; and
• Payroll- and payment or benefits-related information, such
as salary and insurance information, dependents,
government identifier or tax numbers, bank account
details, and worker related benefits information.
21
Data protection and privacy 08
notice
We also use a survey platform, which, from time to time you may
be invited to complete. You are not obliged to complete any survey
you may receive from Staffline. We carry these out in our
legitimate interests to monitor the performance of our service to
understand and improve customer satisfaction.
22
Data protection and privacy 08
notice
Your personal information may be passed to the client and vice
versa. Such data may include confirmation of your performance on
a specific assignment, which the client may provide to us so that we
can ensure you are performing at the standard requirements.
Information will only be shared to ensure we can administer our
relationship with you. We will not pass any personal data that is not
necessary to fulfil our obligations to you and the client.
Disclosures
We may disclose your personal information for our legitimate
purposes or a 3rd parties legitimate interests, for the continuity of
our business / service, in the following circumstances:
• Other Staffline entities, joint ventures, subWorkers,
vendors or suppliers who perform services on our behalf for
the aforementioned purposes; or
• A newly formed or acquiring organization if Staffline is
involved in a merger, sale or a transfer of some or all of its
business;
23
Data protection and privacy 08
notice
We may also disclosure your details to any recipient:
• if we are legally obliged to, such as by applicable court
order or law;
• with your consent, such as for worker verification or bank
loans; or
• when reasonably necessary such as in the event of a life-
threatening emergency.
Choice
We respect your right to object to any uses or disclosures of your
personal information that are not (i) required by law, (ii) necessary
for the fulfillment of obligations(e.g., terms and conditions), or (iii)
required to meet the legitimate interests of Staffline as an
employer (such as disclosures for internal auditing and reporting
purposes or other processing covered by this notice). If you do
object, we will work with you to find a reasonable accommodation.
24
Data protection and privacy 08
notice
International Transfers
Your personal information may be transferred outside of the
country where you work, including to countries that do not provide
the same level of protection for your personal information. Staffline
is committed to protecting the privacy and confidentiality of
personal information when it is transferred. Where such transfers
occur, we will assure that adequate protection exists either through
appropriate arrangements or as required by law.
Accuracy
We take reasonable steps to ensure that personal information is
accurate, complete, and current. Please note that you have shared
responsibility with regard to the accuracy of your personal
information. Please notify your Staffline representative of any
changes to your personal information or that of your beneficiaries
or dependents.
Access
You may reasonably access and update the personal information
pertaining to you that is on file with Staffline. You can exercise this
right by contacting your local Human Resources department.
• Your ability to access and correct personal information is
not limited by transfers of personal information – the ability
shall exist regardless of where personal information is
physically situated within Staffline.
25
Data protection and privacy 08
notice
• Your right to access your personal information may have
some restrictions. For example, access may be denied (i) in
the case of recurrent access requests within a short time
interval, or (ii) where providing such access or correction
could compromise the privacy of another person or
unreasonably expose sensitive company information.
Right to Erasure
You have the right to ask for data to be erased provided that the
personal data is no longer necessary for the purposes for which it
was collected, you withdraw consent (if the legal basis for
processing is consent), you exercise your right to object, set out
below, and there are no overriding legitimate ground for
processing, the data is unlawfully processed, the data needs to be
erased to comply with a legal obligation or the data is children’s
data and was collected in relation to an offer of information society
services;
26
Data protection and privacy 08
notice
Security
Staffline takes precautions to protect personal information from
loss, misuse, and unauthorised access, disclosure, alteration, and
destruction. We have taken appropriate technical and
organisational measures to protect the information systems on
which your personal information is stored and we require our
suppliers and service providers to protect your personal
information by contractual means.
Retention
Your personal information will be retained as long as necessary to
achieve the purpose for which it was collected, usually for the
duration of any relationship and for any period thereafter as legally
required or permitted by applicable law. Please refer to our
Retention Policy for further details.
27
Data protection and privacy 08
notice
Handling Privacy Concerns
If you have any questions about this notice or if you believe that
your personal information is not handled in accordance with the
applicable law or this notice, you have several options:
• Consult the ICO to report your concern via the helpline
0303 123 1113
• Contact the ICO https://search.ico.org.uk/ico/search
• Discuss the issue with your supervisor or another supervisor
or manager
28
09
Family Matters
Maternity pay
You may be entitled to Statutory Maternity Pay (SMP) if:
• You’ve worked for Staffline for at least 26 weeks up to and
including the 15th week before your baby is due
• Your earnings are high enough
• You are still pregnant on the 11th week before your
expected week of child birth
• You have given us at least 28 days’ notice of when you
intend SMP to start
• You have provided evidence of the date your baby is due
(this can be obtained by your doctor on a MATB1 form)
You must have stopped working wholly or partly because of
pregnancy. You cannot receive wages and SMP at the same time.
The amount of SMP you receive will be based on 90% of your
average earnings for the first six weeks and is then paid at a
statutory set rate or 90% of your earning for the rest of the time
29
09
Family Matters
(whichever is lower). SMP is paid for up to 39 weeks.
SMP will be paid into your bank account and will be subject to
deductions for tax and National Insurance. If you do not qualify for
SMP you may be entitled to claim Maternity Allowance.
Paternity pay
You may be entitled to Statutory Paternity Pay (SPP) if:
• You’ve worked for Staffline for at least 26 weeks up to and
including the 15th week before the baby is due
• Your earnings are high enough
• You are the biological father of the child or the mother’s
husband or partner
• You have or expect to have responsibility for the child’s
upbringing
30
09
Family Matters
SPP is paid for one or two weeks at a statutory weekly rate or 90%
of your average weekly earnings (whichever is lower). You are also
entitled to paid time off to accompany a partner to up to two
antenatal appointments if you have 12 weeks’ qualifying service.
31
09
Family Matters
Adoption pay
If you’re going to adopt a child, you may be entitled to Statutory
Adoption Pay.
You will be entitled if:
• You’ve worked for Staffline for at least 26 weeks prior to
being placed with the child
• Your earnings are high enough
• You’ve given notice to Staffline
• You’ve provided proof or adoption
Statutory Adoption Pay is paid at a set rate or 90% of your earnings,
whichever is lower.
32
10
Transport to Work
Transport to work
At some client sites, we offer an optional transport to work service.
If you want to use the service, there’s a daily charge to cover the
cost.
As the charge will be deducted by a direct debit, you’ll need to
complete an authorisation form.
You can cancel or withdraw from this service at any time without
penalty. However, it’s your responsibility to cancel the direct debit.
33
11
Health and safety
34
11
Health and safety
Use of equipment
You shouldn’t operate any machinery, equipment or vehicles
without the appropriate qualifications and training. If you haven’t
been given training, speak to your Staffline representative before
starting work.
Fire safety
Help to avoid fires by keeping fire doors shut and by not blocking
escape routes or fire exits. You should also make yourself familiar
with the emergency evacuation routes, fire call points, fire exits and
the fire assembly point on site.
35
11
Health and safety
Safe lifting
To reduce the likelihood of injury, always follow these simple steps
to correctly lift an item.
1. Get a firm footing
I. Keep your feet apart for a stable base
II. Point your toes outwards
2. Bend your knees
I. Do not bend at the waist when lifting or putting down a
load. It adds the weight of your body to the load
3. Tighten your stomach muscles
II. Abdominal muscles support your spine when you lift,
offsetting the force of the load
4. Use your leg muscles
I. As you begin to lift, let your leg muscles do the hard
work – not your weaker back muscles
5. Keep the load close to your body
I. Keeping the load you’re lifting close to your spine puts
less pressure on your back
6. Keep your back upright
I. When lifting or lowering a load, do not bend at the
waist. And avoid twisting
36
11
Health and safety
Health and safety signs
You may see signs around the site you’re working at that are
unfamiliar to you. If you’re in doubt, ask what the sign means.
Here are the most common signs that you could see on your
assignments and what they mean.
Prohibited, ie, don’t
Mandatory instructions
37
Important Information
Staffline helpline
If you’re experiencing any issues with your assignment and haven’t been
able to resolve them from talking to your Staffline representative and
escalating to the senior manager on site, please contact us:
Write to: 19-20 The Triangle, NG2 Business Park Nottingham NG2 1AE
Email: enquiries@staffline.co.uk
Call: 0115 950 0885
Pensions
Should you have any questions regards to your pension, please contact
NEST on 0300 02 00090
HMRC
Should you have any queries with regards to your tax deductions you can
contact the HMRC on 0300 200 3300
Alternatively, you can write to them at
HMRC, Howard House, Castle Meadow Road, Nottingham, NG2 1AB.
38
19 - 20 The Triangle
NG2 Business Park
Nottingham
NG2 1A
Email: enquiries@staffline.co.uk