Belfast FM Ltd., Merrion Business Centre, 58 Howard Street, BELFAST BT1 6PJ
Advertising Sales Executive
CONTRACT OF EMPLOYMENT (Sample)
In compliance with the Employment Rights (Northern Ireland) Order 1996, this statement sets out certain terms and conditions of your employment contract which are relevant and known to be in force on or before 4th October 2023.
Employment will be subject to Belfast FM Ltd.’s Confidentiality Agreement.
- Name and address of employer:
Belfast FM Ltd. t/a Belfast 89
Merrion Business Centre
58 Howard Street
Belfast BT1 6PJ - Name of employee:
- Date of commencement of employment:
- Date of continuous employment:
Previous employment with this or any other employer, prior to the date specified (at 3), will not count as part of your period of continuous employment. - Period of employment:
Your employment contract is for a fixed term and expires on (to be inserted).
This is subject to the Sections on Probation and Notice of this Statement. - Job title: Sales Development Officer
However as and when considered necessary or appropriate you may be required to undertake other duties, within competence and within reason, in order to meet fluctuations or priorities in work demands. - Probation (New Employee):
You will be on probation initially for a period of six months during which time your progress will be monitored, and feedback provided. At the end of this period, provided a satisfactory standard is achieved and maintained, your employment for the term until (to be inserted) will be confirmed. In the event of unsatisfactory progress, the appropriate procedures will be implemented and the probationary period may be extended or your employment terminated either during or at the end of probation. - Collective Agreements:
There are no collective agreements in force that directly affect the terms and conditions of your employment. - Place of Work:
You are based at Belfast FM Ltd., Merrion Business Centre, 58 Howard Street, Belfast BT1 6PJ but you may work from home or work at any place where Belfast FM Ltd. has clients or prospective clients. - Requirement to work outside the UK:
You are not required to work outside the UK. If an occasion arises where it is necessary to do so, then arrangements will be subject to discussion between both parties. - Pay:
Your rate of pay is currently £ (to be inserted) per month and thereafter as itemised on the salary slip which you receive with your salary. - Pay Arrangements:
You will be paid monthly, on the last banking day of each month by credit transfer. In addition, the company operates a commission scheme. Written details of the scheme will be provided to you separately. - Pension Scheme:
You will be automatically enrolled. The category which you qualify under will be determined by your age and earnings at the end of each pay period. If you meet the criteria which require you to be auto-enrolled in the pension scheme, you will be entitled to opt out. Further details will be provided to you by Belfast FM Ltd. There is a contracting-out certificate in force for the Scheme. - Hours of Work and Breaks:
Your normal hours of work are unscheduled but total 20 hours per week. - Holidays:
Annual Days
If you are in this employment for a full holiday year, you will be entitled to three weeks paid holiday in that year. This employer recognises the following customary holidays with pay in addition to your annual leave entitlement:
New Year’s Day, St Patrick’s Day, Easter Monday, Easter Tuesday, May Day, Spring Bank Holiday, July 12 and 13, August Bank Holiday, Christmas Day and Boxing Day. - On termination of your employment:
You shall be entitled to annual holiday with pay, or pay in lieu thereof, proportional to your length of service in that holiday year, less any annual holidays already taken. If you leave employment and have taken more leave than you have earned, the employer will recover from your final pay, monies equivalent to the leave you have taken, in excess of your entitlement. - Annual Holiday Arrangements:
Employee Notification
Advance notice must be given to the Finance Director when you wish to seek approval for holiday dates. The notice must be at least twice as long as the holiday being requested. In your own interest, you should not make any holiday bookings until you receive approval. - Employer Refusal:
If the employer is unable to approve the dates you requested for holidays, you will be given notice of refusal in advance of the first requested day. The notice will be at least as long as the number of days/weeks of holiday being requested. - Carryover:
As this Contract of Employment is for two years, unused holidays will be forfeited without compensation. - Holiday Pay:
During holidays, those employees with entitlement to holiday pay will be paid at their basic rate of pay. - Sickness Absence and Sick Pay:
There is no Employer’s Sick Pay Scheme relating to your employment. Provided you meet the qualifying conditions, you will be paid sick pay according to the rules and regulations of the Statutory Sick Pay Scheme (SSP) for a maximum of 28 weeks subject to compliance with the Company’s Sickness/Absence Notification and Sick Pay Procedure. Your attention is drawn to this Procedure. It is your responsibility to familiarise yourself with and to comply with it at all times. You agree to consent to a medical examination (at our expense) by a doctor nominated by the Company should the Company so require. You agree that any report produced in connection with any such examination may be disclosed to the Company and the Company may discuss the contents of the report with the relevant doctor. - Notice Entitlement/Requirement:
If you have one month’s continuous service or more you must give the employer one week’s notice of your intention to terminate your employment. If you have one month’s continuous service you are entitled to receive one week’s notice in the event of termination. The employer reserves the right in the case of gross misconduct to dismiss you summarily i.e. without notice and without payment in lieu of notice. You may be required to take some, or all, of your accrued holidays during the notice period. The company reserves the right to pay in lieu of notice on termination of employment. - Compassionate Leave:
In the case of absence due to the death of a close relative (i.e. spouse, child, parent, sibling, parent-in-law) the Company will provide up to three days paid compassionate leave, depending on the circumstances. This is in addition to statutory unpaid time off for dependents to enable employees to deal with emergencies. - Grievance Procedure:
The procedures relating to handling of grievances are set out in the Company Grievance Procedure which can be obtained from Belfast FM Ltd. The procedure does not form part of your contract of employment. If you wish to raise a grievance you may apply in writing to the Chair, Belfast FM Ltd. - Discipline and Dismissal Procedures:
The disciplinary rules and the procedure for dealing with disciplinary matters and appeals are set out in the Disciplinary Rules and Procedure which can be obtained from Belfast FM Ltd. You are required to make yourself familiar with this document. The procedure does not form part of your contract of employment. If you wish to appeal against a disciplinary decision you may apply in writing to the Chair, Belfast FM Ltd. in accordance with our Disciplinary Rules and Procedure. - Restrictive Covenant:
Not required. - Lay Off and Short Time Working:
In the event of a reduction or shortage of work or disruption in the provision of the kind of work you are employed to do, or any other occurrence affecting the normal working of the Company, the Company reserves the right to temporarily lay you off work without pay, save for guarantee payments to which you will be entitled, or alternatively, to reduce your normal working hours and to reduce your pay proportionately. The Company shall give as much notice as is reasonably practicable of any further change to your hours including a return to normal working hours. Where you have been laid off or put on short time working under this rule your employment shall, for all contractual purposes, be deemed to have been continuous throughout that period. - Changes in Terms and Conditions:
The Company reserves the right to make reasonable changes to any of your terms of employment. You will be notified in writing of any change as soon as possible and in any event within one month of the change.
An employment contract is a legally binding agreement between the employer and the employee. Therefore, it is subject to the basic principle that one party cannot unilaterally alter the terms of the contract without the other party’s consent.
The purpose of clause 29 is to give the employer the contractual right to make “reasonable” changes to the terms of employment without the employee’s specific consent. This is intended to include minor or administrative matters which do not fundamentally alter the employee’s terms of employment. This clause does not give the employer wide powers to make any substantial changes to the contract, and would be narrowly construed by the courts.
Relevant Agreement
For purposes of the Working Time Regulations (Northern Ireland) 2016, it is agreed that the sections on holidays, including holiday entitlement, annual holiday arrangements and holiday pay of this statement constitute a relevant agreement and are to be treated as agreed in writing.
Signature _________________________ (Employer)
Signature _________________________ (Employee)
____________________ (Date)
Your employment with the Company will be in accordance with and subject to the policies and procedures in force for the duration of your employment. You are required at all times to comply with these policies and procedures in force from time to time. Breaches of company policy/procedure may result in disciplinary action up to and including dismissal. These policies and procedures do not form part of your contract of employment. The Company reserves the right to renew, revise, amend or replace these policies and procedures from time to time to reflect the changing needs of the business. These policies and procedures are available for inspection at Belfast FM Ltd.
ACKNOWLEDGEMENT OF RECEIPT
I acknowledge receipt of a copy of this statement.
I have read and understood this statement.
Signed: ___________________________________
Dated: ___________________________________
CONTRACT OF EMPLOYMENT (Sample)
In compliance with the Employment Rights (Northern Ireland) Order 1996, this statement sets out certain terms and conditions of your employment contract which are relevant and known to be in force on or before 4th October 2023.
Employment will be subject to Belfast FM Ltd.’s Confidentiality Agreement.
- Name and address of employer:
Belfast FM Ltd. t/a Belfast 89
Merrion Business Centre
58 Howard Street
Belfast BT1 6PJ - Name of employee:
- Date of commencement of employment:
- Date of continuous employment:
Previous employment with this or any other employer, prior to the date specified (at 3), will not count as part of your period of continuous employment. - Period of employment:
Your employment contract is for a fixed term and expires on (to be inserted).
This is subject to the Sections on Probation and Notice of this Statement. - Job title: Sales Development Officer
However as and when considered necessary or appropriate you may be required to undertake other duties, within competence and within reason, in order to meet fluctuations or priorities in work demands. - Probation (New Employee):
You will be on probation initially for a period of six months during which time your progress will be monitored, and feedback provided. At the end of this period, provided a satisfactory standard is achieved and maintained, your employment for the term until (to be inserted) will be confirmed. In the event of unsatisfactory progress, the appropriate procedures will be implemented and the probationary period may be extended or your employment terminated either during or at the end of probation. - Collective Agreements:
There are no collective agreements in force that directly affect the terms and conditions of your employment. - Place of Work:
You are based at Belfast FM Ltd., Merrion Business Centre, 58 Howard Street, Belfast BT1 6PJ but you may work from home or work at any place where Belfast FM Ltd. has clients or prospective clients. - Requirement to work outside the UK:
You are not required to work outside the UK. If an occasion arises where it is necessary to do so, then arrangements will be subject to discussion between both parties. - Pay:
Your rate of pay is currently £ (to be inserted) per month and thereafter as itemised on the salary slip which you receive with your salary. - Pay Arrangements:
You will be paid monthly, on the last banking day of each month by credit transfer. In addition, the company operates a commission scheme. Written details of the scheme will be provided to you separately. - Pension Scheme:
You will be automatically enrolled. The category which you qualify under will be determined by your age and earnings at the end of each pay period. If you meet the criteria which require you to be auto-enrolled in the pension scheme, you will be entitled to opt out. Further details will be provided to you by Belfast FM Ltd. There is a contracting-out certificate in force for the Scheme. - Hours of Work and Breaks:
Your normal hours of work are unscheduled but total 20 hours per week. - Holidays:
Annual Days
If you are in this employment for a full holiday year, you will be entitled to three weeks paid holiday in that year. This employer recognises the following customary holidays with pay in addition to your annual leave entitlement:
New Year’s Day, St Patrick’s Day, Easter Monday, Easter Tuesday, May Day, Spring Bank Holiday, July 12 and 13, August Bank Holiday, Christmas Day and Boxing Day. - On termination of your employment:
You shall be entitled to annual holiday with pay, or pay in lieu thereof, proportional to your length of service in that holiday year, less any annual holidays already taken. If you leave employment and have taken more leave than you have earned, the employer will recover from your final pay, monies equivalent to the leave you have taken, in excess of your entitlement. - Annual Holiday Arrangements:
Employee Notification
Advance notice must be given to the Finance Director when you wish to seek approval for holiday dates. The notice must be at least twice as long as the holiday being requested. In your own interest, you should not make any holiday bookings until you receive approval. - Employer Refusal:
If the employer is unable to approve the dates you requested for holidays, you will be given notice of refusal in advance of the first requested day. The notice will be at least as long as the number of days/weeks of holiday being requested. - Carryover:
As this Contract of Employment is for two years, unused holidays will be forfeited without compensation. - Holiday Pay:
During holidays, those employees with entitlement to holiday pay will be paid at their basic rate of pay. - Sickness Absence and Sick Pay:
There is no Employer’s Sick Pay Scheme relating to your employment. Provided you meet the qualifying conditions, you will be paid sick pay according to the rules and regulations of the Statutory Sick Pay Scheme (SSP) for a maximum of 28 weeks subject to compliance with the Company’s Sickness/Absence Notification and Sick Pay Procedure. Your attention is drawn to this Procedure. It is your responsibility to familiarise yourself with and to comply with it at all times. You agree to consent to a medical examination (at our expense) by a doctor nominated by the Company should the Company so require. You agree that any report produced in connection with any such examination may be disclosed to the Company and the Company may discuss the contents of the report with the relevant doctor. - Notice Entitlement/Requirement:
If you have one month’s continuous service or more you must give the employer one week’s notice of your intention to terminate your employment. If you have one month’s continuous service you are entitled to receive one week’s notice in the event of termination. The employer reserves the right in the case of gross misconduct to dismiss you summarily i.e. without notice and without payment in lieu of notice. You may be required to take some, or all, of your accrued holidays during the notice period. The company reserves the right to pay in lieu of notice on termination of employment. - Compassionate Leave:
In the case of absence due to the death of a close relative (i.e. spouse, child, parent, sibling, parent-in-law) the Company will provide up to three days paid compassionate leave, depending on the circumstances. This is in addition to statutory unpaid time off for dependents to enable employees to deal with emergencies. - Grievance Procedure:
The procedures relating to handling of grievances are set out in the Company Grievance Procedure which can be obtained from Belfast FM Ltd. The procedure does not form part of your contract of employment. If you wish to raise a grievance you may apply in writing to the Chair, Belfast FM Ltd. - Discipline and Dismissal Procedures:
The disciplinary rules and the procedure for dealing with disciplinary matters and appeals are set out in the Disciplinary Rules and Procedure which can be obtained from Belfast FM Ltd. You are required to make yourself familiar with this document. The procedure does not form part of your contract of employment. If you wish to appeal against a disciplinary decision you may apply in writing to the Chair, Belfast FM Ltd. in accordance with our Disciplinary Rules and Procedure. - Restrictive Covenant:
Not required. - Lay Off and Short Time Working:
In the event of a reduction or shortage of work or disruption in the provision of the kind of work you are employed to do, or any other occurrence affecting the normal working of the Company, the Company reserves the right to temporarily lay you off work without pay, save for guarantee payments to which you will be entitled, or alternatively, to reduce your normal working hours and to reduce your pay proportionately. The Company shall give as much notice as is reasonably practicable of any further change to your hours including a return to normal working hours. Where you have been laid off or put on short time working under this rule your employment shall, for all contractual purposes, be deemed to have been continuous throughout that period. - Changes in Terms and Conditions:
The Company reserves the right to make reasonable changes to any of your terms of employment. You will be notified in writing of any change as soon as possible and in any event within one month of the change.
An employment contract is a legally binding agreement between the employer and the employee. Therefore, it is subject to the basic principle that one party cannot unilaterally alter the terms of the contract without the other party’s consent.
The purpose of clause 29 is to give the employer the contractual right to make “reasonable” changes to the terms of employment without the employee’s specific consent. This is intended to include minor or administrative matters which do not fundamentally alter the employee’s terms of employment. This clause does not give the employer wide powers to make any substantial changes to the contract, and would be narrowly construed by the courts.
Relevant Agreement
For purposes of the Working Time Regulations (Northern Ireland) 2016, it is agreed that the sections on holidays, including holiday entitlement, annual holiday arrangements and holiday pay of this statement constitute a relevant agreement and are to be treated as agreed in writing.
Signature _________________________ (Employer)
Signature _________________________ (Employee)
____________________ (Date)
Your employment with the Company will be in accordance with and subject to the policies and procedures in force for the duration of your employment. You are required at all times to comply with these policies and procedures in force from time to time. Breaches of company policy/procedure may result in disciplinary action up to and including dismissal. These policies and procedures do not form part of your contract of employment. The Company reserves the right to renew, revise, amend or replace these policies and procedures from time to time to reflect the changing needs of the business. These policies and procedures are available for inspection at Belfast FM Ltd.
ACKNOWLEDGEMENT OF RECEIPT
I acknowledge receipt of a copy of this statement.
I have read and understood this statement.
Signed: ___________________________________
Dated: ___________________________________
