Professional Documents
Culture Documents
6
6
Place of work: Unless otherwise instructed you will report to work daily at TSBC Farm. You may at any
time be required to work on any other farm, land or site occupied by The Summer Berry Company at
that time.
Type of work: Soft Fruit Picking, Packing and Planting. You will be working here as a casual worker for
harvest and, for reasons of crop, weather and customer demand, work cannot be promised at any
time.
Hours worked: Crop dependant. For reasons of crop, weather and customer demand, work cannot be
promised at any time. Your hours of work will vary but we anticipate they will average 48 hours in a
week. It is a condition of your employment that you work flexibly in accordance with the working
arrangements we operate. It is a term of this contract that there may be periods when no work is
available for you. We do not promise any work under this contract or to provide any minimum number
of hours work in any day or week. You shall be available to work when requested unless otherwise
agreed in advance with us. Repeated non-availability for work unless through reported sickness or prior
agreement is likely to be considered good reason to undertake disciplinary action. From time to time,
you may be requested to work overtime hours in addition to normal working hours and it is hoped that
you will co-operate with any reasonably convenient request. Such hours will be treated as voluntary
overtime and you will be entitled to paid overtime for any such additional hours worked. Overtime will
be paid for work over 64 hours per week of £1.04 per hour. Such excessive hours will be only requested
in exceptional circumstances and only with your consent to work them. The farm usually works six days
a week, crop, weather and customer demand permitting. Due to the nature of your role, there are no
set or standard hours of work for you. You are not guaranteed a minimum number of hours of work
each week and in a particular week you may receive no work at all from The Summer Berry Company.
If salaried, your hours of work are as dictated by the requirements of our business at differing times of
the year in the discretion of us. Both short term work and lay-off can be required under this contract.
You may be requested under this contract to work on Public Holidays at the discretion of the company.
Hours of work may be subject to alteration at the discretion of us at different times of the year with prior
notice. Whilst the nature of your work requires flexibility- morning, lunch and afternoon. We do not pay
wages during breaks such as mealtimes.
Pay and Minimum Wage: Your pay will be calculated on the basis of the “Timework plus”, Piece rate or
Hourly rate of £10.42 with adjustment if necessary to ensure you achieve a minimum of £10.42 per hour.
More details about your entitlement to National Minimum Wage can be found at https://www.gov.uk/
national-minimum-wage-rates. We do not pay wages during breaks such as meals. The minimum
entitlement is for at least 20 minutes break every 6 hours although we aim to provide more frequent
breaks. Much work will be done on Piece Work based on your own individual production. Your Minimum
Earnings Calculation will include overtime which will be calculated at a rate of 1.10 on the basic
minimum rate of £10.42 per hour for those hours worked over 64 hours in a working week. Detailed
information on the rates of pay calculation and minimum wage and holiday pay entitlement can be
found in the staff induction booklet.
Pay Day: You are employed on hourly basis and paid weekly at the completion of the pay week, on
Friday directly to your Bank Account. You will have to set up a UK Bank Account upon arrival and before
you are allowed to work. The Farm will assist you in this process.
Payment: Payment is made through MyPay’s online payslip system for all weekly paid staff. The
Thursday following the Pay Week you will be issued an electronic payslip for each week that you work.
You will also get a detailed earnings report showing the hours worked; the hourly rate of pay; the
predicted holiday pay amount and the resultant legal wage to which you are entitled. It will also show
any additional monies you have earned as a result of any piece work rate set during the week. The
payslip will detail any accommodation or other deductions made. Payment will be made by direct
transfer to your nominated Bank Account on Friday following the Pay Week. In the event that a Bank
account has not been nominated, The Summer Berry Company will hold payments due until a bank
account is provided. The Summer Berry Company will assist you with the opening of a UK bank
account. The Summer Berry Company will not make cash payments or advances in lieu of pay.
Payslips and Breakdown Sheets: To process your work in the field, your Team Leader scans your work
using an electronic device through a system called Harvest Manager. MyPay is online payslip system for
all weekly paid staff which allows us to produce ‘electronic payslips, electronic breakdown slips and
electronic P45s’.
Tax: All employees are subject to UK income tax. The Summer Berry Company will not process Tax
rebates due to employees.
Holiday Pay: Holiday entitlement is payable in accordance with National Law, based on an entitlement
of 5.6 weeks pro rata per annum and upon the Working Time Regulations 1998 (as amended) and
calculated accordingly. A week’s holiday pay is the average pay received over the preceding 52
weeks. Any week for which no pay was due would be replaced by the last previous week for which
pay was due. Holiday Pay will be paid on notification of Holiday absence or on Cessation of
Employment. The holiday year runs from the 1st of January to the 31st of December.
Cessation of Employment: If this is your first contract of employment with The Summer Berry Company,
you are entitled to receive and must give one day’s notice during the first month of your employment.
From the second month of employment and thereafter you are entitled to receive and must give one
week’s notice.
Employees returning to The Summer Berry Company after their first contract are entitled to receive and
must give one week’s notice. Unless otherwise notified, The Summer Berry Company will deem an
employee to have left its employment if for two consecutive pay weeks, no work has been recorded
Harvest and other work: Rates vary according to crop and weather conditions and may change daily.
There is no variation in rates between foreign and British students / workers. You must work to the
required quality specifications. Workers who meet the targets at the right quality will be entitled to
additional pay.
Accommodation: Accommodation is offered by The Summer Berry Company and further details of the
cost and terms are set out in the ‘Licence to Occupy’ agreement. Providing such accommodation is
one benefit which supports you in the proper completion of your duties. You will share the
accommodation with others. Employees are required to depart The Summer Berry Company
accommodation within two days following their final working day or as otherwise agreed by the People
& Culture Department. Further details can be found within the ‘Licence to Occupy’ agreement.
Please note: Work cannot be guaranteed - unusual weather conditions do occur and the harvest can
be either early or late and of a different duration to what has been anticipated. Piece work rates
fluctuate according to the crop and its condition and to the season. Variation in earnings should be
expected, and your expectations of earnings in the UK should be realistic. We can accept no
responsibility for your personal possessions.
Equal Opportunities: We are totally committed to and operate an equal opportunities policy within our
employment regime. The company is supportive of workers’ rights to freedom of association and
collective bargain.
Grievance and Disciplinary Procedures: Where practical and possible, we will follow the disciplinary
procedures contained in the Grievance and Disciplinary Procedures copies of which are readily
available on request from the Farm office and you are strongly advised to read. These procedures will
not at any time form part of your particulars of employment.
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If you wish to raise any grievance relating to your employment please provide a written explanation
stating the nature of the grievance to the Line Manager and thereafter you should follow in full the
procedures laid out in the Grievance and Disciplinary Procedures none of which form part of your
Particulars of Employment.
Pension: Under the Pensions Act 2008, every employer in the UK must put certain staff into a pension
scheme and contribute towards it. This is called 'automatic enrolment'. The Summer Berry Company
operates a pension scheme called NEST. Twelve weeks after you join us, if you meet the eligibility
criteria, The Summer Berry Company, will ‘Auto Enrol’ you into NEST. The criteria is that you must be at
least 22 years of age but under State Pension Age, and earn above the weekly threshold rate of
£192.00 per week.
We will be giving all staff the opportunity to attend presentations during which we will give you more
information about the scheme, who will be ‘Automatically’ enrolled in the future, how much you will
need to contribute and how much The Summer Berry Company will pay into your personal pension.
When the presentations are given, please ensure that you attend as it will affect you personally and we
want to ensure that you have as much information as possible so that you can make an informed
choice. Office Administrators will let you know the dates and times of the presentations for you to
attend.
Collective Agreement: The Summer Berry Company has entered into a collective agreement relative to
your employment relating to the working hours.
Sickness Policy: If you fall ill or suffer an accident, you must report it to your Manager/Team
Coordinator and we will administer first aid or seek medical attention as appropriate. Your entitlement
to wages during sickness or injury is confined to the provisions of the National Statutory Sick Pay
Scheme. Your qualifying days under these schemes are your normal working days. When you are
prevented from coming to work because of sickness or injury you should advise the office in person, by
telephone or if this is not possible then in writing, to arrive in the office as soon as possible after the
absence has commenced. We shall require you to provide a self-certification form to cover the first 7
days of your absence and thereafter we shall require a Doctors Certificate in writing. For food hygiene
and health and safety reasons you must not work with a contagious condition.
Health and Safety: The farm will take precaution to provide a safe environment to work. You, yourself,
whilst working on the farm, have an equal obligation to take all responsible steps to safeguard yourself
and everyone else on the farm. You will see that certain tasks are specifically banned without the
express permission of the Manager and also without specialist training. Farms can be dangerous places
and these conditions will be specifically discussed with you if you work here. If you suffer an accident at
work, you must report it to your Manager/Team Coordinator, and we will administer first aid or seek
medical attention as appropriate. For food hygiene and health and safety reasons you must not work
with a contagious condition.
Harassment: Of any sort in relation to any protected characteristics (sex, race, age, disability, sexual
orientation, religion or belief, gender reassignment) is quite unacceptable and employees will have the
support of us if they make it instantly clear to the perpetrator that the harassment of whatever nature
must not continue. We reserve the right to instantly dismiss in extreme cases of harassment or if
warnings go unheeded.
Dress Code/Protective Clothing: You will be expected to dress in accordance with any dress code that
THE SUMMER BERRY COMPANY may at any time issue as applicable to your work. You will be provided
with protective clothing and equipment as and when appropriate which must be worn and used as
instructed and subject to a reasonable standard of care at all times. If protective clothing is damaged
in any way it must be produced to us for inspection before replacement.
Mobile Phones: You are prohibited from using your own personal mobile phone during working hours,
whether to receive or send a call, without our permission or except in an emergency.
Cars: You should not bring a car on the farm when you arrive nor purchase one whilst on this farm,
without first consulting the Production Planning and Support Manager.
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Commitment: You will be expected to devote your entire time and attention in the best interests of our
business during your working hours. You must not work for another employer or carry out work on any
other basis during the period of this contract without the express permission of The Summer Berry
Company in writing.
Deductions from Pay: You agree that we may deduct from your wages any money for the cost of
damage you have done to our property, paid holidays taken in excess of your entitlement as at
termination, other overpayments of wages or expenses whether under this contract.
Адрес за посрещане: Groves Farm, Colworth, Chichester, West Sussex, PO20 2DX
Работно място: Освен ако не е указано друго, ще работите ежедневно в TSBC Farm. По всяко
време може да се наложи да работите във всяка друга ферма, земя или обект, на територията
на The Summer Berry Company по това време.
Вид работа: Бране, опаковане и засаждане на меки плодове. Тук ще работите като работник в
зависимост от културата, времето и търсенето от клиентите, работа не може да бъде обещана
по всяко време.
Ден на заплащане: Вие сте наети на почасово и ще бъдете възнаграждавани седмично в края на
седмицата, в петък директно към банковата ви сметка. Ще трябва да си откриете банкова
сметка в Обединеното кралство при пристигане и преди да започнете работа. Фермата ще ви
помогне в този процес.
Данъци: Всички служители подлежат на облагане с данък върху доходите във Великобритания. The
Summer Berry Company няма да обработва данъчни отстъпки, дължащи се на служители.
Прекратяване на заетостта: Ако това е първият ви трудов договор с The Summer Berry Company,
имате право да получите и трябва да дадете предизвестие от един ден през първия месец на
вашето назначение. От втория месец на назначението ви и след това имате право да получите и
трябва да дадете едноседмично предизвестие.
Служителите, които се завръщат в The Summer Berry Company след първия си договор, имат право
да получат и трябва да дадат едноседмично предизвестие. Освен ако не е съобщено друго, The
Summer Berry Company ще счита служител за напуснал работата си, ако за две последователни
седмици на заплащане не е отчел никаква работа.
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Равни възможности: Ние сме изцяло ангажирани и прилагаме политика на равни възможности в
рамките на нашия режим на заетост. Компанията подкрепя правата на работниците за свобода
на сдружаване и колективни трудови договори.
Ако искате да подадете жалба, свързана с вашата работа, моля, предоставете писмено
обяснение, в което да посочите естеството на жалбата, на мениджъра на линията и след това
трябва да следвате изцяло процедурите, изложени в „Жалби и дисциплинарни процедури“, нито
една от които не е част от вашия работен договор.
Пенсия: Съгласно Закона за пенсиите от 2008 г. всеки работодател във Великобритания трябва да
включи определен персонал в пенсионна схема и да допринася за това. Това се нарича
„автоматично записване“. The Summer Berry Company работи с пенсионна схема, наречена NEST.
Дванадесет седмици след като се присъедините към нас, ако отговаряте на критериите за
допустимост, The Summer Berry Company ще ви „регистрира автоматично“ в NEST. Критерият е, че
трябва да сте навършили 22 години, но под възрастта за държавна пенсия и да печелите над
седмичния праг от 192,00 паунда на седмица.
Колективен договор: The Summer Berry Company е сключила колективен договор, свързан с
вашата заетост, свързана с работното време.
Правила за болнични дни: Ако се разболеете или претърпите злополука, трябва да съобщите за
това на вашия мениджър/координатор на екип и ние ще ви окажем първа помощ или ще
потърсим медицинска помощ според случая. Правото ви на заплащане по време на болест или
нараняване е ограничено до разпоредбите на Националната схема за заплащане на болнично
осигуряване. Вашите дни, които отговарят на тези схеми са вашите нормални работни дни.
Когато не можете да дойдете на работа поради болест или нараняване, трябва да съобщите
това лично на офиса, по телефона или, ако е невъзможно, в последствие в писмена форма при
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Тормоз: От всякакъв вид във връзка с всички защитени характеристики (пол, раса, възраст,
увреждане, сексуална ориентация, религия или убеждения, смяна на пола) е изцяло неприемлив
и служителите ще получат нашата подкрепа от нас, ако незабавно изяснят на извършителя, че
тормозът от какъвто и да е характер не трябва да продължава. Запазваме си правото незабавно
да ви отстраним в екстремни случаи на тормоз или, ако предупрежденията останат
незабелязани.
Relating to a bed within a caravan/hostel at any location owned or operated by TSBC Farm (The Summer Berry
Company)
10 May 2023
THIS LICENCE TO OCCUPY is made on ………………………….
Licence Fee: £61.00 per week payable by a deduction made through TSBC payroll.
Property: a bed within the caravan/room in the hostel or caravan, together with the use of the fixtures, fittings
and effects in such caravan/room and all other rooms, halls, landings and passageways except other bedrooms
for common use within the hostel or caravan.
LICENCE
The Owner grants the Occupier permission to use the Property for residential purposes. Such permission:
The owner does not grant exclusive possession of the Property to the Occupier and the parties agree that no
tenancy is created by this licence.
1.1 Not damage the fixtures, fittings and effects in the Property; and to keep in good and complete repair order
and condition the interior of the Property and the painting papering and decorations thereof and the fixtures
fittings and effects and The Summer Berry Company reserves the right to charge for any damage caused by
the occupant.
1.3 Not impede the Owner or its employees or agents in the exercise of its rights of possession and control of the
Property.
1.4 Keep the Property clean and tidy; not to keep any combustible or offensive goods, provisions or
materials upon the Property and not keep any animals on the Property.
1.5 Abide by local occupancy conditions advised and required to maintain and permit other occupants or
neighbours unhindered enjoyment of the property or facilities.
1.6 On the determination of this licence, leave the Property in a clean and tidy condition, free of the Occupier’s
goods; and not remove any fixtures, fittings or Owners property.
2. TERMS AND CONDITONS The Owner and the Occupier agree that:
2.1 The permission granted to the Occupier by this licence is to determine immediately on notice given by the
Owner to the Occupier and the Occupier shall only be liable for the payment of the Fee up to such
determination. Any payment made in respect of a period after the date of determination shall be repaid
immediately by the Owner;
2.2 Notice by the Occupier to end the licence to occupy must be received by the Owner or agent fourteen days
prior to cessation of the licence,
2.3 The Occupier must leave the accommodation no longer than 2 days after employment with the Owner has
ceased. In exceptional circumstances and at the Owner’s discretion, the Occupier may be given permission to
stay up to 7 days after work has ceased (normally in the quiet periods).
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2.4 Such determination shall affect neither the Owner’s other rights and remedies nor the Occupier’s liability in
relation to earlier breaches of the terms of this licence;
2.5 The benefit of this licence is personal to the Occupier and the permissions granted by it may only be exercised
by the Occupier;
2.6 The Owner gives no warranty that the Property is legally or physically fit for any purpose;
2.7 A person who is not party to this licence shall have no right under the Contracts (Rights of Third Parties) Act 1999
to enforce any term of this licence and that this clause does not affect any right or remedy of any person which
exists or is available otherwise than pursuant to that Act.
във връзка с легло в каравана/хостел на което и да е място, притежавано или експлоатирано от ферма
TSBC (The Summer Berry Company)
May 10 2023
НАСТОЯЩОТО ЛИЦЕНЗИОННО СПОРАЗУМЕНИЕ ЗА ПОЛЗВАНЕ е сключено на ………………………….
ПОДРОБНИ ДАННИ
Собственик: TSBC
Лицензионна такса: £61.00 паунда на седмица, платима чрез удръжка, направена чрез платежната
ведомост на TSBC.
ЛИЦЕНЗ
1.3 да не пречи на Собственика или на неговите служители или агенти да упражняват правата си на
владение и контрол върху Имота;
1.4 да поддържа Имота чист и подреден; да не съхранява никакви запалими или причиняващи вреди и
неудобство стоки, провизии или материали в Имота, както и да не държи никакви животни в Имота;
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1.5 да спазва местните условия за обитаване, препоръки и изисквания за поддръжка, както и да позволява на
другите наематели или съседи да ползват безпрепятствено Имота или оборудването;
1.6 при прекратяване на настоящото лицензионно споразумение да остави Имота в чисто и подредено
състояние, без вещи на Наемателя; и да не изнася никакво оборудване, обзавеждане и друго
имущество на Собствениците.
2.3 Наемателят е длъжен да напусне жилището не по-късно от 2 дни след прекратяване на трудовите
правоотношения със Собственика. При изключителни обстоятелства и по преценка на Собственика,
Наемателят може да получи разрешение да остане до 7 дни след прекратяване на работата
(обикновено в спокойни периоди без работа).
2.4 Такова прекратяване не засяга нито другите права и средства за защита на Собственика, нито
отговорността на Наемателя във връзка с предишни нарушения на условията на това лицензионно
споразумение;
2.5 Облагите от това лицензионно споразумение са лично за Наемателя и само Наемателят може да се
възползва от предоставените разрешения.
2.6 Собственикът не дава никаква гаранция, че Имотът е правно или физически годен за каквато и да е цел;
2.7 Лице, което не е страна по това лицензионно споразумение, няма право по силата на Закона за
договорите (права на трети лица) от 1999 г. да прилага което и да е условие на настоящото
лицензионното споразумение, но това не засяга нито едно право или средство за защита на трето лице,
което съществува или е предвидено другаде освен в този закон.
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The purpose of this policy is to ensure that employees’ use of either drugs or alcohol does not impair the
safe and efficient running of the organisation or result in risks to the health and safety of themselves,
other employees, customers and the general public.
The policy applies to all employees at all levels, including volunteers, management board. It also applies
to all contractors and agency staff working on company premises. This policy covers the misuse of
illegal drugs, misuse of alcohol, prescription drugs where the individual is dependent and there is a
consequent effect on their employment.
3. General principles (such as prevention, recognition, conduct versus capability and confidentiality):
For the safety of all Team Members and our customers we have a zero-tolerance policy on Drugs and
Alcohol.
The organisation however, treats drug and alcohol dependency as a health problem that requires
special treatment and help rather than as a disciplinary matter. It also recognises that early
identification is more likely to lead to successful treatment. The organisation promises to maintain the
strictest confidentiality when dealing with individuals, within the limits of what is practicable and within
the law.
When an employee admits to a drug or alcohol problem, current/relevant disciplinary proceedings will
be suspended, and the organisation will assist the employee in a successful rehabilitation.
Where an employee has been diagnosed as having a drug or alcohol problem, reasonable time off
with pay will be allowed for counselling.
If an employee has successfully completed a course of counselling or other treatment and later
relapses, the organisation will consider whether to permit another period of treatment or to invoke the
disciplinary procedure.
During the period of treatment, the occupational health staff will keep the manager up to date
regarding the employee’s progress, the likely return-to-work day and whether alternative employment
needs to be considered. After the return, the occupational health unit and the manager will jointly
review the employee’s progress.
If an employee’s work responsibilities are seen to be an obstacle to their recovery, then redeployment
will be considered.
4. Alcohol:
• Employees are responsible for maintaining sensible and safe drinking levels.
• Employees are not allowed to drink during working hours. This includes meal breaks and on-call
duties.
• No employee should report to duty within eight (8) hours of drinking alcohol.
• There will be no consumption of alcohol on company premises, other than at the sports and
social club and at special events, for example retirement parties and training events authorised
by the appropriate director.
• Permission must be sought by employees who are representing the company, while
entertaining clients with social drinking, whether this is during or outside of normal working hours.
• An alcohol-related incident will be reported to the police as necessary.
5. Drugs:
• No employee may possess, consume or provide drugs or alcohol while on duty (except
prescription drugs prescribed to the individual).
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6. Disciplinary action:
• Where disciplinary action is appropriate, but the employee concerned has a drug or alcohol
problem, this may be taken into account as a mitigating factor.
• Where employees refuse to accept that they have a problem with drugs or alcohol, or refuse
treatment or the treatment fails, disciplinary action will be taken, which could lead to dismissal.
• Where the employee admits to a drug and alcohol problem and this is affecting their job
performance, the organisation’s capability policy will be invoked.
• The following incidents are considered to be serious offences warranting dismissal subject to the
disciplinary procedure and a full investigation:
o possessing, using or selling illegal drugs in the workplace
o being convicted of any criminal offence connected with drugs, regardless of whether
the offence took place inside or outside the workplace.
When it’s suspected that an employee is storing illegal substances, and the employer wishes to search
their personal belongings, a clear framework is required to prevent possible allegations of assault,
intrusion into privacy, allegations of false findings and so on. Should another employee take possession
of an illegal substance, then they could be assumed as personally ‘in possession’ or have ‘intent to
supply’. As this is a complex area, it may be helpful to contact the police for information.
The company will have a designated and appropriately trained team of individuals who will be in
charge of searching the premises.
8. Managers’ responsibilities:
• Managers should be aware of the signs of drug or alcohol misuse, the effect on performance,
attendance and health, and take appropriate but sympathetic action.
• Managers are responsible for ensuring that visitors and contractors are made aware of the
terms of the policy.
• Managers are responsible for ensuring the overall safety and welfare of employees and others
they come into contact with.
• Managers should make sure that staff understand the policy and are aware of the rules and
consequences regarding the use of alcohol, drugs and other intoxicating substances.
• Managers should make sure that staff are aware of the support that is available to them should
they have a problem.
• Managers should monitor the performance, behaviour and attendance of employees as part
of the normal supervisory relationship.
• Managers should intervene at an early stage where changes in performance, behaviour,
sickness levels, attendance patterns are identified to establish whether alcohol or drug misuse is
an underlying cause.
• Managers should provide support and assistance, where appropriate and for a reasonable
period, to staff who are dependent upon intoxicating substances to help their recovery.
• Managers should instigate disciplinary measures where appropriate to do so.
• Managers are strongly recommended to seek advice from the HR department when substance
misuse is suspected and the above steps need to be taken.
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9. Employee responsibilities:
• Employees are responsible for familiarising themselves and ensuring adherence to the policy
and for reporting breaches of the policy.
• Employees are expected to co-operate with any support and assistance provided by the
council to address an alcohol or drug misuse problem.
• Employees should not ‘cover up’ for a colleague with an alcohol-or drug-related problem but
instead should encourage the individual to seek help.
• If an employee falsely reports that another employee is misusing, then the disciplinary process
will be invoked.
• Employees must report for work, and remain throughout the working day, in a fit and safe
condition to undertake their duties and not be under the influence of alcohol or drugs.
• Employees are expected to present a professional, courteous and efficient image to those with
whom they come into contact at all times and therefore have a responsibility to adopt a
responsible attitude towards drinking and taking prescribed and over-the-counter drugs.
• Employees who experience side effects as a result of taking prescribed or over-the-counter
medicines that impair their ability to perform their duties safely and satisfactorily must notify their
line manager immediately.
10. Testing
Testing will be carried out when there is cause to believe that an individual’s behaviour and/or
performance at work is impaired by drugs/alcohol, they may be required to undertake the
drug/alcohol testing procedure. Testing will only be carried out by a trained member of staff, with
approved and calibrated testing equipment only, or by an external, specialist company.
Testing will only be carried out by a trained member of staff, with approved and calibrated testing
equipment only.
In the event that an individual refuses to take a test, an initial discussion will be held with the individual
and their manager/supervisor to ascertain any reasons for non-compliance, and every effort will be
made to explain the procedure and address any concerns raised. If at the conclusion of the 15
minutes waiting period, the individual still refuses to take a test they will be asked to sign a declaration
indicating their refusal to comply with the procedure.
If it is confirmed that an individual has been dealing illegal drugs, or refuses to undertake a drug or
alcohol test, or to have the results disclosed to the company, the following action will be taken:
10.1.1 Employee - the issue will be referred to the relevant line manager who will decide the
appropriate course of action according to the circumstances and the information available.
This may result in the employee being dealt with in accordance with the Disciplinary Policy and
Procedure, in which case the employee could be suspended on full pay pending the
investigation process.
10.1.2 Contractor - the issue will be referred to the employing company to deal with in accordance
with their employment conditions and the terms of our procurement contract with them.
Employee - consideration will be given to the use of suspension with pay or temporary allocation of
suitable alternative work pending confirmation of the positive result, particularly if the individual
occupies a safety critical post. Pending a full investigation of the incident and the Disciplinary Policy
and Procedure may be invoked as appropriate.
Contractor - the individual concerned will be asked to leave site and the matter referred to the
employing company pending confirmation of the positive result.
The individual concerned will not be permitted to return to site and the issue will be referred to the
employing company to deal with in accordance with their employment conditions and the terms of
our procurement contract with them.
contract with them.
The company will, on a random basis, arrange for professional drugs detection services using highly
skilled and trained sniffer dogs and handlers. These will be organised at least twice a year without
previous notification to the employees. If the dog indicates the presence of illegal substances on the
person, a personal search will be conducted and if anything is found – this will be confiscated and the
person will undergo an investigation.
APPENDIX A – THE SUMMER BERRY COMPANY DRUG AND ALCHOL POLICY AND PROCEDURE
I confirm that I have read and understood the contents of the Summer Berry Co UK Drug and Alcohol
Policy and Procedure, and agree to be tested or have my belonging searched if required by an
authorised and trained member of staff if they suspect that I may be operating under the influence of
drugs and/or alcohol.
Overview
• Employees are responsible for maintaining sensible and safe drinking levels.
• Employees are not allowed to drink during working hours. This includes meal breaks and on-call
duties.
• No employee should report to duty within eight (8) hours of drinking alcohol.
• There will be no consumption of alcohol on company premises, other than at the sports and
social club and at special events, authorised by the appropriate director.
• An alcohol-related incident will be reported to the police as necessary.
• No employee may possess, consume or provide drugs or alcohol while on duty (except
prescription drugs prescribed to the individual).
• Drug possession or dealing will be reported to the police, without exception.
• No employee shall report for work while under the influence of drugs.
• Employees in safety-critical jobs who are found to be under the influence of illegal drugs will be
liable to dismissal, regardless of the circumstances.
• Employees on prescribed medication that may affect their ability to perform their duties must
notify the HR Department and their Line Manager before reporting for duty.
In the event that an individual refuse to take a test, an initial discussion will be held with the individual
and their manager/supervisor to ascertain any reasons for non-compliance, and every effort will be
made to explain the procedure and address any concerns raised.
Positive Results
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Consideration will be given to the use of suspension with pay or temporary allocation of suitable
alternative work pending confirmation of the positive result, particularly if the individual occupies a
safety critical post. Pending a full investigation of the incident and the Disciplinary Policy and
Procedure may be invoked as appropriate.
1. Цел на политиката:
2. Обхват на политиката:
4. Алкохол:
• Никой служител не трябва да се явява на работа в рамките на осем (8) часа след
употреба на алкохол.
• На територията на фирмата не се консумира алкохол, освен в спортния и социалния
клуб и при специални събития, например партита за пенсиониране и обучения,
разрешени от съответния директор.
• Служителите, които представляват фирмата, трябва да поискат разрешение да
предложат на клиентите си алкохол, независимо дали това се случва по време на
нормалното работно време или извън него.
• За инцидент, свързан с алкохол, ще бъде съобщено на полицията, ако е необходимо.
5. Наркотици:
• Никой служител няма право да притежава, употребява или предоставя наркотици или
алкохол по време на работа (с изключение на предписаните на лицето лекарства).
• Притежаването или продажбата на наркотици ще бъде докладвано на полицията, без
изключение.
• Никой служител няма право да се явява на работа под въздействието на наркотици.
• Служители на критични за безопасността длъжности, за които се установи, че са под
въздействието на незаконни наркотици, подлежат на уволнение, независимо от
обстоятелствата.
• Служителите, които приемат предписани лекарства, които могат да повлияят на
способността им да изпълняват задълженията си, трябва да уведомят отдел „Човешки
ресурси“ и прекия си ръководител, преди да се явят на работа.
6. Дисциплинарни мерки:
Фирмата разполага със специален и подходящо обучен екип от лица, които отговарят за
претърсването на помещенията.
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8. Отговорности на ръководителите:
9. Отговорности на служителите:
10. Тестване
Ако се потвърди, че дадено лице е търгувало с нелегални наркотици, или откаже да се подложи
на тест за наркотици или алкохол, или на фирмата бъдат предоставени положителни резултати
от тестването, ще бъдат предприети следните действия:
10.1.3 Служител – въпросът ще бъде отнесен до съответния пряк ръководител, който ще вземе
решение за подходящия начин на действие в зависимост от обстоятелствата и наличната
информация. Това може да доведе до третиране на служителя в съответствие с
дисциплинарната политика и процедура, като в този случай служителят може да бъде
временно отстранен от работа при пълно заплащане до приключване на процеса на
разследване.
да бъдат претърсени вещите ми, ако това бъде поискано от упълномощен и обучен член на
персонала при наличие на съмнение, че работя под въздействието на наркотици и/или алкохол.
Преглед
Be aware of where you are walking, either out in the field or in the Packhouse. Some field sites are naturally
uneven and often covered in ‘Mypex’.
• Do not run.
• Ensure you are wearing the correct footwear at all times.
• Only authorised staff are allowed to step over beds in fields.
• If you see a spillage, clean it up or make arrangements for it to be cleaned.
• Report any damaged floors or mats.
• Play your part and keep the workplace tidy.
• If you see items on the floor, where someone could trip over them, remove them or arrange for them to
be removed or for the situation to be made safe.
• If you are given PPE, wear it and look after it. Report any faults or damage to your line manager and
make arrangements for a replacement.
• If you have an accident or a near miss, make sure you report it to your line manager promptly.
• Think ‘SAFETY’ at all times.
Бъдете внимателни къде ходите, дори и да не сте на полето или в Packhouse (пакетажният цех).
Някои полета са доста неравни и често са покрити с ‘Mypex’.
• Не бягайте.
• Уверете се, че сте обули подходящи обувки/ботуши през цялото време.
• Само обучен персонал има право да прекрачва леглата на полетата.
• Ако видите нещо разхвърляно, почистете го или предприемете мерки, за да бъде почистенo.
• Докладвайте за всички повредени подове и/или настилки.
• Свършете си работата и пазете работното място чисто.
• Ако видите неща на земята, в които някой може да се спъне, махнете ги или организирайте
някой да ги махне, за да обезопасите мястото.
• Ако ви се предоставя предпазна екипировка (PPE), носете я и се грижете за нея. Докладвайте за
всички повреди или щети на вашия пряк ръководител и направете всичко необходимо за да ги
поправите.
• Ако имате произшествие или почти сте направили такова, не забравяйте да докладвате на
прекия си ръководител незабавно.
• Мислете за "БЕЗОПАСНОСТ" през цялото време.
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The Summer Berry Company takes the security and privacy of personal data seriously. We need to
gather and use information or ‘data’ about employees and in doing so we must to comply with our
legal obligations under the Data Protection Act 2018 (the ‘2018 Act’) and the EU General Data
Protection Regulation (‘GDPR’).
As part of this, we have a duty to notify you of the information contained in this policy.
The Company will only process personal data where it is necessary and where we have a legal basis for
doing so.
The Company’s Privacy Notice covering personal data collected via our website is available at
(https://www.summerberry.co.uk)
The Company will review the personal data it holds on a regular basis to ensure it is being lawfully
processed and it is accurate, relevant and up to date.
Before sharing information with any third party organisation (e.g. past, current or prospective
employers, suppliers, clients, intermediaries or any other third party), the Company will establish that it
has a legal basis for sharing the data.
All breaches of this Policy, whether actual or suspected, must be reported to the Company Data
Protection Officer or a Director by the fastest possible means.
Фирма „Самър Бери“ се отнася сериозно към сигурността и поверителността на личните данни.
Необходимо е да събираме и използваме информация или „данни“ за служителите, като при
това трябва да спазваме правните си задължения съгласно Закона за защита на данните от 2018
г. („Закона от 2018 г.“) и Общия регламент за защита на данните на ЕС („ОРЗД“).
Фирмата ще обработва лични данни само когато това е необходимо и когато имаме правно
основание за това.
Declaration
The terms and conditions within the completed forms & documents constitute contracts made
between you and the Company, The Summer Berry Company. As a Company, we agree to all that is
detailed within these forms.
By signing, you agree to all the terms and conditions set out in these documents.
You also agree that all personal data and graphic images can be held on record either electronically
or as a printed copy and for that information to be referenced by relevant members of the business as
per the Personal Data Acknowledgement that complies with the General Data Protection Regulation.
You also agree to have your graphic images used for publicity purposes, display boards, staff handouts
or any business marketing material as per the Personal Data Acknowledgement that complies with the
General Data Protection Regulation.
Декларация
Също така се съгласявате, че всички лични данни и графични изображения могат да бъдат
съхранявани в архив в електронен вид или като печатно копие и тази информация да бъде
използвана за справки от съответните членове на фирмата съобразно Съгласието за обработка
на лични данни (Personal Data Acknowledgement), което е в съответствие с Общия регламент за
защита на данните.
15617
Worker No/Работник № ………………………………………
Signed/Подпис ........................................................................................
05/05/2023
Date/Дата ………………………………………