Our Temp Hub is here to offer you all the important information Temp's need to know.
Frequently Asked Questions and Topics of interest:
If you have any additional queries, please don't hesitate to get in touch with our Temp Team:
Office: 01562 69090
Out of Hours: 07815293256
You will be paid by credit transfer directly into your Bank/Building Society account.
Payments are cleared into your account on the Friday following the week you worked.
If you have any queries concerning wages then please call our Kidderminster Office and ask for the Wages Department. When you first start temping for us you will receive an email asking you to set up your personal and secure SageOnline account. This is where all your payslips will be available to view – you can also access any previous pay slips and P60’s. Only in instances where you do not have an email address will a payslip be posted.
If for any reason you cannot make it into work, you must contact your consultant the night before or in any case at least an hour prior to the start of your assignment or shift on the day of your absence. You must tell us the nature of your sickness/absence and advise us of your likely date of return. You must report into us on each day of your absence. Depending on your assignment there may be restrictions on when you are allowed to return (e.g. working with food products) so it is very important that you are honest with us.
Depending on the duration of your absence you may be entitled to claim Statutory Sick Pay. Due to the nature of temporary agency work, in circumstances where your position cannot be held open for you, your assignment may be terminated by the client.
PLEASE DO NOT SEND A TEXT – you must call us on the out of hours number you have been given by your consultant.
The holiday year begins on January 1st of each year and runs through to December 31st inclusively. All holiday entitlement must be taken within the holiday year – it cannot be carried over. It is your responsibility to ensure you use all of your holiday entitlement.
The current statutory holiday entitlement is 28 days per holiday year, inclusive of Bank Holidays. Holiday Pay is accrued on basic and overtime hours at a rate of 12.07%.
The amount of holiday pay you receive is based on your average weekly hours of work, in the preceding 12 weeks, multiplied by your average hourly rate. If you are unsure of how much holiday you have accrued then please speak with our Wages Team – they will explain exactly what average daily hours and the average hourly rate you are entitled to.
– THE GOVERNMENT TELLS US HOW HOLIDAY PAY MUST BE CALCULATED – WE CANNOT CHANGE THIS.
When you qualify for AWR your holiday entitlement may increase depending on the company where you work and your Consultant will advise you of any changes.
Holiday is paid like wages and will be paid into your nominated Bank or Building Society Account on the Friday following the week of your holiday. You must complete a Holiday Request Form to book any holiday - your notice must be at least twice the length of holiday required.
ALL holiday MUST be authorised by your current supervisor or line manager before booking holidays/flights. Please ask your Consultant for a Holiday Request Form so we are able to inform the Wages Department in advance.
The AWR came into force on 1st October 2011 and provides individuals that are classed as ‘agency workers’ with additional rights. The rights can be split into two categories:
(i) those which apply from the first day of an agency workers assignment (or 1st October 2011 if they are already on assignment) and
(ii) those rights which apply after an agency worker has been engaged with a hirer in the same role for a continuous period of 12 weeks (with some short breaks or breaks for particular reasons, such as illness or maternity preserving such continuity).
You will have the right to access collective facilities and amenities at your place of work and to be notified of suitable, relevant vacancies within the organisation. The collective facilities and amenities could include facilities such as canteens, car parks, toilets and changing rooms, crèche facilities etc. However, this is only to the extent that these are provided to a directly engaged person undertaking the same job. These can be excused if a Client can provide a good objective reason why you cannot have such access.
As stated, an agency worker will also have rights after they have been working in the same role for the same hirer for 12 weeks. These 12 weeks can be through any agency or a combination of agencies, so it is therefore important that you advise us if you have already completed an assignment with the said Hirer and in what role.
After 12 weeks in the same role at the same hirer you will have a right to receive the same pay and basic working conditions that you would have received had you been engaged directly by the hirer on the first day of the assignment, provided that such rates and terms are “ordinarily in force” within the organisation i.e. formally recorded or usual custom or practice. This effectively means that Hewett Recruitment will need to pay you the same rate as you would have been paid had you been taken on directly by the hirer and provide the same rest breaks, overtime, bonuses (if relevant) and annual leave that would have been applicable.
The nature of temporary work means that an assignment can end at short notice depending on changes to the volume of work or orders at the company you are working at. Poor attendance or performance can affect the security of your assignment. As a temporary worker you need to be reliable, punctual and hardworking. You are representing Hewett Recruitment and poor performance or repeat absences may result in your assignment being terminated.
We will deal with all complaints in a fair and just manner and in line with our complaints policy which can be found here.