Pizzaexpress Restaurant Team Member Contract Of Employment

PizzaExpress Restaurant Team Member Contract of Employment

Name of Employer: PizzaExpress (Restaurants) Limited Company Address: Hunton House, Highbridge Estate, Oxford Road, Uxbridge, Middlesex, UB8 1HU

Date of Issue: 星期日, 26 十一月 2017

Name: Lewis Draper Telephone Number: 02392646670 / 07970312697 Home Address: 18 Kenyon Road North End Portsmouth PO2 0JZ

Counting service with PizzaExpress, your Continuous employment start date is:

Finish Date (for Fixed-Term Employment Only):

Job Title: Manager On Duty C/D Rate of Pay: £7.88 per Hour Place of Work: *Petersfield Minimum Hours: 15 Per Week

*(and are prepared to transfer to other restaurants within a reasonable travelling time from your home on a permanent or temporary basis)

1. References & Right to Work Your appointment is subject to the receipt of satisfactory references and the correct proof of your right to work in the UK. If unsatisfactory references/documentation is received the Company reserves the right to terminate your employment without notice and, in the case of your proof of your right to work in the UK, withhold payment for work already done.

2. Probationary Period You will be required to complete a probationary period of 12 weeks during which your suitability for the position will be assessed. During the probationary period your employment may be terminated with one week’s notice. If your appointment is a promotion/transfer, a probationary period of three months will apply while you will be ‘on trial’. If your conduct or performance in your new job is not satisfactory,

of 5 Updated on 26/11/2017 you may, under the disciplinary procedure, be demoted to your old job at your old rate of pay.

3. Place of Work/Duties Your Place of Work and Job Title are stated above. It is a condition of your employment that you are prepared to accept changes to your duties and/or undertake the duties of any other person within the restaurant.

4. Hours of Work Your minimum working hours are stated above. You will be entitled to unpaid breaks in accordance with the Working Time Directive 1998 - these are 30 minutes for a full shift and 15 minutes for a half shift. These breaks do not count towards your working hours. The timing of each shift is at the manager’s discretion - the days upon which you work and your start and finish times may vary in order to meet the needs of the business and/or improve operational efficiency. The fact that you have been working addition shifts for a period does not mean you are guaranteed extra shifts in the future.

5. Pay Your rate of pay is stated above and will be paid to you via BACS transfer normally in four week intervals, four weeks in arrears. In order to be paid you must provide your line manager with your Bank or Building Society account details and notify them of any changes to these details. Any variations to your normal pay will be adjusted the following month.

6. Notice An employee guilty of gross misconduct will be liable to summary dismissal without notice, pay in lieu of notice or accrued contractual holiday pay.

In all other cases, unless your Statement of Terms is for a longer period, the following notice period shall apply:

 By the Company, no notice during the first four weeks of employment thereafter one week during the first two years and then one week for each completed year of service up to a maximum of 12 weeks.  By the employee, one week.

Notice of termination of employment should be given in writing.

The Company may, at its choice where notice should normally be given, terminate your employment summarily and to pay an amount equivalent to your normal basic pay of your notice period.

of 5 Updated on 26/11/2017 If you fail to give or work your proper notice when required to do so, you will not be paid for your notice period and you will forfeit any accrued holiday pay (except to the extent that payment is required by or under statue).

7. Tips Cash tips, where applicable, are strictly between the employee and the customer. It is the responsibility of the employee to account for any tips to HM Revenue and Customs (HMRC). All other gratuities are paid through the Tronc system.

8. Overtime All authorised hours worked in excess of your normal working hours will be paid as overtime at your basic rate of pay. The Company is not obliged to provide you with overtime and no amount of overtime is guaranteed, even if it has in fact been worked regularly by you.

9. Holiday Your basic holiday entitlement is 28 days per annum inc. of eight bank holidays or pro rata your normal working week. During authorised holiday you will receive holiday pay per week. Further information is available in the Employee Rulebook.

The Holiday Year runs from 1 April to 31 March each year. You may only take holiday with the prior approval of your line manager. The Company at its absolute discretion may require you to take your holiday at such times as it requires to meet business needs. You will not ordinarily be able to take more than three weeks holiday at any one time.

If upon termination of your employment your holiday entitlement has exceeded, the excess will be deducted from your final payment. If holiday is still owing to you, the Company may, at its discretion, require the holiday to be taken during your notice period or pay you a sum in lieu of accrued holiday.

Holiday for one year cannot be taken in subsequent holiday years and any holiday that has been accrued but not taken in the appropriate holiday year will be forfeit without any right to payment in lieu.

10. Bank Holidays You may be required to work on Sundays, Bank and public holidays. If a Bank or public holiday falls on a day when you would ordinarily work and you are not required to work that day you will be paid at your basic rate. You will not be paid for the holiday if you are on unauthorised absence on the working day immediately before or after it. If hourly paid team members are required to work on a Bank or public holiday they will be paid at time and a half (or double time if employed before 1 October 2006).

11. Sickness

of 5 Updated on 26/11/2017 In the event that you are unable to attend work due to ill health or injury, which has been properly notified and certified, the Company may at its absolute discretion continue to pay you at your basic rate of pay (‘Company Sick Pay’). Details of this can be found in the Company Employee Rulebook.

12. Disciplinary Disciplinary rules and disciplinary/dismissal procedures are set out in the Employee Rulebook. An appeal against a disciplinary/dismissal decision can be made to the next level of management, by writing within seven days upon receipt of the outcome of the disciplinary meeting. For further information about appeals, see the Employee Rulebook.

13. Grievance To raise a grievance, set out your concerns in writing, and give the letter to your manager. If the problem is with your line manager, go to the next level of management or to HR at Restaurant Support. For further information about grievances and grievance appeals, see the Employee Rulebook.

14. Pension The Company operates a stakeholder pension for employees with more than three months’ service. There is not a contracting-out certificate under the Pension Schemes Act 1993.

15. Right of Search The Company reserves the right to search all employees leaving or entering the premises and to inspect any vehicle, parcel, package or bag. You agree, by signing this contract, you consent to such a search.

16. Collective Agreements There are no collective agreements affecting your terms and conditions of employment.

17. Variations You will be notified of changes to these Terms and Conditions in writing within one month of such an alteration coming into effect.

The terms of your contract of employment are contained in your contract of employment above, the Employee Rulebook, your letter offering you employment (if you received one), documents referred to in the Employee Rulebook that are said to be contractual and any other document that says it forms part of your contract. If you are unclear about your contractual terms please ask your line manager.

of 5 Updated on 26/11/2017 ------Signed Signed

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of 5 Updated on 26/11/2017