Contract for Casual Working terms

Employer: Asia Thai Street Food Ltd

Address of employer: Cambridge Street Collective, Sheffield S1 4HP

Worker:

Address of Worker:

This contract governs your engagement from time to time as a casual worker. This is not an
employment contract and does not confer any employment rights on you (other than those to which
workers are entitled). In particular, it does not create any obligation on the Employer to provide
work to you and by entering into this contract you confirm your understanding that the employer
makes no promise or guarantee of a minimum level of work to you and you will work on a flexible,
"as required" basis. It is the intention of both you and the employer that there be no mutuality of
obligation between the parties at any time when you are not performing an assignment.

It is entirely at the Employer's discretion whether to offer you work and it is under no obligation to
provide work to you at any time.

The Employer reserves the right to give or not give work to any person at any time and is under no
obligation to give any reasons for such decisions.

1. Job title and place of work

1.1 During each assignment your role will be that of a General Assistant.
1.2 Your usual place of work will be at Cambridge Street and, when requested, you will work away from the
usual place of work either accompanying the Employer or independently of.
1.3 Your specific duties and responsibilities are as agreed with Asia Thai Street Food Ltd.
1.4 The Employer may from time to time require you to carry out other duties.

2. No presumption of continuity

Each offer of work which you accept shall be treated as an entirely separate and severable engagement
(an assignment). The terms of this contract shall apply to each assignment and before the start if any
subsequent assignment.

The fact that the employer has offered you work, or offers you work more than once, shall not confer
any legal rights on you and, in particular, should not be regarded as establishing an entitlement to
regular work or conferring continuity of employment.

3. Hours of work

During each assignment, your hours of work will vary depending on the needs of your employer. You
will be informed of the required hours for each assignment.
 4. Rates of pay

4.1 current rates of pay are:

£11.44 per hour Monday to Friday

£11.44 per hour Saturday and Sunday

Bank Holidays will be paid at £11.44 per hour

4.2 During any assignment you must complete a weekly time sheet to be submitted to the Employer no later
than Saturday morning in order that the Employer can sign and authorised the hours claimed and
calculate your wages. Payment will be delayed if the time sheet is submitted after this date.
4.3 The Employer may, in addition to National Insurance and/or PAYE, deduct from your wages any
overpayment made or sums that you may owe the Employer from time to time.
4.4 You will not be paid for any overtime worked that has not been expressly agreed with the Employer in
advance of the shift.
4.5 Payment will not be made for any hours where you have been absent from work without the express
authority of the Employer. This applies to hours comprising a whole shift or part of a shift.

5. Holiday Entitlement

5.1 Your holiday entitlement will depend on the number of hours that you actually work and be
pro-rated on the basis of The statutory holiday entitlement of 5.6 weeks which is equivalent
to 12.07% of hours worked over a year. This entitlement is inclusive of all bank holiday
entitlement. The holiday year runs between 22 May and 21 May the following year.
5.2 You must provide the employer with two weeks’ notice of your intention to take annual
leave.
5.3 At the end of each assignment you may be paid in lieu of any accrued but untaken holiday
for the holiday year in which the assignment ends.

6. Absence

6.1 If you are unable to come to work because of sickness or any alternative reason for absence you must
inform the Employer personally, by telephone, as soon as you are aware of your inability to attend so
other arrangements may be made. The only payment for sick pay will be Statutory Sick Pay according to
the regulations, which will be paid providing you follow these procedures:
a) If work has been agreed with the employer and you are unable to work the shift you are required to
notify the employer as soon as you know you will not be able to come to work and in any event not less
than 2 hours prior to the shift start time.
b) If you are unavailable for work due to sickness for more than 3 days you are required to complete a self
certificate form.
c) You are required to provide a Medical Certificate if absent for more than seven days.
d) There is no contractual right to payment in respect of a period of absence due to sickness or inability to
attend work.
 Notification of absence for any reason by text message is not an accepted method of communication.
Failure to follow an acceptable notification procedure may be considered misconduct and may result in
disciplinary action.

Unauthorised absence may be considered by the Employer to be gross misconduct and may result in the
termination of your employment without notice.

7. Notice period

If you no longer wish to be considered for casual work you should inform the Employer as soon as
possible.

The Employer may terminate this contract immediately by giving notice in writing to you if it
reasonably considers that you have committed any serious breach of its terms or committed any act of
gross misconduct. Non-exhaustive examples of gross misconduct include dishonesty, theft, fighting,
misuse of drugs or alcohol, breach of confidentiality and neglect.

8. Confidentiality and Security

8.1 You must respect the privacy of the Employer and their family. You must maintain a professional
approach at all times, keep information gained in the course of their employment confidential and
specifically should not discuss the Employer’s household, domestic or health situation with others.
8.2 Breach of condition 8.1 will be treated as gross misconduct for the purposes of disciplinary action and
may result in termination of this contract.

9. Disciplinary and Grievance

9.1 These procedures are not contractual. Disciplinaries will be held in accordance with any procedures and
policies which may be provided from time to time or in the alternative in accordance with ACAS codes of
practice.
9.2 Grievances should be presented to the Employer in writing who will endeavour to respond within a
reasonable time frame. Grievances will be head in accordance with policies and procedures which may
be issued from time to time or in the alternative in accordance with ACAS codes of conduct.

10. Trade Unions

You have the right to join a trade union. There are no collective agreements relevant to your
employment.

I have read the above statement of conditions of employment and understand the conditions and agree
to abide by them.

11. Pensions
When required the Employer will comply with the employer responsibility to operate a qualifying
contributory pension scheme to which you will be auto-enrolled into, subject to the conditions of the
scheme.
A qualifying scheme is a pension scheme which is a qualifying scheme for the purposes of section 16 of
the Pensions Act 2008.

You shall pay such contributions to the Scheme as may be required by the rules of the Scheme as
amended from time to time. The contributions shall be made by way of deductions from your salary.

Signature of Worker ___________________________________ Date ________________

Signature of Employer ___________________________________ Date _________________