Language
  • English (UK)
  • Terms of Contract Amendment

    To work alongside the Original Main Terms of Contract
  • Rockstar Bakers

    14 Boughton Road, Thamesmead Business Park, London, SE28 0AG


    employs

    Florin Diaconu

    Your employment contract is amended from 9th May 2022.  Your employment continues without break from your previous contract

    JOB TITLE    

    You are employed as a Head Pastry Chef, your duties will be as advised by the Directors.  Your duties may be modified from time to time to suit the needs of the business.

    PLACE OF WORK

    You will normally be required to work at/from 14 Boughton Road, Thamesmead Business Park, London SE28 0AG.  You may be required to work at other sites owned by the company if needed.  You will not be required to work outside the United Kingdom.

    HOURS OF WORK

    Your hours of work are variable each week, actual days and start/finish times will be variable and in accordance with the rota. You are expected to work 40 hours per week. When required, breaks are in line with current Working Time Regulations. Your breaks are not included within your 40 hours.  You need to clock in at the start and finish of your shift.  

    REMUNERATION

    Your wage will be £36,000 per annum.  Your wages will be payable fortnightly by credit transfer as detailed on your pay statement.  If you work any extra hours over 40 hours in a week, this needs to be pre-approved by a Director, or balanced out in the following weeks if possible. Any agreed extra hours worked will be paid at £17.30 per hour.

    ANNUAL LEAVE AND PUBLIC/BANK HOLIDAYS

    Your holiday year begins on 1st April and ends on 31st March each year, during which you will receive a paid holiday entitlement of 28 days inclusive of public/bank holidays if you work full time.  Holidays do not roll over past 31st March each year and they need to be taken otherwise they will be lost. Any holidays requested need to be booked with us a month in advance, Please note that we are open throughout the Christmas period. Only shutting on 24th, 25th, 26th and 31st December.  A maximum of 2 weeks holiday can be taken at any one time, unless agreed by a Director. 

    In the event of termination of employment, holiday entitlement will be calculated as 1/12th of the annual entitlement for each completed month of service during that holiday year and any holidays accrued but not taken will be paid for. However, in the event of you having taken any holidays in the current holiday year, which have not been accrued pro-rata, then the appropriate payments will be deducted from your final pay.  

    SICKNESS PAY AND CONDITIONS

    There is no contractual sickness/injury payments scheme in addition to SSP.  Any days taken off as sick will be unpaid. If a sickness continues for more than 3 days, then SSP will be paid according to the government guidelines.

  • CAPABILITY AND DISCIPLINARY PROCEDURES

     

    Should you be dissatisfied with any decision to take action or dismiss you on capability/disciplinary grounds, you should apply, either verbally or in writing, to the Director within five working days of the decision you are complaining against. 

    GRIEVANCE PROCEDURE

    Should you feel aggrieved at any matter relating to your employment, you should raise the grievance with the Director either verbally or in writing.  

    NOTICE OF TERMINATION TO BE GIVEN BY EMPLOYER & EMPLOYEE

    Under 1 month’s service – 1 week (unless in probationary period).

    1 month up to 3 month’s - 2 weeks.

    3 month’s but less than 5 years’ service - 1 month.

    5 years’ service or more - 2 months

    Failure to work your full notice period as specified as above, will result is a sum equivalent to your unworked notice being deducted.  In addition, any holiday pay still owed will be forfeited. You will have a probationary period for the first month where immediate notice can be given at any time by the employer if the position is not working out.

    PAY IN LIEU OF NOTICE

    We reserve the contractual right to give pay in lieu of all or any part of the above notice by either party.

    PENSION AND PENSION SCHEME

    We operate a contributory pension scheme to which you will be auto-enrolled into (subject to the conditions of the scheme). Further details are available from the Director.

     

    I acknowledge receipt of this statement and agree that, for the purpose of the Working Time Regulations, any applicable entitlements and provisions constitute a Relevant Agreement. 

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  • DEDUCTIONS FROM PAY AGREEMENT

     1) If you are overpaid for any reason, the total amount of the overpayment will normally be deducted from your next payment but if this would cause hardship, arrangements may be made for the overpayment to be recovered over a longer period.

    2) A minimum of 30 minutes break must be taken during a shift which is longer than 4 hours. This break time will be deducted from your hours worked each day. Please make sure you take ample breaks throughout each shift. 

    3) If you arrive for work more than one hour late without having previously notified us, other arrangements may have been made to cover your duties and you may be sent off the premises for the remainder of the shift/day without pay.

    4) Lateness or absence may result in disciplinary action and/or loss of appropriate payment.

    5) If there is a temporary shortage of work for any reason, we will try to maintain your continuity of employment even if this necessitates placing you on short time working, or alternatively, lay off. If you are placed on short time working, your pay will be reduced according to time actually worked. If you are placed on lay off, you will receive no pay other than statutory guarantee pay. 

    6) The Company provides the tools necessary to carry out your duties. You should keep these in good repair and take all reasonable steps to ensure that they are secure at all times. You must report any lost, damaged or mislaid tools to a Director. You must return all Company tools upon termination of employment by either party. Failure to return tools, or any loss or damage suffered as a result of your negligence, will result in a deduction to cover the cost of the tools being made from monies due to you.

    7) Any damage to stock or property (including non-statutory safety equipment) that is the result of your carelessness, negligence or deliberate vandalism will render you liable to pay the full or part of the cost of repair or replacement.

      Any loss to us that is the result of your failure to observe rules, procedures or instruction, or is as a result of your negligent behaviour or your unsatisfactory standards of work will render you liable to reimburse to us the full or part of the cost of the loss.

     In the event of failure to pay, such costs will be deducted from your pay.

    8) If you arrive for work and, in our opinion, you are not fit to work, we reserve the right to exercise our duty of care if we believe that you may not be able to undertake your duties in a safe manner or may pose a safety risk to others, and send you away for the remainder of the day with or without pay and, dependent on the circumstances, you may be liable to disciplinary action.

    9) If you terminate your employment without giving or working the required period of notice, as indicated in your individual statement of main terms of employment, you will have an amount equal to any additional cost of covering your duties during the notice period not worked deducted from any termination pay due to you.  You will also forfeit any contractual accrued holiday pay due to you over and above your statutory holiday pay, if you fail to give or work the required period of notice.

    10) On the termination of your employment you must return all our property which is in your possession or for which you have responsibility, these included any keys provided.  Failure to return such items will result in the cost of the items (or costs of replacing these items) being deducted from any monies outstanding to you.  

    11) On the termination of your employment you must return all items of your uniform to us if any were provided. Failure to return such items will result in the cost of the items being deducted from any monies outstanding to you. 

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  • THE 48 HOUR OPT OUT AGREEMENT   

     

    This Agreement is made between

    Rockstar Bakers 

    (“the Company”)

    and

      Florin Diaconu

    (“the Worker”)

     

    48 hour maximum average working week

    The Working Time Regulations 1998 provide that the average working week, including overtime, shall not exceed 48 hours.  The Company and the Worker agree that this limit shall not apply to the Worker. This Agreement will remain in force indefinitely.  The Worker, or the Company, may terminate this Agreement at any time by giving not less than three months’ written notice to the other.

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