hereby provide consent for my personal file (which could include special categories of personal data under Data Protection Laws) to be shared with the Priory Group and other clients Alpha24 Healthcare supply to and their third party auditors for the purposes of my deployment through the clients such as Priory Group and so forth. Data will include (but is not limited too): References and Employment History; Criminal Record Checks; Identity and Right to Work; Professional Registration and Qualifications, Training, Fitness to Work and any other information relevant as part of my registration and engagement through the Priory Group and/or additional clients, including Payslips; Application and Interview Forms.

Special Category data may include the following:

• Personal data revealing racial or ethnic origin
• Personal data revealing religious or philosophical beliefs
• Personal data revealing trade union membership
• Biometric data (where used for identification purposes)
• Data concerning health
• Data concerning a person’s sexual orientation
• Biometric data (where used for identification purposes)
• Data concerning health
• Data concerning a person’s sexual orientation

This is a brief introduction and induction for new starters at Alpha24 Healthcare Ltd.

A member of staff will discuss and/or show you all the basic relevant information you will need to know when working with us. As you discuss the information a member of staff will complete the accompanying form and a copy will be sent to you for your reference.

Each agency worker will have a file with all the relevant documents. For instance, an application form, references, and training documents to name a few. Each agency worker will be inducted before going into the field and an appraisal will be conducted in the office within the first 6 months and thereafter every twelve months.

We would like to wish you a warm welcome to Alpha24 Healthcare and we hope you enjoy the benefits of working with us.


TRAINING & REGULATIONS

• Lone work training
• Conflict resolution including but not limited to, management of violence and aggression.
• Information governance, including but not limited to, the Caldicott Protocols and Data Protection.
• Safeguarding children and young adults with evidence of appropriate levels of training for the Job role.
• Basic, Intermediate and Advanced life support (adult or paediatric)
• Resuscitation of new-born’s, and Interpretation of cardiotocograph.
• Any other mandatory training required by the authority or relevant professional or regulatory body, under current or future health.
• Working Time Regulations.
• Occupational health Regulations
• health and Safety at Work Act, 1974
• Management of health and Safety at Work Regulations 1999
• Manual handling Operations Regulations
• Control of substances hazardous to health Regulations 1988
• Reporting of injurie’s, diseases, and dangerous occurrences Regulations 1995 (RIDDOR)
• Lifting Operations and Lifting Equipment Regulations 1998
• Agency workers obligations when reporting for an assignment such as fire procedures, moving and handling
• Provision and use of work equipment regulations 1998
• Complaints handling
• No smoking policy
• No Mobile phone policy

Qualified Nurses Only

Medication Training Policy
Mental Health Act (RMN’s only)

Mental Health Act content for staff can be read on the below two websites

http://www.opsi.gov.uk/ acts/acts2007/ukpga_20070012_en_2
https://www.legislation.gov.uk/ukpga/2007/12/contents

CANCELLATION OF A SHIFT

Cancellations can happen for several reasons; dependent upon the circumstances surrounding the cancellation various actions will apply.

If the client cancels a shift when you are on your way to your placement or have just arrived, continue to the relevant department and request for them to sign your timesheet, this will enable you to claim for 4 hours work. Contact the office immediately for alternative work which may be nearby and convenient.

If the client cancels the shift more than 2 hours prior to start, no other action needs be taken, please ensure Alpha24 Healthcare know any alternate shifts you might be available for.

If you need to cancel a shift you will need to inform Alpha24 Healthcare at least 4 hours before the shift so we can arrange alternative cover.

Alpha24 Healthcare will NOT accept any shift cancellation via TEXT message, WHATSAPP or EMAIL. All cancellations must be made by speaking to a member of staff. Frequent cancellations at short notice without valid reason may result in suspension from the agency.

HANDOVERS

At Alpha24 Healthcare we pride ourselves our ability to offer excellent standards of service to both our clients and candidates. We require professional handovers to be completed when covering shifts. Therefore, we advise all our workers to arrive at work approximately 15 minutes prior to the start of each shift to successfully complete each handover.

If on occasion one is late for their handover, we expect the person at the end of their shift to continue working until the relief person arrives. Please contact Alpha24 Healthcare office if after 30 minutes that person has failed to arrive.

EXCEPTIONS

No variation can be made to the assignment without the agreement of the employment of business.

TRAINING & REGISTRATION RELATED COSTS

During your registration process you may be asked to complete training and/or apply for further compliance requirements which involve costs.

Where necessary we shall advise you if there is an upfront payment required or alternatively this will be deducted from future salary payments where possible. For example, this can include uniform, DBS and so forth.

PERSONAL APPEARANCE GUIDELINES

To meet the standards and needs of our clients please ensure you adhere to the following guidelines:

Uniform

In most establishments you will be required to purchase and wear an Alpha24 Healthcare uniform; however, in some exceptions you will not require a uniform to be worn in this instance the office will advise you on the best attire for the job.

In all circumstances when working through Alpha24 Healthcare you are expected to represent a professional image for the client and yourself.

Hairstyles

Please make sure that your hair is clean and tidy. Long hair must be secured in such a way so as not to pose an infection or safety hazard.

Jewellery

Please ensure that any jewellery you wear does not cause offence to a client or become a health hazard.

Personal Hygiene

As the nature of our work involves being in close proximity to clients and patients, please keep yourself fresh, free from odours and practice good oral hygiene.

Shoes and Footwear

Shoes must comply with health and safety guidelines.

Please contact Alpha24 Healthcare if you are unsure about any of the above or have any concerns at work

Our offices are open Monday to Sunday 24 hours a day 7 days a week.
Contact number: 020 3697  7129.

Induction Checklist Terms & Conditions (for Dom Care and Limited Company)

If you are signed up with an Umbrella company, please ensure we receive your signed Terms and Conditions in order for us to pay you on time.

• Code of Practice
• Uniform Policy
• Mental Capacity Act
• Competency Forms
• Availability/ Importance of keeping availability up to date
• Timesheet
• E Timesheets
• Cancellation of shifts
• Payroll Company
• Original registration form sent to payroll company
• Medication Training hand out (for qualified nurses an CSW's assisting with medication)
• Complaints Policy hand out
• Confidentiality Policy hand out
• Agency worker regulations document
• Assignment details form
• Brief reminder when taking handover (Qualified staff)
• I acknowledge the receipt of ID badge

I take the responsibility of submitting references/ competencies to Alpha24 Healthcare Ltd whilst I am working for them.

I confirm I have read and understood above:

This Contract of Employment meets the requirements of section 1 of the Employment Rights Act 1996 (the ‘Employee’ or ‘you’)

This Contract of Employment is made between the Company and the Employee. It supersedes any earlier written or oral arrangement between the Company and the Employee.

The parties agree the terms and conditions set out in this agreement (‘Contract of Employment’) will govern the relationship between the parties.

Any references in this Contract of Employment to Company policies and/or procedures or similar documents are references to non-contractual documents that do not form part of your Contract of Employment.

This Contract of Employment is between:

 Alpha24 Healthcare, Oxford House, 49 Oxford Road, London N4 3EY (the ‘Employer’, the ‘Company’ or ‘we’); and

This Contract of Employment meets the requirements of section 1 of the Employment Rights Act 1996 (the ‘Employee’ or ‘you’)

This Contract of Employment is made between the Company and the Employee. It supersedes any earlier written or oral arrangement between the Company and the Employee.

The parties agree the terms and conditions set out in this agreement (‘Contract of Employment’) will govern the relationship between the parties.

Any references in this Contract of Employment to Company policies and/or procedures or similar documents are references to non-contractual documents that do not form part of your Contract of Employment.

1.COMMENCEMENT OF EMPLOYMENT

1.1 Your employer is Alpha24 Healthcare. Your employment with the Company commenced on the (‘Commencement Date’).

This is also the date on which your period of continuous employment with the Company begins as no employment with a previous employer counts towards your period of continuous employment with the Company.

2.1 You are employed as a [TITLE].

We undertake at all times during the course of your employment to use all reasonable endeavours to allocate you to suitable assignments. Where such suitable assignments are available you are obliged to accept them when required to do so by the Company

2.2 You may be required to undertake other duties from time to time as we may reasonably require.

2.3 You warrant that you are entitled to work in the UK without any additional approvals and will notify the Company immediately if you cease to be so entitled at any time during your employment with the Company.

3. PLACE OF WORK

3.1 Your place of work will vary but will always be located within the UK. We will from time to time inform you of the premises or site where you will be required to work.

3.2 You will not be required to work outside the UK.

4. HOURS OF WORK

4.1 Your hours of work will vary and may be agreed in writing or verbally from time to time.

4.2 You agree that regulation 4(1) of the Working Time Regulations 1998 under which the average working time of a Worker, including overtime, must not exceed 48 hours does not apply to this Contract of Employment. You may terminate this agreement by giving the appropriate written notice at any time. Unless it is terminated in this way, this agreement shall remain in force until your employment with the Company ends.

4.3 Save as provided for in clause 4.4, the Company does not guarantee that there will always be suitable work to which you can be allocated. You acknowledge that there may be periods when no work is available to you. In such circumstances the Company has no obligation to pay you when you are not carrying out work. You are obliged to work when required by the Company. If you do not work when required to do so by the Company, without good cause, the Company shall be entitled to terminate your employment with immediate effect.

4.4 The Company guarantees at all times during the currency of this Contract of Employment (and subject to the terms of this Contract of Employment) that, as a minimum, you will be offered and remunerated for at least 336 hours of work over the course of any full 12 month period (commencing on the Commencement Date) paid at a rate at least equivalent to the National Minimum Wage or, if applicable, the National Living Wage.

5. PAY

5.1 Your rate of pay at all times will be no less than the National Minimum Wage or, if applicable, the National Living Wage per hour worked. Additional pay may be paid depending on the work you are required to perform (although there is no contractual obligation on the Company to do so). Where overtime rates are applicable you will be notified of this prior to the commencement of the work.

5.2 Payment will be made weekly in arrears directly into your nominated bank or building society account on Friday of each week in respect of the hours worked during the preceding week, subject to statutory deductions for tax and National Insurance or any other deduction authorised under this Contract of Employment.

6. DEDUCTIONS

6.1 If, during or on the termination of your employment, you owe the Company money as a result of any loan, overpayment, default on your part or any other reason whatsoever, the Company shall be entitled as a result of your agreement to the terms of this Contract of Employment to deduct the amount of your indebtedness to it from any payment which it may be due to make to you, including but not limited to your final salary payment.

7. HOLIDAYS

7.1 You are entitled to the statutory minimum number of 28 day’s holiday during each holiday year, currently 28 days for full time employees. This includes the usual public holidays or a day in lieu where we require you to work on a public holiday. The Company's holiday year runs between April and March. If your employment starts or finishes part way through the holiday year, your holiday entitlement during that year shall be calculated on a pro-rata basis.

7.2 You will receive holiday pay at the rate of the National Minimum Wage.

7.3 You shall give at least four (4) weeks' notice of any proposed holiday dates and these must be agreed by the Company and/or the client you are working for. We may require you to take holiday on specific days as notified to you.

7.4 If you have taken more holiday than your accrued entitlement at the date your employment terminates, we shall be entitled to deduct from any payments due to you one day's holiday pay for each excess day.

8. AGENCY WORKERS REGULATIONS (AWR)

8.1 Day 1 rights, the hirer will ensure you have access to all facilities.

8.2 On completion of the 12 week qualifying period, as an agency worker you will be entitled to equal treatment in respect of pay and basic working conditions.

8.3 We will contact the hirer for information about pay and basic working conditions, when it is clear that you will be in the same job with the same hirer for more than 12 weeks.

9. INCAPACITY

9.1 If you are absent from work due to incapacity, you must notify the Company immediately of the reason for your absence as soon as possible but in any event before you are due to start work on the first day of absence.

9.2 In all cases of absence, a self-certification form, which is available from your line manager, must be completed on your return to work and supplied to your line manager. For any period of incapacity which lasts for seven consecutive days or more, a doctor's certificate (a ‘statement of fitness for work’) stating the reason for absence must be obtained at your own cost and supplied to your line manager. Further certificates must be obtained if the absence continues for longer than the period of the original certificate.

9.3 You agree to consent to a medical examination (at our expense) by a doctor nominated by the Company should the Company so require. You agree that any report produced in connection with any such examination may be disclosed to the Company and the Company may discuss the contents of the report with the relevant doctor.

9.4 If you are absent from work due to incapacity we shall pay you Statutory Sick Pay (SSP) provided that you satisfy the relevant requirements. Your qualifying days for SSP purposes are Monday to Friday.

9.5 If a period of absence is or appears to have been caused by negligence or other action by a third party in respect of which you may be able to recover compensation, you must immediately notify your line manager and provide such further information and cooperation in relation to any legal proceedings as we may reasonably require.

10. TERMINATION AND NOTICE PERIOD

10.1 You must give the Company at least one week’s written notice in order to terminate your employment with the Company.

10.2 The prior written notice the Company is required to give in order to terminate your employment is:

(a) within the first month of continuous employment: immediate notice;

(b) after the first month but before the end of the first two completed years of continuous employment: one week;

(c) after more than two years continuous service: one week's notice for each completed year of continuous employment, up to a maximum of twelve weeks’ notice.

10.3 We shall be entitled to dismiss you at any time without notice or payment in lieu of notice if you commit a serious breach of your obligations as an employee, or if you cease to be entitled to work in the United Kingdom.

11. DISCIPLINARY AND GRIEVANCE PROCEDURES

11.1 Your attention is drawn to the disciplinary rules and to the disciplinary and grievance procedures applicable to your employment, which are contained in the separate documents provided to you along with this Contract of Employment. These rules and procedures do not form part of your Contract of Employment.

11.2 If you wish to appeal against a disciplinary decision or a decision to dismiss you, you may apply in writing to your line manager in accordance with our disciplinary procedure.

11.3 We reserve the right to suspend you with pay for a period of no longer than five (5) days for the purposes of investigating any allegation of misconduct or neglect against you.

11.1 If you wish to raise a grievance you may apply in writing to your line manager in accordance with our grievance procedure. Details of the Company’s grievance procedures are contained in the separate document provided to you along with this Contract of Employment. These procedures do not form part of your Contract of Employment.

12. PENSIONS

12.1 We will fully comply with our statutory obligations with regard to pension provision. For the avoidance of doubt the Company’s obligation to comply with any statutory requirements with regard to pension provision will not at any time create any contractual obligation with regard to such provision.

12.2 A contracting-out certificate is not in force in respect of your employment.

13. COLLECTIVE AGREEMENT

12.1 There is no collective agreement which directly affects your employment.

14. CHANGES TO YOUR TERMS OF EMPLOYMENT

13.1 We reserve the right to make reasonable changes to any of the terms of your Contract of Employment. You will be notified in writing of any change as soon as possible and in any event within one month of the change.

15. CONFIDENTIAL INFORMATION

15.1 You shall not use or disclose to any person either during or at any time after your employment with the Company any Confidential Information about the business or affairs of the Company or any of its business contacts, or about any other matters which may come to your knowledge in the course of your employment. For the purposes of this clause, Confidential Information means any information or matter which is not in the public domain (except as a result of your breach of this Contract of Employment) and which relates to the affairs of the Company or any of its business contacts.

15.2 The restriction in clause 14.1 does not apply to:

(a) prevent you from making a protected disclosure within the meaning of section 43A of the Employment Rights Act 1996; or

(b) use or disclosure information that has been authorised by the Company, is required by law or by your employment.

16. RESTRICTIVE COVENANTS

16.1 You will not during your employment or for a period of 6 months after the termination of your employment for any reason attempt to solicit or accept work for private gain on your own behalf and/or for any other individual, firm, corporation or company from any private individual, firm, corporation or company who within the period of 12 months before the termination of your employment has been a client or customer of the Employer with whom you have had personal dealings in the course of your duties.

16.2 You will not during your employment or for a period of 6 months after the termination of your employment for any reason attempt to interfere with the existing business relations between any client with whom within the period of 12 months before the termination of your employment you have had personal dealings in the course of your employment.

16.3 You will not during your employment or for a period of 6 months after the termination of your employment for any reason approach any other employee of the Employer with a view to him or her ceasing to be employed by the Employer or for the purpose of enticing away or employing him or her.

16.4 You agree that the restrictions set out above are fair and reasonable and necessary to protect the legitimate business interests of the Employer. In the event that any part of this clause shall be found by a court to be unreasonable or unenforceable or void that part shall be severed and the remainder of this clause shall be enforceable with such deletion or modification as may be necessary to make it effective and for such period as is found to be reasonable and valid in substitution for the period or periods contained in this clause.

17. COMPANY PROPERTY

17.1 All documents, manuals, hardware and software provided for your use by the Company or the Company’s client, and any data or documents (including copies) produced, maintained or stored on the Company's or the Company’s client’s computer systems or other electronic equipment (including mobile phones), remain the property of the Company or the Company’s client.

17.2 Any Company property (including the Company’s client’s property) in your possession and any original or copy documents obtained by you in the course of your employment shall be returned to your line manager at any time on request and in any event prior to the termination of your employment with the Company.

18. MISCELLANEOUS

18.1 This Contract of Employment is governed by and constructed in accordance with English law and any dispute regarding this Contract of Employment or your employment will be heard in the English courts.

18.2 References in this Contract of Employment to ‘us’ or ‘we’ refer to the Company as defined in this Contract of Employment. References to ‘you’ or ‘your’ refer to the Employee as defined.

18.3 The headings in this Contract of Employment are for convenience only and shall not affect its interpretation.

18.4 References to the singular include the plural.

18.5 References to the masculine include the feminine.

18.6 Should the Company fail to enforce or apply any of the rights that it has under this Contract of Employment, it shall not be construed that the Company approves or agrees to any breach of contract or that it loses its rights to enforce the terms of this Contract of Employment in full at any time, now or in the future.

18.7 If any provision of this Contract of Employment (or part of a provision) is found by any court or administrative body of competent jurisdiction to be invalid, unenforceable, or unlawful, the other provisions shall remain in force.

18.8 If any invalid, unenforceable or unlawful provision would be valid, enforceable, or lawful if some part of it were deleted, the provision shall apply with whatever modification is necessary to give effect to the commercial intent of the parties.

19. THIRD PARTY RIGHTS

19.1 No person other than you and the Company may enforce any terms of this Contract of Employment.

Please indicate your acceptance of these terms by signing and dating.
I hereby confirm that I have read, understood and accept the above Contract of Employment and I undertake to observe the terms and conditions of employment contained therein.