2. The Working Week

The first 12 months of employment will be a probationary period. During this time, you will be given the opportunity to learn your new role and be provided with support and guidance to help you reach the standards of performance and competence expected by the Company. Please discuss with your supervisor any aspect of your work or operating procedures that requires further clarification. During the probationary period the Company may terminate your employment for any reason. The Company’s disciplinary procedure does not apply in any circumstance during your probationary period.

Equal Opportunities Policy

It is Company Policy of engagement that solely objective standards and personal merit shall determine progression. No applicant or employee will be treated less favourably than another on grounds of sex, sexual orientation, age, disability, marital status, race, religion or belief, gender reassignment, maternity or pregnancy. Please act in the spirit of this policy.

2. THE WORKING WEEK

Details of your basic working week, and the starting and finishing times, are set out in your offer letter and statement of terms and conditions. The hours of work may be varied to meet the needs of the business. You are expected to work that pattern of hours except when authorised to be absent for holidays, sickness etc. A high standard of punctuality is essential to maintain the service to customers. If you are late for any reason, or returning after absence, please report as soon as possible, in person, to your Department Manager. Salaries and wages are only paid for authorised hours worked and recorded. From time to time, you will be requested to work different hours and/ or overtime in order to meet specific production or customer requirements. Employees may also be required to participate in promotional launches, business development events or stocktaking exercises that may be undertaken outside of normal working hours and may be weekends or bank holidays. It is the intention of the Company to provide, where possible, reasonable notice for changes in hours of work including overtime working and the reasons for requesting the cooperation of the employees in meeting the needs of the job. In some departments, shifts or continual overtime are necessary, and your offer letter will tell you whether you are affected when you join. It will also state whether you are paid for overtime, the shift rates and/or premiums. Overtime working is subject to variation according to the circumstances prevailing. The Working Time Regulations place a maximum limit of 48 hours per week (averaged over a period of 17 weeks) that can be compulsorily worked at the Company’s request. However, if the employee wishes to work longer than 48 hours, they may do so, providing that they sign an individual voluntary agreement to opt out of this limit. The employee may cancel this agreement at any time and again be bound by the 48 hours statutory limit. Employees engaged in unmeasured work (i.e. not on time sheets) are required to keep a record of their hours worked. No employee will be expected to work excessive hours or to cooperate with unreasonable requests for overtime working. However, failure to cooperate, given the circumstances are reasonable, may be deemed to contravene the terms and conditions of employment with the Company. Employees and management having no overtime pay provisions may be required to work some unpaid additional hours in order to fulfil their responsibilities. Due to operating in the retail sector and in order to satisfy customer requirements you may be required to work weekends and on public holidays.