77 Stamperland Gardens, Clarkston
East Renfrewshire, Glasgow, Scotland.
0377 500 6400
Email:
[email protected][email protected]NANNY CONTRACT OF EMPLOYMENT
PREPARED BY THE NANNY ASSOCIATION SCOTLAND BY BAR. ORVILLE WRIGHT
TERMS OF EMPLOYMENT
BETWEEN
CHARLES WALTER PECK OF (NO 50 GOUGH STREET, RIDDRIE, GLASGOW, G33 2EJ)
AND
[Au pair's details removed]IT IS AGREED that the above named Employer/ Family will employ the above named Nanny on the following terms and conditions:
1.1 The Nanny is employed to work at the Employer's home at or such other place(s) as the Employer may reasonably require from time to time. The employment commenced on and shall not be continuous with any previous period of employment.
1.2 The Nanny's duties shall be:
(a) Caring for child who name and age Cassie, 5years
(b) Babysitting at times agreed in advance.
1.3 The Nanny shall normally work the following days: Mondays - Fridays
1.4 Normal working hours shall be agreed by the Employer and Nanny in advance, but shall generally be 12pm - 5pm.
1.5 The Nanny shall be entitled to a rest period of not less than 11 consecutive hours between the end of her normal working hours on one day and the commencement of her normal working hours on the following day. It shall be the responsibility of the Nanny to ensure that she takes such a rest period.
1.6 Unless prevented by illness or injury the Nanny
(a) Shall devote the whole of her time, attention and ability, both during normal working hours and during such other reasonable additional hours as may be agreed between the Employer and Nanny, for the performance of her duties for the employer.
(b) Follow all lawful instructions of the Employer,
(c) not perform any paid or unpaid work for any third party without the prior written consent of the Employer.
2. REMUNERATION
2.1 The Nanny's gross salary will be £1750 per month. The salary shall be reviewed (once/twice) every 3 Month but any increase in salary shall be at the total discretion of the Employer.
2.2 The salary shall be payable in arrears on the 28th of every month by cash payment direct to the Nanny's, as agreed by the parties. The Employer shall ensure that the Nanny is given a pay slip on the date of payment detailing gross payment, deductions and net payment.
2.3 The Nanny shall receive the following benefits from the Employer:
(a) Accommodation
(b) Meals
(c) Use of car: The Employer does provide the use of a car
(d) Pension: The Employer does not provide pension contributions
(e) Private Health Scheme: The Employer does provide private health insurance.
2.4 The Nanny shall be reimbursed by the Employer for all reasonable expenses incurred by her in the performance of her duties under this contract, provided that the expenses are incurred with the approval of the Employer and provided the Nanny produces such evidence of expenditure as the Employer may reasonably require. Petrol costs will be reimbursed at the rate recommended by the Automobile Association if the Nanny uses her own car during performance of her duties.
2.5 The Nanny agrees that the employer shall be entitled to deduct from any amount payable to the Nanny under this contract:-
(a) Any deductions required by law (including PAYE income tax, and National Insurance Contributions), and
(b) Any monies owed by her to the Employer by way of reimbursement.
2.6 The Employer shall be responsible for accounting to the Inland Revenue for Income Tax and the employer's and the Nanny's National Insurance Contributions.
3. HOLIDAYS
3.1 The holiday year will start on (December 10th to January 10th).
3.2 In each holiday year the Nanny's holiday entitlement is weeks (in addition to/including the usual public and bank holidays/The Nanny shall not be entitled to paid time off for public and bank holidays except with the express agreement of the Employer.).
3.3 Holiday pay will be made at the Nanny's normal rate of remuneration. One day's accrued holiday pay is equivalent to 1/260th of the Nanny's salary.
3.4 The Nanny will not be allowed to carry holiday forward from one leave year to the next or (subject to clause 3.7) receive payment in lieu of any untaken holiday entitlement and the Nanny shall ensure that she takes such entitlement within the holiday year.
3.5 The Nanny shall give the Employer not less than notice of an intention to take holiday. If the holiday period requested is not convenient to the Employer, the Employer shall agree an alternative period, which is convenient to both parties. The Nanny will not be allowed to take more than 30 working days holiday at any one time. There is no entitlement to take unpaid holidays. (Please note this clause must not be used if it effectively deprives the Nanny of taking her holiday in the holiday year.
3.6 Where the Nanny is working out any notice following either party giving notice to terminate this contract, the Nanny may be required to take any unused holiday during that notice period.
3.7 On the termination of her employment, the Nanny will be paid any holiday entitlement accrued but not taken. If the Nanny has taken more days' holiday than her accrued entitlement, the Employer will make the appropriate deduction from the Nanny's final salary payment (calculated in accordance with Clause 4.3).
3.8 If the Nanny is required to work on a bank or other public holiday, the Nanny will be given a day off in lieu on a date to be agreed by the Employer.
4. SICKNESS & SICK PAY
4.1 If the Nanny is unable to attend work due to sickness or injury she shall (insofar as she is able) promptly notify the Employer either in person or by telephone (as appropriate) on the first day of absence and provide the Employer with such evidence of her sickness or injury and the cause of it as the Employer may from time to time reasonably require.
4.2 The Nanny shall be entitled to receive (*either statutory sick pay in accordance with the Government SSP scheme during periods of sickness absence or payment [inclusive of any Statutory Sick Pay] during her absence on sick leave in accordance with the following:
(a) (Full pay for the first (7) days sick-leave)
(b) (Half) pay for (3 ) days) and
(c) (thereafter) Statutory Sick Pay in accordance with the Government's SSP Scheme).
4.3 (The Employer shall be entitled to require the Nanny to undergo examinations by a medical practitioner appointed by the Employer, and the Nanny shall sign the necessary consent form to authorize the medical practitioner to disclose to the Employer the results of the examination and discuss with the employer any matters arising from the examination which might impair the Nanny's ability to properly discharge her duties).
4.4 (If the Nanny takes sick leave due to injuries caused to her by a third party, and the Nanny recovers damages from the third party for her injuries, the damages recovered shall include all payments made to the Nanny by the Employer during the sick leave and all payments recovered shall then be paid to the Employer as soon as possible.)
5. CONFIDENTIALITY
5.1 The Nanny shall not during her employment with the Employer, or at any time thereafter (otherwise than in the proper course of her duties or as is required by law) without the prior written approval of the Employer divulge or disclose any information which, by reason of its character or the circumstances or manner of its disclosure, is evidently confidential to the Employer.
6. TERMINATION
6.1 If either party wishes to terminate this contract, the notice to be given shall be as follows:
(a) During the first four weeks of employment ("the Probationary Period"), not less
(b) Thereafter, not less than week's notice in writing. The notice shall never be less than the statutory minimum period of one week until the Nanny has completed two years' continuous employment and thereafter one additional week's notice for every full year of continuous employment up to a maximum of twelve weeks.
6.2 The Nanny's employment under this contract may be terminated by the Employer at any time immediately and without any notice or payment in lieu of notice if the Nanny:
(a) is guilty of gross misconduct or serious and persistent breaches of the terms of this contract, or
(b) is convicted of any criminal offence involving dishonesty, violence, causing death or personal injury, or damaging property.
6.3 Misconduct which may be deemed gross misconduct includes but is not limited to theft, drunkenness, illegal drug taking, child abuse and violent or threatening behaviors (be it verbal or physical).
7. DISCIPLINARY & CAPABILITY PROCEDURE
7.1 Reasons which might give rise to the need for measures under the Disciplinary & Capability Procedure include the following:
(a) causing a disruptive influence in the household
(b) job incompetence
(c) unsatisfactory standard of dress or appearance
(d) conduct inside or outside Normal Working House prejudicial to the interests or reputation of the Employer.
(e) unreliability in time keeping or attendance
(f) failure to comply with instructions and procedures
(g) loss of driving license
(h) breach of confidentiality
7.2 In the event of the Employer needing to take disciplinary action the procedure shall, save in cases involving gross misconduct, be:
Firstly Verbal Warning
Secondly Written Warning
Thirdly Dismissal
8. GRIEVANCE PROCEDURE
8.1 If the Nanny has any reasonable grievance relating to her employment the matter should be raised with the Employer either in person or in writing as the Nanny deems Appropriate. The Employer and the Nanny agree to take all such reasonable steps as are necessary to resolve such grievances.
9. GENERAL
9.1 This contract shall be construed in accordance with and governed by the laws of Scotland and the parties submit to the exclusive jurisdiction of the Courts of Scotland.
9.2 Any reference in this contract to any statutory provision shall be deemed to include a reference to any statutory modification or re-enactment of it and shall also include reference to all statutory instruments and orders made pursuant to any such statutory provision.
9.3 Words in the singular shall include the plural and vice versa, and references to any gender shall include the other and a reference to a person shall include a reference to any Company as well as any legal or natural person.
____________________________
SIGNED by the Employer
DATED
__________________________
SIGNED by the Nanny
DATED
In Presence of the Nanny Association of Scotland;
_____________________________
Bar. Orville Wright
For Nanny Association of Scotland (NAS)
1
NANNY ASSOCIATION OF SCOTLAND
77 Stamperland Gardens, Clarkston, East Renfrewshire, Glasgow, Scotland.
Email:
[email protected] /
[email protected]
