You may be offered an opportunity to work within an Environment or establishment where you come into contact with children or other vulnerable groups, or your professional occupation may fall within certain expected categories where this is likely to apply, the Rehabilitation of Offenders Act 1974 (exceptions) order 1975 requires us to ask you for additional information. A criminal check from the Criminal Records Bureau may be required when this type of work is sought. Do you have any previous convictions, whether or not they are ‘spent’ within the Act, including any cautions, reprimands, final warnings, bind-overs or any convictions from overseas edit this text...
I certify that the foregoing particulars are correct and accept that previous employers may be contacted for a reference. I understand that if any information I have given or give in the future, regarding statements of skill, experience and employment, if false or misleading may result in termination of the agreement. The company reserves the right to keep personal information on all registrations and provides such information only in a need to know basis. I consent that information given here may be used from time to time for H&S and security or statistical purposes, or to comply with CDM Regulations and other statutory requirements. By accepting an offer to work, I agree to the company retaining such information, which can include health and sickness information, ethnic origin, trade union memberships and disciplinary matters. I can request access to my records once a year and, if necessary, require corrections should details be faulty. I am willing to produce if required, at my own expense a statement by a qualified Medical Practitioner confirming that I am fit to work in the construction industry. I agree to undergo a medical examination at any time at the request of the Company (at its expense) by my own doctor or by a Medical Practitioner appointed by the Company. If your medical circumstances change, you must inform the company.
I accept and agree that there may be periods when no work is available and there is no obligation on Reachout Recruit to find work for me or for me to accept work offered. I have openly disclosed that I am registered with other agents and accept other work from time to time.
If at any time I take on additional work outside of my agreement with Reachout Recruit that would result in breaching the working rule agreement, I will inform Reachout Recruit immediately
Reachout Recruit values focus on people and the role of work in their lives. We are committed to ensuring our employees are safe, and without threat of injury or risk to health whilst at work. To minimise the possibility of aggravation, acceleration, exacerbation or deterioration of any previous or existing medical or physical issues or conditions whilst performing work for our clients, please take the time to carefully read and complete this area. Answering the following questions will enable Reachout Recruit to determine which assignments you will be able to perform satisfactorily with minimal risk to your workplace health and safety.
Reachout Recruit has a duty of care to ensure all employees are safe and healthy at work at all times. To achieve this Reachout Recruit is committed to ensuring that the correct medical treatment is provided to you should a medical emergency occur. To assist us in the provision of care should the need arise; we request that you advise us of any medical condition that may require us to provide specific instructions to our clients in case of an emergency. Medical conditions that may require immediate medical treatment include asthma, insulin dependent diabetes, epilepsy or other concerning illnesses affecting behavior or cognitive health.
Candidate Health Declaration
I hereby acknowledge that I have no existing Medical or Physical condition that may re-occur, aggravate, accelerate, exacerbate or deteriorate whilst performing such work.
This statement is issued by Reachout Recruit Ltd, 47-50 Margaret St, London, W1W 8SD in Accordance with the Employment Rights Act 1996. You will be notified in writing within one month of any change.
WORKING TIME REGULATIONS 1998
AGREEMENT TO EXCLUDE THE MAXIMUM WEEKLY WORKING TIME LIMIT
RESTRICTIONS The Working Time Regulations 1998 (as amended), effective from 1 October 1998, state that the Temporary workers average working time shall not exceed 48 hours per week on average over a 17 week period (or other reference period as agreed), unless the worker agrees in writing that the limit shall not apply in his/her case.
CONSENT The Temporary worker has indicated an agreement to work in excess of an average of 48 hours per week.
The company is required to retain this form to allow for inspection by the enforcing authority. THE LAW
These Terms are governed by the law of England & Wales and are subject to the exclusive jurisdiction of the Courts of England & Wales
CONSENT The GDPR is Europe's new framework for data protection laws – it replaces the previous 1995 data protection directive, which current UK law is based upon.The General Data Protection Regulation (GDPR) (EU) 2016/679 is a regulation in EU law on data protection and privacy for all individuals within the European Union. It also addresses the export of personal data outside the EU.
I agree to work when necessary, in excess of 48 hours per week. I understand that I may terminate this agreement at any time subject to giving 7 days notice in writing. I also agree to Reachout Recruit’s GDPR policy which I read upon registering.