Temporary Workers Application Form
Step 1
Personal Details		 Step 2
Experience		 Step 3
Employment History		 Step 4
Medical Questionnaire		 Step 5
Tachograph Testing		 Step 6
Methods of Payment
       
Full Name: A value is required.
       
Address Line1: A value is required.
Address Line 2: A value is required.    
Town: A value is required.    
County: A value is required.    
Post Code: A value is required.    
       
Date of Birth: Please select an item. / Please select an item. / Please select an item.
       
National Insurance Number: A value is required.    
Nationality: A value is required. Next Of Kin: A value is required.
       
Telephone Number: (Home) Telephone Number: (Work)
Mobile Number: A value is required. Email Address:
       
Please tick the relevant categories.
Licence Expiry Date      
LGV:
 A value is required.    
Ordinary:
 A value is required.    
Driving Licence Number: A value is required.    
       
How long have you held your licence LGV/NLGV? In Years: A value is required.    
Date Issued: A value is required. When did you last drive LGV? A value is required.
       
Have you ever been convicted of a driving offence? Please make a selection.
If yes please give details:
       
Are you or have you suffered from illness that has or may cause problems with driving? Please make a selection.
If yes please give details:
       
Have you ever been disqualified from driving? Please make a selection.
If yes please give conviction details.
       
       
ADR Please make a selection. Categories Covered:
HIAB Please make a selection. Categories Covered:
FORKLIFT Please make a selection. Categories Covered:
CITB / RITB Certificate Number:    
       
Please tick the relevant categories:
     
       
Operations Experience:
       
Equipment Operations
Last employer: A value is required.
Telephone Number: A value is required.
Address: A value is required.
Start Date: A value is required.
End Date: A value is required.
Duties: A value is required.
Name of Line Manger: A value is required.
Reason for leaving? A value is required.
 
 
Previous Employer:
Telephone Number:
Address:
Start Date:
End Date:
Duties:
Name of Line Manger:
Reason for leaving?
 
 
Previous Employer:
Telephone Number:
Address:
Start Date:
End Date:
Duties:
Name of Line Manger:
Reason for leaving?
  Medical History Strictly Confidential  
1. Are you in good health? Please make a selection.
2. Have you in the past or currently suffer
from any of the following?		  
  Eye complaints or any defects in vision. Please make a selection.
  Back injury, strain or slipped disk Please make a selection.
  Diabetes Please make a selection.
  Heart disease/Angina Please make a selection.
  Fits or fainting attacks Please make a selection.
  Chest problems Please make a selection.
  High or low blood pressure Please make a selection.
  Rheumatism or Arthritis Please make a selection.
     
3. Have you in the past or do you currently have
any other temporary disabilities or illness?		 Please make a selection.
4. Have you had any hospital
investigations/admissions?		 Please make a selection.
5. Do you take regular medication or are
you currently on treatment?		 Please make a selection.
6. Are you registered disabled? Please make a selection.
     
  If you have answered YES to any of the
above questions, please give details:		  
 
     
7. Are there any disabilities which may affect your applications? Please make a selection.
  a) Any reasonable adjustments which you feel should be made to the recruitment process to assist you in your application for the job? Please make a selection.
  b) Any reasonable adjustments which you feel should be made to the job itself which would enable you to carry out the job? Please make a selection.
     
  If you answered YES to any of the above questions please give details:  
 

 

 TACHOGRAPH QUESTIONNAIRE  
1. Drivers who drive vehicles over KG, gross weight, are subject to driver’s hours and Tachograph regulations.

 
2. How many completed Tachograph carts should you carry with you whilst on a driving duty?    
3. Completed Tachograph charts must be returned to the operator’s licence within how many days?    
4. Breach of Hours and Tachograph regulations can lead to a maximum fine of £ and the loss of your licence.  
5. In any 24-hour period a driver must have the daily rest of at least consecutive hours. This may be reduced on three days a week to not less than hours. This reduction must be made up for the end for the third following week.  
6. During the course of a days work, the maximum accumulated driving time without a break is hours. This break must total a minimum of minutes.  
7. The maximum daily driving limit is hours, this may be extended to hours on no more than days a week.  
8. The maximum fortnightly driving time is hours.  
9. What action should be taken if your Tachograph breaks down whilst you are away from base?  
   
10. Please fill in what the below lines indicate.
A
B
C
D
 

First Personnel Services plc

Benefits:

  • PAYE paid
  • Temporary employment status
   
Account Holders Name: A value is required.  
Name of Bank: A value is required. Bank Account No: A value is required.
Bank Address: A value is required. Bank Sort Code: A value is required.
    Building Society No:
Terms & Conditions

Terms of Engagement of Temporary Workers On PAYE Assignments

  1. Definitions

1.1 In these Terms of Engagement the following definitions apply:-

    “Assignment”: Means the period during which the Temporary Worker is supplied to render services to the Client.

    “Client”: Means the person, firm or corporate body requiring the services of the Temporary Worker.

    “Consultants”: Means First Drivers Online part of First Personnel Services plc acting as an Employment Business.

    “Temporary Worker”: Means «Cand_Title» «Cand_Forename» «Cand_Surname»

    “Working Week”: Means an average of 48 hours each week calculated over a 17 week reference period.

    1. Unless the context otherwise requires, references to the singular include the plural and references to the masculine include the feminine and vice versa.
    1. The Headings contained in these Terms are for convenience only and do not affect their interpretation.

  1. The Contract

    1. These Terms constitute a contract for services between the Consultants and the Temporary Worker and they govern all Assignments undertaken by the Temporary Worker. However, no contract shall exist between the Consultants and the Temporary Worker between Assignments.
    1. For the avoidance of doubt, these Terms shall not give rise to a contract of employment between the Consultants and the Temporary Worker. The Temporary Worker is engaged as a self-employed worker, although the Consultants is required to make statutory deductions from his remuneration in accordance with clause 4.1.
    1. No variation or alteration of these Terms shall be valid unless approved by the Consultants in writing.

  1. Assignments
    1. The Consultants will endeavour to obtain suitable Assignments for the Temporary Worker to work as a First Drivers Online driver/driver’s mate.
    1. The Temporary Worker acknowledges that the nature of temporary work means that there may be periods when no suitable work is available and agrees: that suitability shall be determined solely by the Consultants; and that the Consultants shall incur no liability to the Temporary Worker should it fail to offer opportunities to work in the above category or in any other category.
    1. For the purpose of calculating the average number of weekly hours worked by the Temporary Worker on an Assignment, the start date for the relevant averaging period under the Working Time Directive shall be the date on which the Temporary Worker commences the first Assignment.

  1. Remuneration

    1. The Consultants shall pay to the Temporary Workers a guaranteed basic rate of the national minimum wage. Individual contracts may offer a higher rate than the guaranteed basic salary. The actual rate may be based upon your attendance and productivity. The actual rate will be notified on a per assignment basis, for each hour worked during an assignment (to the nearest quarter hour) to be paid weekly in arrears, subject to deductions in respect of PAYE Class I National Insurance Contributions and Income Tax pursuant to S134 of the Income and Corporation Taxes Act 1988 and any other deductions which the Consultants may be required by law to make.
    1. Subject to any statutory entitlement under the relevant legislation, the Temporary Worker is not entitled to receive payment from the Consultants or clients for the time not spent on Assignment, whether in respect of holidays, illness or absence for any other reason unless otherwise agreed.
    2. The Temporary Worker will be paid for all hours worked regardless of whether the consultant has been paid.

  1. Statutory Leave

    1. For the purposes of calculating entitlement to leave under this clause, the leave year commences on 1st January or, if later, on the date that the Temporary Worker starts an Assignment or a series of Assignments.
    1. Under the Working Time Directive, the Temporary Worker is entitled to 24 days paid leave per leave year. All entitlement to leave must be taken during the course of the leave year in which it accrues and none may be carried forward to the next year. Holiday year is from 1st January to 31st December.
    1. The right to paid leave only accrues once the Temporary Worker has been engaged on Assignments through the Consultants. Entitlement to leave accrues in proportion to the amount of time worked by the Temporary Worker on Assignment during the leave year. The amount of the payment to which the Temporary Worker is entitled in respect of such leave is calculated in accordance with and in proportion to the number of standard hours which he works on Assignments. For the purposes of calculating payments for annual leave the standard working hours in relation to Assignments undertaken by the Temporary Worker will be all hours worked which do not attract overtime rates of pay. Temporary Workers engaged on shift work will be paid for annual leave at their basic guaranteed salary.
    1. Where the Temporary Worker wishes to take any leave to which he is entitled, he should notify the Consultants in writing of the dates of his intended absence. The amount of notice which the Temporary Worker is required to give should be one week for 3 days or less and above that double the holiday period required. Unless the Consultants informs the Temporary Worker in writing that it is not possible for him to take leave on the specified dates, the Temporary Worker shall be entitled to take up his notified leave entitlement.
    1. Where a Bank Holiday or other public holiday falls during an Assignment and the Temporary Worker does not work on that day, the public holiday shall count as part of the Temporary Worker’s paid annual leave entitlement.
    1. None of the provisions of this clause regarding the statutory entitlement to paid leave shall affect the Temporary Workers status as a self-employed worker.

  1. Time Sheets
    1. At the end of each week of an Assignment (or at the end of the Assignment where it is for a period of one week or less) or is completed before the end of the week the Temporary Worker shall deliver to the Consultants his time sheet duly completed to indicate the number of hours worked by him during the preceding week (or such lesser period) and signed by an authorised representative of the Client. Failure to submit a time sheet for hours worked may delay payment for those hours.
    1. For the avoidance of doubt and for the purposes of the Working Time Directive, the Temporary Worker’s working time shall only consist of those periods during which he is carrying out his activities or duties for the Company as part of the Assignment. Time spent travelling to the Company’s premises lunch breaks and other rest breaks shall not count as part of the Temporary’s working time for these purposes.

  1. Conduct of Assignments
    1. The Temporary Worker is not obliged to accept any Assignment offered by the Consultant but if he does so, during every Assignment and afterwards where appropriate, he will:-

  1. co-operate with the Client’s staff and accept the direction, supervision and control of any responsible person in the Client’s organisation;


  1. observe any relevant rules and regulations of the Client’s establishment to which attention has been drawn or which the Temporary Worker might be reasonably be expected to ascertain;


  1. unless arrangements have been made to the contrary, conform to the normal hours of work in force at the Client’s establishment;

  1. take all reasonable steps to safeguard his own safety and the safety of any other person who may be present or affected by his actions on the Assignment and comply with the health and safety policies of the Client;

  1. not engage in any conduct detrimental to the interests of the Client;

  2. not at any time divulge to any person, nor use for his own or any other person’s benefit, any confidential information relating to the Client’s or the Consultants employees, business affairs, transactions or finances.
    1. If the Temporary Worker is unable for any reason to attend work during an Assignment he should inform the Consultant or the Client by no later than 1 hour before commencement of work on the first day of absence to enable alternative arrangements to be made.
  1. Termination
    1. The Consultants or the Client may, without prior notice or liability, instruct the Temporary Worker to end an Assignment at any time.
    1. The Temporary Worker may terminate an Assignment at any time immediately by informing the Consultants.
  1. Restriction
    1. The Working Time Directive provides that the Temporary Worker shall not work on a Assignment with the Client in excess of the working week unless he agrees in writing that this limit should not apply.
  1. Consent
    1. The Temporary Worker hereby agrees that the Working Week limit shall not apply to the assignment.

  1. Workforce Agreement
    1. It is agreed that First Personnel Services plc and the Temporary Worker are adopting the flexibility permitted by the regulations as set out below.
    1. This agreement will remain in force for a period of (not more than 5 years after the commencement date) when it will cease to have effect, or until terminated by either party at any time by giving not less than (three months) notice in writing to the other party.
    1. The reference period for the calculation of average weekly hours shall be as follows:
      Fixed for 26-week period: 1st April to 30th September and 1st October to 31st March Annually.
    1. First Personnel Services and «Cand_Title» «Cand_Forename» «Cand_Surname» have opted out of the Working Time Regulations with reference to Night hours.
  1. Withdrawal of Consent
    1. The Temporary Worker may end this Agreement by giving the Consultants 1 weeks notice in writing.
    1. For the avoidance of doubt, any notice bringing this Agreement to an end shall not be construed as termination by the Temporary Worker of an Assignment with a Client.
    1. Upon the expiry of the notice period set out in clause 12.1 the Working Week limit shall apply with immediate effect.

  1. Law
    1. These Terms are governed by English law and are subject to the exclusive jurisdiction of the English Courts.