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The Belfast Waterfront and Ulster Hall Ltd TERMS

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The Belfast Waterfront and Ulster Hall Ltd TERMS The Belfast Waterfront and Ulster Hall Ltd TERMS AND CONDITIONS OF EMPLOYMENT FOR Programme Manager June 2016 1 | P a g e 1 Introduction These Conditions of Employment explain the terms and conditions relative to your employment with the Belfast Waterfront and Ulster Hall Limited (BWUH Ltd). 2 Conditions of Employment 2.1 Type of employment Your employment is considered to be full time. You will not engage in any activity which will conflict with the proper performance of your duties or conflict with the interests of BWUH Ltd. Your appointment is subject to satisfactory completion of a probationary period as outlined in 2.4. 2.2 Duties and responsibilities Your duties and responsibilities are as set out in your job description. 2.3 Location You will be based initially in the Ulster Hall but required to work flexibly across the two venues (i.e. the Belfast Waterfront Hall and the Ulster Hall) to ensure the necessary high standards of service delivery are achieved. You may also be required to perform your duties in such other place or places as the BWUH Ltd may reasonably request from time to time. 2.4 Probation The suitability of all new employees to carry out the duties of the post will be assessed during the initial six months and appropriate training provided. At the conclusion of the six months probationary period your appointment will be confirmed or terminated. Your appointment may be terminated by one week’s notice at any time during the probationary period. If BWUH Ltd is not satisfied with your performance it may, at its discretion, extend your probationary period for a further six months. 2.5 Hours of work Your hours of work are on average 37 per week over a 12 week period. You will be provided with your rota normally 12 weeks in advance, but no less than 6 weeks in exceptional circumstances. Your working week should not exceed 48 working hours on average as measured over a 17 week period. You are entitled to a 1 hour (unpaid) meal break during every working day or in accordance with current legislation. 2 | P a g e Due to the nature of the business there are times when the number and duration of events is considerable. This may involve the venues being open for long days (16+ working hours) for several weeks. A confirmed list of events will be available and will provide information on the majority of the events for any given year well in advance. You should consult this document on a regular basis, as it will indicate when you may be required to work longer hours. Due to the nature of the business the BWUH Ltd may operate 24 hours a day, 365 days a year. The hours of work and patterns of attendance are dependent upon the needs of the customer. You are therefore expected to be flexible and are required to comply with all reasonable requests to work additional hours. 2.6 Remuneration You will be appointed on the appropriate point of salary scale SO2 SCP 32 to 34, currently £27,924 - £29,558 per annum, namely £27,924 per annum plus 6.5 % flexibility allowance paid monthly by direct payment by the Bankers Automated Clearing System (BACS) to a bank or building society account of your choice. 2.6.1 Deductions You agree that the BWUH Ltd may deduct from any sums due to you under this agreement by way of remuneration or notice payments any sums due by you to the BWUH Ltd including, without limitation, any pension contributions, any overpayments, loans or advances made to you by the BWUH Ltd. 2.7 Annual leave Your annual leave entitlement is calculated in hours / minutes usually expressed in days and part days. The formula for calculating annual leave entitlement is as follows: Leave entitlement X Proportion to FTE X 7.4 = Total leave entitlement (in hours) (number of days) (where 1 = FTE) (standard day) You will be entitled to 170.2 hours (23 days) annual leave each year plus 88.8 hours (12 days) bank or other holidays. Leave entitlement will be increased by 37 hours (5 days) after five years’ continuous service and by a further 22.2 hours (3 days) after 10 years’ continuous service. The leave year commences on 1 April and your leave entitlement during your first year of service will be calculated based on completed months of service. 2.7.1 Taking annual leave When annual leave is taken the hours that would have been worked on that day will be subtracted from the balance of your annual leave entitlement. A minimum of ½ a working day’s leave must normally be taken, except at the discretion of your line manager in exceptional circumstances. Annual leave will be by mutual consent. To ensure operational cover is arranged, you are required to give reasonable notice of any annual leave requests. Annual leave will be granted subject to operational requirements. 3 | P a g e There will be no requirement to round up or down part days. Where there is a small proportion of a day left over in an individual’s annual leave entitlement that is less than ½ a day, this proportion will be carried over into the next leave year. Alternatively you may make up the ½ day by allocating TOIL to the proportion of the remaining leave. 2.7.2 Carryover of leave Up to one standard week’s annual leave (i.e. your average working hours per week over a 12 week period) may be carried over to the following leave year. Carryover of leave cannot be accumulated. 2.8 Superannuation You will automatically become a member of the Local Government Pension Scheme (Northern Ireland) LGPS (NI) in line with scheme regulations. You may opt out of the scheme. However, the BWUH Ltd is required to comply with automatic enrolment provisions and will automatically enrol you at certain times. The LGPS (NI) is administered by Northern Ireland Local Government Officers’ Superannuation Committee (NILGOSC) (www.nilgosc.org.uk). 2.9 Sick Leave This scheme is intended to supplement Statutory Sick Pay and Incapacity Benefit so as to maintain normal pay during defined periods of absence on account of sickness, disease, accident or assault. Absence in respect of normal sickness is entirely separate from absence through industrial disease, accident or assault arising out of or in the course of employment with a local authority. Periods of absence in respect of one shall not be set off against the other for the purpose of calculating entitlements under the scheme. You are entitled to receive sick pay for the following periods: one month’s full pay and (after completing four During first year of service months service) two months half pay During second year of service two months’ full pay, and two months’ half pay During third year of service four months’ full pay, and four months’ half pay During fourth and fifth years of service five months’ full pay, and five months’ half pay After five years’ service six months’ full pay, and six months’ half pay 2.10 Punctuality In order to maintain the high standards of service set by BWUH Ltd for both internal and external customers you are expected to arrive punctually for your work at all times. If for whatever reason you are unable to get to work or are delayed you must inform your line manager by telephone as soon as possible. Repeated unpunctuality or unauthorised or prolonged absence of any kind may result in disciplinary action being taken against you. 4 | P a g e 2.11 BWUH Ltd Policies You will be required to comply with all current and future BWUH Ltd policies, procedures, guidelines, agreed working practices and any relevant collective agreements which pertain to your employment and conduct. A copy of the Disciplinary and Grievance procedure will be issued to you at your induction training. 2.12 Notice The minimum period of notice to be given by you shall normally be the ordinary period from one payment of salary or wages to the next. The BWUH Ltd may terminate your employment by giving the following period of notice: Continuous service Period of notice One month or more but less than two years Not less than one week Two years or more but less than twelve years Not less than one week for each year of continuous service 12 years or more Not less than 12 weeks 2.13 Dress The client expects BWUH Ltd staff to be well presented at all times. You should maintain a high standard of business dress and presentation when working for the BWUH Ltd. In general your appearance should conform to professional business attire. If applicable, a uniform will be provided by the BWUH Ltd and should be worn at all times when working in “front of house”/public areas. All items of clothing and other issued equipment will remain the property of the BWUH Ltd. You are responsible for the upkeep and cleaning of the uniform so that it is smart, presentable and appropriate at all times. The BWUH Ltd will replace items on a fair wear and tear basis. Your appearance should conform to the high standards that the BWUH Ltd wishes to project to the public. If you fail to maintain the appearance expected of you this may result in disciplinary action being taken against you. 2.14 Confidential Information All aspects of BWUH Ltd business and particularly where it concerns its clients are confidential. Details about the events being held at the Belfast Waterfront and Ulster Halls or events that may be held at the Belfast Waterfront and Ulster Halls are confidential.
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