Malik House,233 Bethnal Green Road London E2 6AB
Email:
[email protected] Tel: +447-02 402 7869
CONTRACT/AGREEMENT OF EMPLOYMENT
Between
Mrs. Elizbert Felix
("Herein refered as the Employer”)
Address:
112 Montrose Avenue,
Edgware/Greater London
HA8, United Kingdom.
and
------------------------
("herein refered as the Nanny")
1 COMMENCEMENT
We refer to your earlier forwarded application for job engagement as a Nanny/Aupair with relations to the Mrs. Elizbert Felix’s Family of 112 Montrose Avenue,Edgware/Greater London,HA8, England, United Kingdom.
On the above subject matter. Mrs. Elizbert Felix’s Family hereby congratulates to have you as the new Au Pair/Nanny and your job commencement date will be xx June, 2011.
2 JOB DESCRIPTION
You are employed as an Au Pair/Nanny.
3 DUTIES
3.1 Your duties include:
3.1.1 Caring for the [Daughter], Brenda in the Employer's absence;
3.1.2 Plan & undertake activities on a one to one basis with the child. Develop speech, reading, numbers, letters, colors, social & practical skills.
3.1.3 Care for & stimulate the kid both mentally & physically, to ensure her intellectual, physical & social development.
3.2 In carrying out your duties you shall at all times follow the reasonable directions of the Employer concerning the care, education and upbringing of the Child.
3.3 During your normal working hours you shall devote your whole time, attention and abilities to carrying out your duties unless prevented by ill health from doing so and shall not during your employment enter into any nanny-sharing arrangement without the prior written consent of the Employer.
4 PLACE OF WORK
4.1 Your place of work is [Employer Listed Address]
5 HOURS OF WORK
5.1 You will work from [8:00am – 5:pm] and at such other times as may be agreed between you and the Employer.
6(a) PAY, BENEFITS AND EXPENSES
6.1 Your rate of pay is £ 3000 (Two Thousand Pounds Per Month) And 250 Pounds Weekly Pocket money. The Employer will be responsible for the payment of tax. Additional hours worked outside normal working hours will be paid at the rate of 10 GPB Pounds per hour.
6.2 You will be paid by [Cash, Cheque or Bank Transfer], depending on how you want your payment.
6.3 There is no pension scheme applicable to your employment.
6(b) VISA & WORK/RESIDENCE PERMIT
6.1 The Employer shall be entitled to incure the Visa/Work Permit & the Flight expenses of the Employee.
6.2 Before the processing of the Employee’s travelling document/entry papers, Employee will need to obtain an AFFIDAVIT OF GUARANTEE from the British Crown, as this will be an evidence that proof your stay and work with the above mentioned family only when arrived to United Kingdom.
3. All enquiry regarding the acquisition Sworn Affidavit of Gurantee should be sent to the
Employment/Immigration Attorney (Adams Law Chambers)
Contact Person: Almon Joal Esq.
Malik House,233 Bethnal Green Road
London E2 6AB
Email:
[email protected] Tel: +447-02 402 7869
CAR OPTION
4. You are entitled to use a vehicle provided by the Employer and the Employer shall bear the cost of maintaining, taxing, licensing and insuring such vehicle and the cost of all petrol and running expenses incurred in the use of such vehicle by you in the proper performance of your duties. The use of such vehicle is conditional upon you having a full, clean and valid UK driving licence, complying with the terms of any insurance policy applying to the vehicle used, taking good care of the vehicle and keeping it secured and locked at all times when not in use and notifying the Employer immediately of any defects or accident or damage involving the vehicle or any theft thereof.
MOBILE PHONE OPTION
5. You are entitled to use a mobile telephone provided by the Employer and the Employer shall bear the cost of maintaining, renting and insuring such mobile telephone and the cost of all calls incurred in the use of the mobile telephone by you in the proper performance of your duties. All personal calls not made in the proper performance of your duties shall be paid by you. On termination of your employment for whatever reason you will be required to return the mobile telephone to the Employer.
FULL-TIME ACCOMODATION OPTION
1. You are entitled to reside in the accommodation with the Employer. You will not be required to pay rent or any other outgoings in respect of such accommodation but you must vacate the accommodation immediately on the termination of your employment. You must not allow anyone else to reside in the accommodation with you without the prior agreement of the Employer. You will not have exclusive possession of such accommodation and the Employer has the right to enter the accommodation at any time.
6.5.2 You will be reimbursed by the Employer for all reasonable expenses properly and necessarily incurred by you in carrying out your duties to get to the United Kingdom.
7 HOLIDAYS
7.1 7.2 In addition, you are entitled to the following public holidays: [August/September Yearly Leave, Chritmas/New Year, Easter Holidays].
Your holiday year runs from August to September and you are entitled to 3 HOLIDAY per year, to be taken at such times as may be agreed with the Employer. Your holiday pay is £200.
8 ABSENCE FROM WORK / ILLNESS
8.1 If you are unable to come to work for any reason you, or someone on your behalf, must inform the Employer on time of the first day.
8.2 If you are absent due to illness for eight or more days, you must provide the Employer with a medical certificate signed by a GP explaining the reason for your absence. For shorter periods of absence due to illness of between four and seven days you must complete a self-certification form. The Employer shall be entitled to employ a temporary replacement in your absence.
8.3 Your are entitled to Statutory Sick Pay only.
9 ENDING EMPLOYMENT
9.1 Your employment with me is under contract of 6 - 12 Months, subject to Clauses 9.2 and 9.3 and to general rights of termination under the law.
9.2 The amount of notice of termination of your employment you are entitled to receive from the Employer is One Month Period.
9.3 The amount of notice of termination of your employment you are required to give the Employer is also One Month Period.
10 SUMMARY TERMINATION OF EMPLOYMENT
The Employer shall be entitled to terminate your employment at any time by giving written notice of immediate termination to you in any of the following circumstances:
10.1 if you commit a criminal offence;
10.2 if you seriously or persistently breach any provision of this agreement;
10.3 if you are found guilty of serious misconduct or dishonesty or wilful neglect whether during the performance of your duties or otherwise.
11 RETURING PROPERTY
Upon the termination of your employment for whatever reason you will deliver up any property in your possession relating to the Employer.
12 CONFIDENTIALITY
You undertake not to divulge or allow to be divulged, at any time during the course of or following termination of your employment, any information designated as confidential by the Employer or any other personal information concerning the household or family of the Employer which has at any time come to your knowledge during your employment.
13 DISCIPLINARY AND DISMISSAL PROCEDURE
The following procedure should be followed if you are to be disciplined or dismissed. Matters which may be dealt with under this disciplinary and dismissal procedure include discipline and dismissal for the following reasons:
o misconduct
o sub-standard performance
o poor timekeeping or unauthorised absences
o failure to follow instructions
Minor cases of misconduct and most cases of poor performance may be dealt with by an informal oral warning, which does not count as part of the formal (or statutory) disciplinary procedure. No formal record of this type of warning will be kept.
If there is no improvement or the matter is serious enough, you will be invited to a disciplinary meeting at which the matter can be properly discussed. You will be allowed to bring a friend or relative to the meeting. The outcome of the meeting will be communicated to you. There are the following possible outcomes:
Oral warning
In the case of minor infringements you may be given a formal oral warning. A note of the oral warning will be kept on your file but will be disregarded for disciplinary purposes after six months. You have the right to appeal against a formal oral warning.
Written warning
If the infringement is more serious or there is no improvement in conduct after a formal oral warning you will be given a formal written warning giving details of the complaint, the improvement or change in behaviour required, the timescale allowed for this, the right of appeal and the fact that a final written warning may be given if there is no satisfactory improvement or change. A copy of the written warning will be kept on file but will be disregarded for disciplinary purposes after 11 months.
Final written warning
Where there is a failure to improve or change behaviour during the currency of a prior formal written warning, or where the infringement is sufficiently serious, you may be given a final written warning. This will give details of the complaint, warn that failure to improve will lead to dismissal and refer to the right of appeal. The final written warning will be kept on file but will normally be disregarded for disciplinary purposes after 11 months.
Dismissal
If your conduct or performance still fails to improve the final step will be to contemplate dismissal. If the Employer is contemplating dismissing you the "Standard Disciplinary and Dismissal Procedure" must be followed which is a statutory requirement.
Gross misconduct
If, after investigation, it is confirmed that you have committed one of the following offences, you will normally be dismissed:
o physical violence
o alcohol or drug abuse during working hours
o deliberate damage to property
o serious infringement of health and safety regulations
o serious insubordination
o theft and /or fraud
o negligence which causes serious consequences for the [ Child] or the Employer
o communicating confidential information
While the alleged gross misconduct is being investigated, you may be suspended, during which time you will be paid. Any decision to dismiss will be taken by the Employer only after a full investigation.
The Standard Disciplinary and Dismissal Procedure applies to dismissals for gross misconduct.
Modified Dismissal Procedure
In a few cases of gross misconduct the Employer may be justified in dismissing you immediately without conducting an investigation. In these cases a two-step "Modified Dismissal Procedure" will be followed:
Step 1: Written statement
The Employer must write to you setting out what you have done, or failed to do that resulted in dismissal. You must also be told that you have the right of appeal against this dismissal.
Step 2: Appeal
If you wish to appeal you must inform the Employer within 5 working days. The Employer will then arrange a meeting to hear the appeal within 7 working days. Following the appeal meeting the Employer must inform you of the decision, making clear that it is final.
TERMINATION OF CONTRACT AGREEMENT:
This Agreement may be terminated: -
1. If the employee did not meet up with the acquisition of his/her Affidavit of Guarantee within a specific period of time.
2. If the services stated therein are not rendered satisfactorily.
3. If the duration of the Agreement stated therein expires and no extension has been given.
This Contract Agreement is bound and sealed under the Custody of the Adams Law Chambers of London UK.
