Private & Confidential

Conditional Casual Worker Contract – Casual Team member

This Conditional Casual Worker Contract becomes binding and unconditional upon completion of your staff training and/or
induction of which you will receive and be notified of separately.

Staff 86 Limited (Company) cannot always predict the exact staffing levels it will require. The Company therefore requires
casual workers because of the fluctuating demands of the business, and it is entering into this agreement to record the terms
on which the working relationship is entered.

1 Status of this Agreement

1.1 This contract governs your engagement from time to time by the Company as a casual worker. This is not an
employment contract and does not confer any employment rights on you (other than those to which workers are
entitled). It does not create any obligation on the Company to provide work to you and you are not obliged to do the
work offered. You will work on a flexible, “as required” basis.

1.2 It is entirely at the Company’s discretion whether to offer you work and it is under no obligation to give any reasons
for its decision to offer or not offer work.

2 No Presumption of Continuity

2.1 Each offer of work by the Company which you accept shall be treated as an entirely separate and severable
engagement (an assignment). The terms of this contract shall apply to each assignment but there shall be no
relationship between the parties after the end of one assignment and before the start of any subsequent assignment.

2.2 The fact that the Company has offered you work, or offers you work more than once, shall not confer any legal
rights on you and, in particular, should not be regarded as establishing an entitlement to regular work or conferring
continuity of employment.

3 Right to Work

3.1 Before offering you an assignment the Company will require certain documents from you to satisfy itself that you
are legally entitled to work in the UK. You will have been asked to provide this at your application, interview, or
induction where a member of staff will have checked its legitimacy and a copy will have been provided by you or taken
by the company. If you have not provided us with this information, you must call the company on 01244 6333 86
before completing this contract.

3.2 You confirm that you are legally entitled to work in the UK without any additional immigration approvals and agree
to notify the Company immediately if you cease to be so entitled at any time.

4 Arrangements for Work

4.1 If the Company wants to offer you any work it will contact you via its staff scheduling mobile application PARiM,
phone, text, or social media as and when work is available. Confirmation of shift time and place of work for that shift
will be communicated via the same methods once the shift has been accepted. You can apply for your own shifts via
PARiM, and it is our preferred method of shift requests, managing your availability, and shift confirmations.

4.2 You are under no obligation to accept any work offered by the Company at any time.

4.3 If you accept any offer of work, your duties and reporting line will be communicated to you in accordance with
clause 4.1. The precise description and nature of your work may be varied with each assignment and you may be
required to carry out other duties as necessary to meet business needs. You will be informed of the requirements at
the start of each assignment.

4.4 If you accept an assignment, the Company will expect you to complete the assignment. If you will not be able to
complete the assignment for any reason you must inform the Company immediately by contacting the company on
01244 6333 86. If an assignment is not completed, you will be paid on an hourly basis for the work completed.

4.5 If the Company needs to cancel the assignment, it will notify you as soon as reasonably practicable and will always
endeavour to give you a reasonable period of notice.

4.6 The Company reserves the right to terminate an assignment at any time for operational reasons or reasons out of
its control, e.g. a client cancelling a booking. You will be paid for all work done during the assignment up to the time it
 is terminated.

4.7 In order to assist the Company in organising shifts please complete the onboarding form following acceptance of
this contract, this will automatically be returned to the company. It is your responsibility to inform the Company of any
changes to these details. We do not edit any information provided so please make sure to be accurate.
4.8 The engagement is not subject to a probationary period.

5 Place of Work

5.1 During each assignment, your place of work will vary, you may be required to attend the Staff 86 Limited Offices at
104 Watergate Street, Chester, CH1 2LF, or its associated venues, clients’ venues, or such other places as we may
reasonably determine.

5.2 You are expected to make your own way to each location of work and arrive on time for your assignment or shift.
On occasions there may be transport available for you to use should you choose to do so, details of which should be
available in advance. If you choose to join any transport that may be available, you should let us know in advance.
There may occasionally be charges for transport, if so, these should be paid as instructed to a company representative
in cash upon arriving at any transport. You will not be required to work outside of the UK for more than one month.

6 Hours of Work

6.1 Your hours of work will vary depending on the operational requirements of the Company. You will be informed of
the required hours for each assignment.

6.2 You will be entitled to an unpaid lunch break of 30 minutes where your assignment requires you to work more than
six hours in any one day.

6.3 If you are instructed to arrive at a certain location for a specific time you will be paid from that time, or your time of
arrival if later than the agreed time.

6.4 If you choose to make use of transport that may be available rather than making your own way to work you will be
paid from the time you sign in at your place of work that day, not the time you arrive for your preferred method of
transport provided by the Company. There may be charges for transport, if so, these should be paid as instructed to a
company representative in cash upon arriving at any transport.

7 Pay

7.1 You will be paid an hourly rate as per the table below, which will be subject to deduction of tax and NIC’s, if
applicable. You will only be paid for the hours that you work. You will be paid weekly in arrears directly into your bank
account for the hours worked in the previous week.

As of 1st April 2022 Age 16-17 18-20 21

Base Rate £7.32 £8.39 £10.04
Including Holiday Pay (12.07%) £8.20 £9.40 £11.25

The Company may pay other 'role related' hourly pay rates which are available upon request, including but not limited to,
Driver, Supervisor, Manager rates etc.

7.2 The Company will make all necessary deductions from your salary as required by law including pension
contributions which may be required to be deducted under the auto-enrolment regime which applies to the Company.
The Company shall also be entitled to deduct from your pay or other payments due to you any money which you may
owe to the Company at any time.
7.3 You are not entitled to any benefits other than as set out in this agreement.

8 Pension

The Company will comply with its pension duties in respect of you in accordance with Part 1 of the Pensions Act 2008.

9 Holidays

9.1 You are entitled to the equivalent of 5.6 weeks’ holiday during each holiday year (including all bank holiday
entitlements), calculated on a pro rata basis depending on the number of hours that you work. Your holiday entitlement
is therefore equivalent to 12.07% of the hours that you work in each holiday year. The Company’s holiday year runs
between 1 January and 31 December. You may be offered work on bank holidays and other public holidays.

9.2 The Company will pay you in lieu of any accrued but untaken holiday for the holiday year, upon request. Holiday
pay must be requested within the holiday year it is accrued. To request holiday pay, you must do so in writing to
[email protected]. You can contact the payroll office at any time to request confirmation of your accrued amount.

10 Sickness
 10.1 If you have accepted an offer of work but are subsequently unable to work the hours agreed due to sickness, you
must notify the company of the reason for your absence as soon as possible but no later than 4 hours prior to the
assignment commencing on the first day of absence by phone call to 01244 6333 86.

10.2 If you satisfy the qualifying conditions laid down by law, you will be entitled to receive statutory sick pay (SSP) at
the prevailing rate in respect of any period of sickness or injury during an assignment, but you will not be entitled to
any other payments from the Company during such period. For SSP purposes, your qualifying days will be Monday to
Sunday.

11 Data Protection

The Company will process personal data and special category data (also known as sensitive personal data) relating to you
in accordance with our Data protection policy contained in the Casual Staff Handbook.

You will comply with your obligations under our data protection policies and other relevant policies.

We may transfer personal data and special category data outside the European Economic Area in accordance with our data
protection privacy notice.

12 Company Rules and Procedures

During each assignment you are required at all times to comply with the relevant Company rules, policies and procedures in
force from time to time including but not limited to those contained in the non-contractual casual staff handbook provided to
you at your training or induction session. If you do not comply with them, your engagement may be terminated with
immediate effect. If you are dissatisfied with any decision taken in relation to you and your work for the Company, including
a decision to terminate your engagement, you should speak to the company. All uniform can be provided by the Company if
required.

If you have a grievance (concern) regarding your engagement you should speak to your Manager initially. If the grievance is
not then resolved to your satisfaction, or if the grievance relates to your Manager, you should speak to the Operations
Manager or Managing Director.

13 Training

The Company requires you to undertake a compulsory induction and other training on the commencement of your
engagement with the Company. Details of the training you are required to attend will be provided to you separately. The
Company will bear the cost of the training.

14 Confidential Information

You shall not use or disclose to any person, either during or at any time after your engagement by the Company, any
confidential information about the business or affairs of the Company or any of its business contacts, or about any other
matters which may come to your knowledge as a result of carrying out assignments. For the purposes of this clause,
confidential information means any information or matter which is not in the public domain and which relates to the affairs
of the Company or any of its business contacts.

15 Company Property

Any Company property in your possession and any original or copy documents obtained by you in the course of your work
for the Company shall be returned to the Human Resources Department at any time on request and in any event at the end
of each assignment.

16 Changes to Terms and Conditions and Termination

16.1 If you no longer wish to be considered for casual work by the Company you should inform the company as soon
as possible.

16.2 The Company may reduce its requirement for casual workers from time to time and/or may update the terms on
which it offers such work. In the event of any such changes the Company may terminate this contract with immediate
effect by giving notice in writing to you. In the event of any changes to the terms on which it is prepared to engage
such workers, you may, at the Company’s absolute discretion, be offered a new contract for casual work.

16.3 The Company may terminate this contract immediately by giving notice in writing to you if it reasonably considers
that you have committed any serious breach of its terms or committed any act of gross misconduct. Non-exhaustive
examples of gross misconduct are contained in the Casual Staff Handbook.

16.4 For the avoidance of doubt, on the termination of this contract (howsoever caused) you will not be entitled to any
further payments from the Company other than any outstanding salary and holiday pay.

17 Totality of Terms and Governing Law

17.1 This contract is intended to fully reflect the intentions and expectations of both parties as to our future dealings
and in the event of any dispute regarding your engagement as a casual worker by the Company it shall be regarded as
a true, accurate and exhaustive record of the terms on which we have agreed to enter into a casual work relationship.
Any variation to this contract will only be valid where it is recorded in writing and signed by both parties and no
additional or modified terms should be implied by any other actions of you or the Company. You confirm that you have
read and understood the contents of this document and have had the opportunity to take advice where necessary.
17.2 This contract will be governed by the law of England and Wales.
17.3 No collective agreements directly affect the terms and conditions of engagement.