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supervising solicitor, Shaheen Khan, tells you that Pembertons want your firm to prepare a contract of employment for the new Office Manager, Mrs Yvette Reed.
Mrs Reed’s contract will include all the provisions required by s.1 ERA 1996.
In addition, it has been agreed:
Mrs Reed’s employment will begin on 1st February 2021. Her formal title will be Office Manager although Pembertons is keen to ensure that it can expect her to cover other duties as and when a business need arises. Her job description is detailed in a separate document to be provided to Mrs Reed with the contract (Note the job description document is not produced for the purpose of this Task but you should assume it is available to be supplied to the employee).
Mrs Reed will be based at Pembertons’ address at 23 High Street Weyford but Pembertons want to be able to require her to work at the firm’s other Weyford office if the need arises. The firm is also expanding in the near future and hopes to move to new premises on the outskirts of Weyford. It is keen to ensure that it can expect Mrs Reed to move to the new offices. Travelling expenses will be paid to Mrs Reed if she is asked to work temporarily at another site; but not in the event of a permanent move. Any travelling expenses claimed will need to be accompanied by receipts, but no prior authorisation of travelling expenses will be needed from the firm. The firm has an expenses policy set out in its Staff Handbook.
Mrs Reed will be entitled to 30 days paid holiday each year (1st January to 31st December). This is in addition to the usual UK bank holidays. In the first year of employment, the holiday entitlement will be prorated. The firm does not want Mrs Reed to be able to carry forward holiday and wants her to give reasonable notice (in writing to her line manager) of her intention to take holiday. The firm is concerned that she should not be able to take more than 10 working days holiday at a time without the prior permission of her line manager, which will only be granted in exceptional circumstances and at the discretion of the firm. Pembertons has agreed that if Mrs Reed has untaken holiday at the end of her employment, she is entitled to be paid in lieu of the outstanding holiday balance, but if she takes too much holiday this will be deducted from her final pay cheque.