CONTRACT OF EMPLOYMENT

COMPANY NAME:EYEROOM OPTICIANS

ADRESS. SHOP 9 mill hill United Kingdom
Tel number +44597560764 calls
Fax 56875
Code 9000755356776

Employer’s name: SHOEM FREDRICKS

Employee’s name: :CHATAMA CHASAKALA

EPLOYEES DETAILS

Date of commencement of employment: 17th of March 2024

Main place of work: Shop 9 mill hill LS1 United kindom

Job title: SALESMAN

Normal Working Hours:

Your hours of work will be
(7 hours ) weekday hours
(2) sleepover(s)

Your qualifying days are (M, T, W, , F, S, S)

a) There is a need for the employee to be flexible and these hours may be
changed as required according to the employer’s needs. Under these
 circumstances, where hours need to be changed or additional hours
worked, the employer will give as much notice as possible.

You are entitled to an uninterrupted break of 20 minutes when you daily

working time is more than six hours. It should be a break in working time and
should not be taken at the start, or at the end, of a working day.

The maximum amount of time you can be required to work is 48 hours per
week and you are entitled to 11 consecutive hours rest in any 24hour period.

If your hours of work are regularly between the period of 11pm and 6am you
will be offered a free health assessment and will only be required to work a
maximum of 7 hours. Your employer will discuss night time working and
current legislation with you in more detail if it is applicable.

Basis of Employment:

Your employment is on permanent basis.

)This post is also subject to a satisfactory Disclosure and Barring Service

check and references.

You may not take up additional employment that is considered to be in

any way in conflict with the work you undertake for the employer without the
express approval of the employer or their nominee. Such approval will not be
withheld unreasonably but any such employment must not, in the view of the
employer conflict with the interests of the employer.

You may not, under any circumstances, whether directly or indirectly,

undertake any other duties, of whatever kind, during your hours of work for
the employer.

Salary:
As an hourly paid employee, your salary will be £20.30 per hour and that
money will be paid straight to your bank account

The employer will deduct National Insurance and Income Tax as required by
law. The employer may also deduct any overpayment of wages or holiday
entitlement.
Time sheets:
You will be required to complete a timesheet and submit it to your supervisor
every Thursday

Holiday entitlement:
The holiday year is from 1st January – 31st December or 1st April –
31st March). Your holiday entitlement must be taken during this period.
Payment will not be made for any unused holiday and these cannot be taken
into the next holiday period.

Bank holidays may be booked as holidays or will be paid at the (/bank

holiday) rate. Bank Holidays do not have to be given as paid leave.

Holidays must be agreed with the employer at least (three weeks – four weeks
is usual) in advance. You may not take more than (7 days – 10 working days
is the usual) working days consecutively without the employer’s prior written
consent.

Should you leave employment and you have exceeded your holiday
entitlement then this will be deducted from your final pay packet. If holiday
entitlement is owed you will be paid for the outstanding

If it is agreed that you will accompany your employer on holidays as part of

the required support, this time will be counted as working hours and you will
not be expected to use your holiday entitlement.

Duties and responsibilities:

As set out in the job description. The employer may require you to carry out
other reasonable duties as required.

At the beginning of the probationary period your employer will discuss what is
expected of you whilst carrying out your role.

Lateness & Persistent Absence:

If you are going to be more than 10 minutes late you are required to contact
the employer as soon as possible but at the very latest 30 minutes before you
are due to start work

Where attendance standards are not being met and there is no apparent
underlying health reason, the Disciplinary Procedures will be used.

Pensions:
When required, a contributory pension scheme to which you will be auto-
enrolled into (subject to the conditions of the scheme) will apply. Further details
are available from your employer.
Sick leave:
If you are ill and unable to attend work you should inform your employer as
soon as possible* to enable other arrangements to be made.

You may be entitled to Statutory Sick Pay (SSP) on production of an

Employee’s Statement of Sickness (form SC2) which must be completed for
sick leave of more than three days or a medical certificate for sick leave of
more than seven days. These forms must be sent directly to your
employer. For SSP purposes your qualifying days are your days of work.

SSP can be paid for up to 28 weeks. If you are not eligible for SSP your
employer will give you an SSP1 form to tell you why.

Health and Safety at Work

The employer will take all reasonably practicable steps to ensure your health
safety and welfare while at work including preventing and dealing with bullying
and harassing behaviour. All employees have a legal duty to take all care
needed for the safety of themselves and others who may be affected by their
activities and to co-operate with the employer in complying with statutory
requirements.

You should not do anything either intentionally or recklessly which might

interfere with what is provided in the interests of health, safety and welfare,
nor should you undertake any job in any way which might be a danger either
to yourself, the employer or the employers family, or to any member of the
public.

You must not consume alcoholic drinks while you are on duty and if you do,
you will be liable to disciplinary action.

There is a No Smoking policy in your workplace.

Notice Period:
During the probationary period either party requires one week’s notice.
Up to two years of continuous employment you will be given one week’s
notice.

After two years continuous service you will be given one additional week’s
notice for each completed year up to a maximum of 12 weeks’ notice.

After satisfactory completion of your probationary period you are required to

give ( four weeks’) notice in writing irrespective of length of service.
The employer reserves the right to pay your basic salary in lieu of notice
instead of requesting that you work your notice period. In these circumstances
you may not be employed by any other person or company whilst receiving
pay in lieu of notice.

The employer reserves the right to dismiss you without notice in cases of
serious breach of the terms of your employment, gross misconduct or gross
negligence by you.

Confidentiality:
All information regarding the employer, the employer’s family and the
employer’s domestic or personal circumstances is strictly confidential and
cannot be discussed with a third party without the Employer’s specific
permission, or in an emergency situation.

You must not remove any documents, tangible items, or property which
belongs to the employer, the employer’s family or which contain any confidential
information from your place of work at any time without proper advance
authorisation.

You must return to the employer or the employer’s family, upon request and, in
any event, upon the termination of your employment, all documents and
tangible items which belong to the employer or the employers family or which
contain or refer to any confidential information and which are in your possession
or under your control.

You must, if requested by the employer or the employer’s family, delete all
confidential information from any re-usable material and destroy all other
documents and tangible items which contain or refer to any confidential
information and which are in your possession or under your control.

Data Protection
The employer will hold personal information about you as personnel records.
The employer will abide by the Data Protection Act 1998 and disclose this
information only to the relevant third parties e.g. HM Revenue and Customs.

Your signature on this contract shows your consent to the holding and use of
such data by the employer.

Right to Request Flexible Working

If you have worked for the employer for a minimum of 26 weeks you can request
a change in:

The hours you are required to work;

  The times you are required to work;
Where between the home and a place of business of the employer, they

are required to work;

The employee must make the request in writing and a meeting will then be held
within 28 days of the application being made. Only one request per employee
for a change in flexible working can be made in any one 12 month period.

A decision, in writing, will then be provided to the employee 14 days after the
initial meeting and will include a right to appeal if the request is refused. If the
request is agreed then it is a change in the terms of the contract of employment
and is binding. Unless initially agreed by the employer, the employee does not
have the right to return to their previous contracted hours and days of work.

The employer can refuse a request on the following grounds:

Burden of additional costs

Detrimental effect on ability to meet customer demand

Inability to re-organise work among existing staff

Inability to recruit additional staff

Detrimental impact on quality and performance

Insufficiency of work during the periods the employee proposes to work; or

Planned structural changes

The employee is entitled to appeal within 14 days after the date on which the
notice of decision was given.

An appeal meeting must be held within 14 days of the employee’s appeal, with
the decision on the appeal to be given in writing and dated within 14 days after
the appeal meeting.

Trade Union
You have the right to join a trade union and to participate in its activities.

Trade Union Learning Representatives are entitled to time off to ensure that
they are adequately trained to carry out their duties.

Family Friendly Measures

It is the responsibility of female employees to notify their employer, in writing,
as soon as they know that they are pregnant in order to comply with Health
and Safety legislation. The employer will conduct a New and Expectant
Mothers Risk Assessment as soon as is reasonably possible and then at
regular intervals throughout the pregnancy.
If you or your partner become pregnant and you have any questions relating
to the Family Friendly Measures, you should contact your employer.

Maternity Leave - Female employees have the following rights in accordance

with current employment legislation:
Time off work for antenatal care.
Statutory Maternity Pay.
Statutory Maternity Leave.
The right to return to work.
Flexible Parental Leave.
Protection against unfair treatment, discrimination or dismissal.

Paternity Leave – fathers have the following rights in accordance with the
regulations in effect from April

One or Two weeks’ paid Statutory Paternity Leave.

Additional Paternity Leave.

Shared parental leave.

Time off to accompany partner (or surrogate mother) to 2 antenatal

appointments.

Parental Leave - In accordance with current employment legislation, if an

employee has completed one year's service with an employer, they are
entitled to 18 weeks unpaid parental leave for each child born or adopted. The
leave can start once the child is born or placed for adoption, or as soon as the
employee has completed a year's service, whichever is later. Employees can
take it at any time up to the child's 18th birthday.

A request should be made to an employer giving 21 days’ notice of the start

date of the parental leave, the employer may ask for this to be in writing. As
long as the employee qualifies for parental leave and gives the employer the
correct notice the employee should be able to take parental leave at any time.

To take parental leave straight after the birth or adoption of a child, an

employee should give notice 21 days before the beginning of the expected
week of childbirth or placement. In cases where this may not be possible they
should give notice to the employer as soon as possible. For example, if a child
is born prematurely or where less than 21 days’ notice is given that a child is
to be placed with you for adoption.

Parental leave should be taken in blocks of a week or multiples of a week, and

should not be taken as "odd" days off. Employees cannot take off more than
four week during a year. A week is based on an employees working pattern.
An employee will remain employed while on parental leave and some terms of
your contract, such as contractual notice and redundancy terms, still apply. An
employee’s employment rights are still protected during parental leave.

An employee may be eligible for shared parental leave in line with current
legislation.

Time Off for Dependents - An employee is entitled to a reasonable

amount of time off to take action necessary:

▪To provide assistance when a dependant falls ill, gives birth or is injured;
▪To make arrangements for the provision of care for a dependant who is ill
or injured;
▪On the death of a dependant;
▪Because of the unexpected disruption of arrangements for the care of a
dependant; or
▪To deal with an incident involving a child of the employee occurring
unexpectedly while an educational establishment is responsible for the
child.

Compassionate Leave – the employer may in appropriate circumstances

grant compassionate leave at their discretion.

Leave for Public Duties

You are entitled to take time off work for public duties including jury service.
You will be paid for this time off. You must notify the employer prior to
accepting an appointment to determine whether a reasonable allocation of
time off can be agreed.

Grievance procedure:
If you have any grievance relating to your employment, you should proceed in
accordance with the procedures set out below:

▪Put the grievance in writing and send it to your employer. If your grievance
is about your employer you should write to THOMAS USSOL
▪You will then be invited to a meeting to discuss your grievance. This will
not take place unless you have informed your employer or the nominated
person what the basis for your grievance was when you put it in writing
and if the employer or nominated person has not had a reasonable
opportunity to consider their response. You must take all reasonable
steps to attend the meeting and have the right to be accompanied.
 ▪After
the meeting the employer will inform you of the decision in response
to your grievance and notify you of your right to appeal if you are not
satisfied with the decision.

Disciplinary procedures:
Minor problems will be dealt with and resolved informally.

In cases of more serious problems, depending on the seriousness of the

breach of terms and conditions of contract or conduct and performances of
your duties, disciplinary actions may include the following:

Verbal and Written Warnings

▪A verbal warning which will be confirmed to you in writing and recorded in
your personnel file for a period of (six months)
▪A first written warning, which will be confirmed to you in writing and
recorded in you personnel file for a period of(12 months ).
▪A final warning which would be confirmed to you in writing advising that
further misconduct could lead to dismissal and recorded in your
personnel file for a period of (12 months).
▪Dismissal could result if you continue to fail to meet the standards required
of you. You will be provided with written reasons for dismissal which will
also inform you of your right to appeal.

Disciplinary Meetings & Hearings

Step 1: Statement of grounds for action and invitation to meeting

The employer will set out in writing your alleged conduct or characteristics or
other circumstances which lead them to contemplate dismissing or taking
disciplinary action against you. You will receive a copy of the statement and
invite you to attend a meeting to discuss the matter.
Step 2: Meeting
▪The meeting must not take place unless you have been informed what the
basis was for including it in the statement (referred to at Step 1) and the
ground or grounds given in it, and you have had a reasonable opportunity
to consider your response to that information
▪You must take all reasonable steps to attend the meetingand have the
right to be accompanied. After the meeting the employer will inform you of
the decision and notify you of your right to appeal against the decision if
you are not satisfied with it.

Step 3: Appeal
▪If you wish to appeal you must write to your employer stating why you wish
to appeal.
 ▪You will then be invited to another meeting to discuss your appeal as soon
as possible and is possible it should be dealt with by someone who hasn’t
already been involved with your disciplinary action.
▪You must take all reasonable steps to attend the meetingand you have the
right to be accompanied at the meeting.
▪Your employer will write to you after the appeal meeting to inform you of
their final decision.

Gross Misconduct:
In case of gross misconduct there will be no period of notice given. If you are
in your probationary period or first year of employment, only one warning is
required before dismissal.

The following is a non-exhaustive list of examples which are normally

regarded as gross misconduct:

▪Theft, fraud, deliberate falsification of records

▪Fighting, assault on another person
▪Deliberate damage to the employers or employers family property
▪Serious incapacity through alcohol or being under the influence of illegal
drugs
▪Serious negligence which causes unacceptable loss, damage or injury
▪Refusal to carry out duties or reasonable instructions
▪Wilful or reckless failure to follow the employer’s safety rules.

If, following investigation and after a full disciplinary meeting, the employer is
satisfied that there has been gross misconduct, the outcome will normally be
summary dismissal without notice or payment in lieu of notice.

Personal Details
At the commencement of your employment you will have provided us with
various personal details. You must notify the employer immediately of any
change to your personal details, for example name, address or telephone
number.

It is in your interest to notify the employer of any such changes. The employer
will not be held responsible for any issues arising out of your failure to notify
changes in your personal details.

Changes in your Terms of Employment

You will be notified of minor changes of detail by way of a general notice and
any such changes take effect from the date of the notice.
You will normally be given notice of any such change in line with statutory
notice periods which may be given by way of an individual notice. Such
changes will be deemed to be accepted unless you notify the employer of any
objection writing before the expiry of the notice period.

I agree to the terms and conditions of this contract of employment and

understand that any breach of these conditions may result in the termination
of my employment.

Signed (Employee) _______________________________ Date

________________

Signed (Employer) ___________________ Date 22/01/24