26 CRAFTBUTCHER l NOVEMBER/DECEMBER 2018


A GUIDE TO EMPLOYING TEMPORARY WORKERS Temporary workers are


employed on a short term basis to fulfil certain duties. A main benefit of employing temporary workers is that they can be used to help companies meet demand at busy times of the year, for example, Christmas. A fixed term contract, when draſted correctly, will allow the employee to be employed until the task they were taken on to do is complete or until a specified date. A fixed term contract can also end when a specific event occurs, or does not occur. To give employers utmost flexibility, the contract should allow for early termination. If this is not done and circumstances change meaning there is no need for the employee to continue their work, an employer would be breaching the contract by ending it early, making them liable for the wages that


would have been earned if the contract had run until its original end date. Employees on a fixed term


contract are entitled to the same working conditions as permanent staff, although some entitlements will be calculated on a pro rata basis. Annual leave, for example, should be offered at no lesser rate than permanent employees but the fixed term employee’s entitlement will be reduced to reflect the fact that they will only be employed for a proportion of the year. Te fact that the employee is fixed term should not be used as a reason to offer less favourable rates of pay or entitlement to rest periods, for example. Te law on written


statements of main terms applies to all employees, whether fixed term or not, and so it is a legal requirement


EMPLOYMENT


that you provide a fixed term employee with a written contract of employment where they are to be employed for at least one month. Te requirements for the content of the contract are the same as for permanent employees. Special rules apply to the content of a written statement for fixed term workers: the date, or the occurrence which will terminate the employment, must be included. Temporary workers are


subject to the same tax arrangements as permanent employees and where the employer employs the individual directly, it is the employer’s responsibility to ensure all paperwork is in order. Alternatively, employers


can use temporary agency workers instead of hiring directly. In this circumstance,


the agency is responsible for paying the worker, but they would work under your control, and according to the hours you set. Te Agency Worker Regulations 2010 apply to agency workers who are placed on assignment in your organisation, and provide them with certain rights. Importantly, an agency worker is entitled to be paid the same basic pay as someone you hire directly, once they have been on assignment with you for 12 weeks. n


FOR ALL EMPLOYMENT ISSUES CALL 0844 800 7091


MEMBER BENEFIT


Calling experienced butchers FDQ are recruiting!


FDQ are the leading end-point assessment organisation for the Butcher Standard Apprenticeship


We’re looking for independent butchery assessors (IBA’s) to assess butchers at the end of their apprenticeship training


As an FDQ independent butchery assessor you’ll enjoy regular training sessions, competitive rates of pay plus all the support of a friendly head office team


If you have:


• • • •


7+ years’ experience in either retail, process or in-store butchery A full driving licence and a willingness to travel throughout England Twelve days availability as a minimum per year


Butchery qualifications at Level 3 (desirable but not essential) We’d love to hear from you!


To find out more or apply, send your CV plus covering letter without delay to fdq@FDQ.org.uk


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