Summary of Conditions for Casual Worker
The conditions of service summarised below apply to all casual workers engaged on a short term basis with the University.
This is not an employment contract and it does not give you any employment rights, other than those to which workers are entitled. You will not be our employee.
This contract is also your written statement of particulars under section 1 of the Employment Rights Act 1996.
Ongoing right to work in the United Kingdom (UK)
Your engagement is subject to your right to work in the UK. If you are unable to evidence this right or lose it for any reason, you will be unable to continue in your role and your engagement with the University will come to an end immediately.
Place of work
Your place of work will be 91¿´Æ¬, Edinburgh (Musselburgh) campus or any such other place of business as the University shall reasonably require.
Probation
Your engagement is for a limited period so is not subject to a probationary review period.
Hours of work
The standard working week for full time staff is 35 hours. Your specific hours of work and duration of work will be agreed by you and your Engager before you start work. The University is under no obligation to offer you additional hours and you are under no obligation to accept any hours which may be offered. If you are offered and accept more hours you will be entitled to be paid for all hours worked.
Job details
Your duties will be as agreed with your Engager and you will report directly to them.
Pay
You will be informed of your rate of pay before you start work.
Payments are normally made on the 25th of each month. Payment for hours worked will be made on the next available payroll date following receipt of correct completed and authorised paperwork. Payroll cut off dates are published on the casual worker website for your information.
We will make all necessary deductions from payments made to you as required by law (including where applicable income tax and national insurance contributions).
We will reimburse any expenses you reasonably incur in carrying out your duties during an assignment in accordance with our expenses policy.
Deductions
We may deduct from your pay, or any other payments due from us to you, any amounts that you owe us at any time including, for example, any overpayments, outstanding loans, advances, repayable expenses, excess holiday pay, pension contributions or other benefits.
Holiday pay
Each time you are paid for the hours that you have worked, you will receive an additional sum which ensures you receive the right amount of statutory holiday pay.Ìý
For Professional Services Casual workers holiday pay will equal 12.5% of your pay for the hours paid. For Academic Casual workers this will equate to 14.6% of your pay for the hours paid to you.
Notice
If you do not wish to be considered for further casual work you should let your Engager know at the earliest opportunity.
We may terminate your engagement with immediate effect in the event that you are found to have committed an offence considered to be serious misconduct.
Training
Your Engager will let you know what training the University will provide and you must complete to fulfil your role. This may include compulsory on-line learning modules as well as face-to-face training courses and workshops.
You should also take time to familiarise yourself with the training you need to undertake to comply with the University’s policies.
Sick leave and pay
You must let your Engager know if you are unable to attend work due to sickness or injury. There will not be payment for your assignment if this is not fulfilled.
You will not be entitled to occupational sick pay but you may be entitled to statutory sick pay or other statutory benefits if you meet certain earnings and other requirements.
.
Pensions
You will not be automatically enrolled in a pension scheme due to the length of time you will be working with us. However, if you wish, you may join the relevant pension scheme at any time if you meet the eligibility criteria. If you want to join the pension scheme you should contact the payroll to find out more.
If your situation changes and you are engaged to work continuously for three months or more with the University, the payroll will assess your eligibility for automatic enrolment into a pension scheme at that time.
Confidentiality
You must not disclose any information of a confidential nature regarding the University’s activities, its staff and/or students or associated third parties, during or after your engagement with us. Any disclosure of confidential information which falls outside the proper course of your assignment will be treated as a serious disciplinary offence.
Data Protection
You are required to comply with the University’s Data Protection Policy.
Information Technology and Information Security
You are required to comply with the University’s policies and guidance on the use of its computing and network facilities and information security which can be found in our Acceptable use of IT Policy. Failure to comply may lead to the termination of your engagement with us.
Health and Safety
You are required to comply with our Health and Safety Policy.
Please ensure that you have read and understood the Casual Worker Health and Safety Induction document.
Disciplinary and Grievance rules
You are expected to behave and interact appropriately with all colleagues, students and contacts. You should also be treated with dignity and respect by those you work with at the University. Should your behaviour not meet the required standards while you are working with us we will manage your conduct as a minimum, in line with the ACAS code of practice on disciplinary and grievance procedures.
Should you have a concern or complaint about your treatment at work you should raise this with your Engager and it will be dealt with as a minimum, in line with the ACAS code of practice on disciplinary and grievance procedures.
Ìý
Dignity at Work
91¿´Æ¬ is wholeheartedly committed to fostering an inclusive culture which is free from discrimination, harassment and bullying. We strive to promote equality of opportunity for all, value difference and create a working, learning and social environment in which the rights and dignity of all those who are part of 91¿´Æ¬ are both considered and respected.
Should you have any concerns, wish to report an incident, or require support in any matter relating to discrimination, harassment, or bullying at 91¿´Æ¬ please speak with your Engager or a member of the HR team. You can also access details of support and report an incident (including anonymously) using our Report and Support Platform.
Human Resources
2024
