EMERGENCY CONTACT - In the event of an emergency at work we may need to contact someone on your behalf. Please detail your preferred contact.

SECURITY INFORMATION - For security vetting purposes please confirm.

BANK DETAILS - Wages are currently paid weekly in arrears on Fridays by credit transfer direct into your bank account and your pay slip will be electronically e-mailed to you. If the credit transfer system fails, you will be advised of the alternative temporary method of payment. Different arrangements apply at times where there are bank holidays e.g. Easter, Christmas and New Year periods. Please forward your form P45 to Head Office as soon as possible.

Due to the intrinsic related functions of the day-to-day job (heavy manual handling, working at height, work in confined spaces and lone working), the travelling, the shift patterns and regular overtime hours we work and for health & safety and occupational health monitoring purposes we require medical Information from all new employees. It is important that you answer the questions as honestly as possible. Do not be concerned if you find yourself answering “Yes” to some of the questions as this does not mean that you are unfit for the job. We will discuss with you further if we need more details.

ALL QUESTIONS MUST BE ANSWERED.

1. Occupational History

2. General Health Questions

3. Medical History

Note: The company are members of Constructing Better Health Scheme and your personal details and ‘Health and Fitness Outcomes’ following any occupational health medicals you may undertake during employment with the company may be uploaded onto the CBH CHAT v2 (or equivalent) systems. By signing the declaration below you consent to the company sharing this information on such databases.

5. Declaration

I declare that the information given above is full and true to the best of my knowledge. I understand that providing misleading or false information will disqualify me from appointment OR, if appointed, and discovered that I have knowingly withheld medical information, disciplinary action may be taken against me that may include summary dismissal.

DATA PROTECTION (GDPR)

The company are registered with the ICO and operate policies in compliance with GDPR 2018. The company’s records retention policy is displayed on the Company Notice Board at Head Office. The GDPR Data Protection Privacy Notice is detailed in EP12 and the records retention policy and below other GDPR policies are available upon request by the employee e-mailing laura.gee@fbtaylor.co.uk

ACKNOWLEDGEMENT OF INFORMATION

I understand the company wish to maintain our open and transparent approach in relation to the protection of my personal information. I further understand the basis for processing personal information will be necessary under relevant lawful basis in line with legislation and the company’s GDPR Policies in compliance with GDPR 2018.

I confirm I am aware that I am required to fully read both Handbooks on receipt and fully comply with the content of them throughout my employment with F B Taylor (Cable Contractors) Ltd (the ‘company’).

I agree to the company sharing my personal data in compliance with GDPR for employment placement purposes, pension arrangements, training courses, etc. I further understand that I can request the other GDPR policies and download the documentation so that I can access them as necessary.

I am aware that if I have any queries about anything contained in these publications and policies, I should refer them to my supervisor in the first instance. I will personally contact Head Office directly if they cannot answer my queries.

DRUGS AND ALCOHOL POLICY

The purpose of this policy is to increase awareness of the effects of alcohol, drug, and solvent misuse. Misuse of alcohol, drugs and solvents can lead to reduced levels of attendance, reduced efficiency and performance, impaired judgement and decision making and increased health and safety risks for employees and other people. Irresponsible behaviour, or the commission of offences resulting from the misuse of alcohol, drugs and solvents may damage our reputation and, as a result, our business.

The company have a zero-tolerance approach to drugs and alcohol in the workplace. Drugs or alcohol abuse by company employees can adversely affect the safety and health of themselves and others at work. The company have a general duty under the Health and Safety at Work etc Act 1974 to ensure, as far as is reasonably practicable, the health, safety, and welfare of company employees.

The company is committed to provide a safe, healthy, and secure environment for everyone in or affected by our activities. This includes ensuring that all employees are fit to carry out their jobs safely and effectively in an environment that is free from drug and alcohol misuse.

Similarly, employees are also required to take reasonable care of themselves and others who could be affected by what they do. Employees are expected to arrive at work fit to carry out their job and to be able to perform their duties safely without any limitations due to the use or effects of alcohol, drugs, and solvents (whether prescribed, over the counter or illegal).

The nature of the work we do includes aspects of work that are safety-critical, e.g.: using machinery, electrical equipment, or ladders, as well as working at height and driving or operating heavy lifting equipment, where instances of drug and alcohol misuse could have serious and life-threatening consequences.

Drug and Alcohol testing may be required pre-employment or pre-access, ‘for cause’ after an accident or incident on any company or client site, also without notice based on unannounced or random selection and compliance testing. It is the policy of the company that: -

All employees will comply with testing for all types of drug and alcohol screenings throughout their employment.

All employees must provide Head Office with details of prescribed medication that they are taking (both short and long term). They should consult with their doctor, dentist, etc. about the risk of the drug(s) affecting their fitness for work and report any identified risks to Head Office before reporting for duty.

Company employees who think their work colleagues may be under the influence of drugs or alcohol or acting out of character should report this to their supervisor or a member of senior management immediately.

Any employee known to be, or strongly suspected of being, affected by alcohol or drugs must be referred to the appropriate site manager or supervisor who will arrange for the employee to be removed from duties. The employee will be suspended from work without pay until a drug and alcohol test has been carried out and the results are confirmed.

It must be noted that symptoms suggesting that a person is under the influence of drugs or alcohol may be created by other conditions, e.g., heat exhaustion, hypothermia, diabetes, or the effect of legitimate medication prescribed by a doctor or purchased over the counter. These conditions, while still requiring the employee to be removed from the workface for safety reasons, will obviously affect any disciplinary action that may be considered. Therefore, if there is any doubt as to the employee’s condition or because of their condition, medical advice should be sought immediately.

The company also requires any contractors, consultancies, or agencies to ensure that any of their operatives who are engaged on work for the company comply with the policy provisions.

Employees should only take prescription medication that has been prescribed to them directly by their own GP, dentist, or specialist practitioner.

Employees should not take prescription medication prescribed to others as they may have serious side effects!

Company employees shall not during working hours or whilst on company business (including attending business meetings, conferences, and company functions) sell, purchase, possess, supply, or use controlled substances or volatile substances.

Company employees shall not drive any company vehicles or private vehicles used for company business whilst under the influence of alcohol or controlled or volatile substances. This is a summary dismissal offence. Controlled substances include illegal drugs and legal drugs used in excess or for non-medical purposes. Volatile substances include glue and solvents.

Drug classifications and UK law is subject to change over time. This policy remains enforceable regardless of any such changes in legislation. If any part of the policy is deemed unenforceable due to change in government legislation or employment law, this does not invalidate any other parts of this policy.

Alcohol Intake

All employees have a duty of care to themselves and other workers and are strongly advised to control their alcohol intake between work shifts so that they can ensure they can report to work to complete shifts and are able to perform duties safely without putting themselves or others at risk. They must not drink alcohol during their working shifts or during breaks. Drinking alcohol at work without authorisation or working under the influence of alcohol is considered serious misconduct.

This is where I normally live. I would travel to work from this address if I had not been given work away from home. The distance I have to travel to the allocated project means that I will live away from home for the length of the project during the working week.

Please read and complete section A first. Lodging allowance can only be paid free of tax if section A is completed, and then only if the employee is expected to be on any one site for less than 12 months.

Section A:

I have been sent by my employer to work at the above temporary place of work which is over 35 miles from my employer’s shop, and where I have to book on and off daily, I have had to incur additional living expenses by taking lodging at the above temporary address.

Section B

Once an employee is expected to work on one site for more than 12 months, lodging allowance can only be paid free of tax if section B or C is completed as well as section A.

I have the following dependants living at my permanent address (wife, husband, common law life/husband of 2 years or more, civil partner, dependent child aged under 18). Names:

HEALTH & SAFETY

I certify that I have received a pre-employment induction and been told that the company Safety, Health and Environmental Handbook (EP13) will be supplied to me on commencement of employment through the company HR Portal (link will be provided) and I agree I will read it on receipt and comply with its content.

I understand the maximum hours and day’s policy and I will do my utmost to comply with the duties required by my employment conditions and relevant Health & Safety at Work Act, etc. and other government regulations, etc.

I understand that the work can be physically demanding and to the best of my knowledge and belief I am in good health and have no medical or physical defects of which I am aware that could endanger myself or others when carrying out my duties. If I suffer with ill health in the future, I will inform the company immediately of my condition. I will also inform the company of all medication that I am prescribed to take.

I understand that any breach of the above conditions could result in the company’s disciplinary procedure being invoked

COMPANY VEHICLES

I understand:

The use of company vehicles is restricted to employees of the company aged 21 and over only. Non‐employees such as spouses, children, other relatives, or friends are not authorised to drive company vehicles at any time. Employees driving company vehicles and all passengers are required to wear safety belts (seat belts) any time the vehicle is driven.

Drivers must comply with Driver Rules detailed in the current Employment Handbook (EP12) and comply with the UK speed limits. The EP12 will be supplied to me on commencement of employment through the company HR Portal.

The company will consider any unauthorised use of vehicles as the equivalent of theft and the driver may be held responsible (liable) for consequences of any accidents.

Employees driving company vehicles may be observed on a random basis, after calling in complaints, and after an accident. If negative results are found, disciplinary action up to and including termination of employment may be required.

5. Declaration

I declare that the information given above is full and true to the best of my knowledge. I understand that providing misleading or false information will disqualify me from appointment OR, if appointed, and discovered that I have knowingly withheld medical information, disciplinary action may be taken against me that may include summary dismissal.

If you are an eligible employee, you can join our Group Life Insurance Scheme on the day on which you become employed by us provided you are over 18 and under age 65. You will not be required to contribute to the scheme the company will pay the cost of the benefit. The current scheme will pay a lump sum death benefit of two times your basic JIB salary.

EMPLOYEE EXPRESSION OF WISHES

To the trustees of the F B Taylor (Cable Contractors) Ltd Death Benefits Scheme (‘the scheme’). In the event of my death, it is my wish that the lump sum death benefit payable under the scheme should be paid to

I understand that:

In expressing this wish, it is in no way binding on the Trustee(s), and that the final decision as to whom the benefit is payable will be made by the Trustee(s) after my death.  I can cancel or change this statement at any time.

A copy of the current scheme notes is available from Head Office on request to laura.gee@fbtaylor.co.uk

OCCUPATIONAL HEALTH ASSESSMENTS AND DRUG AND ALCOHOL SCREENINGS

RESULTS CONSENT FORM

I confirm I understand and agree that I will need to take drug and alcohol screening and occupational health assessments (OHA’s) throughout my employment period with F B Taylor (Cable Contractors) Ltd (‘the company’).

I understand that Drug and Alcohol testing may be required pre-employment or pre-access, ‘for cause’ after an accident or incident on any company or client site, also without notice based on unannounced or random selection and compliance testing.

I am aware that positive results from client/site testing programmes will be treated as a breach of the company’s own policy, as will positive results from the company’s own testing programme.

I am aware that the company will need to be able to process and share data results with other employees of the company, clients, and security vetting agencies for site entry purposes in line with the General Data Protection Regulations (GDPR) 2018.

The company will hold results of all my screenings in secure conditions observing access to records and data protection protocols like any other personal information they hold on me.

By signing below, I agree and consent to all full original result of any medical assessments and drug and alcohol screenings undertaken by the company, their clients or principal contractors, etc. throughout my employment period with the company can be sent to the company directly either by e-mail to laura.gee@fbatylor.co.uk or to the postal address at the top of this consent form.

The company will allow me access to see all screening results upon receipt.

I understand that my consent will operate indefinitely unless I advise the company otherwise in writing giving 4 weeks’ notice to the Labour Department at Head Office.

DECLARATION

I confirm I have read and understood all the information provided to me within this document and that I will always adhere to FBT policies and procedures during my employment