Q: Online Registrations during lock down and what to expect!
A: All new interviews are conducting by our new online application process followed by an video call to check your RTW and identification. Please do not visit the office as our door will remain closed. If you are asked to attend the office, here is what you should expect: Entering the building – We would have already asked a number of Covid-19 questions. But on arrival we would ask you to use the hand sanitiser provided on arrival. Tissues are also available with a closed bin. Signs are around the office to reiterate social distancing. Deep cleaning: all staff have received the necessary training and guidance, and they are responsible for cleaning their desk area twice a day and washing their hands regularly. Masks and gloves are also available for our staff should they feel the need to use them. A full clean down will be done after each candidate has been in. Each evening there will be full deep clean ready for the following day.
Q: How old do i need to be to register?
A: You need to be 18+ to register with us. Under the Education and skills Act 2008 in England (different rules apply in Scotland and Wales), a young person must remain in full time education or training until they are 18 years old. For the avoidance of doubt, a young person is defined as someone who is over compulsory school age and under the age of 18. A person is over compulsory school leaving age if he / she, is/turns 16 on or before the last Friday in June (in any given year) or will be turning 16 years old by the end of the summer holidays. If not in full time education, a young person can meet their legal obligation instead by being in full time occupation while also undertaking sufficient relevant training. Full time occupation in this regard means: • Working under a contract of employment (not a worker contract), or as a self-employed person, or otherwise than for reward (i.e. unpaid volunteer, or in an office holder position (e.g. as a company director): • For at least 20 hours per week, (not including time when they are participating in actual guided learning) • Under a contract or arrangement which is or is expected to be, of at least 8 weeks' duration. Note then that a typical contract for services used for supplying temporary workers will not suffice, neither with short term work of less than 8 weeks. If you are seeking to supply a young person into work, there are certain limitations which you must comply with accordingly. Aside from a maximum 40 hour working weeks, a young person must be allowed: • At least 12 hours of uninterrupted rest within any 24-hour period in which they work; and • A rest break of at least 30 minutes if a shift will last longer than 4 and a half hours; and • At least 48 hours of rest each week – uninterrupted. Additionally, young workers aged 16-17 must not work between the hours of midnight and 4am. They also cannot work after 10pm or before 7am unless they will be working in: • Agriculture • Retail Trading • Postal or newspaper delivery • A catering business, hotel, public house, restaurant etc. • Bakery
Q: Photo ID
A: No up to date Passport or photo ID you can apply for a citizen card via the following link this will need to be accompanied with your birth certificate upon registration with us. https://www.citizencard.com/apply-for-a-uk-id-card-online STANDARD APPLICATION Costs £15 and takes 21 days. Card posted by Royal Mail 2nd class post URGENT APPLICATION Costs £30 and takes 1-2 working days. Card posted by Special Delivery guaranteed Next Day by 1 pm
Q: What is the furlough scheme?
A: The Coronavirus Job Retention Scheme is an emergency scheme set up by the government to support employers with the costs of employing their workers during the coronavirus pandemic. The scheme was announced on 1 March 2020 and was initially intended to last for three months. However, it has been extended twice and will now continue until 31 October 2020. Other changes announced: Workers can be furloughed on a part-time basis; The scheme closed to new entrants from 30 June (in practice this means 10 June in order to meet the three-week minimum furlough requirements); From August employers will have to share the cost of furloughing their workers The scheme is administered by HMRC. Employers claim the furlough grant through an online portal, using their PAYE reference. The rules of the scheme are set out in the Treasury's third Written Direction to HMRC dated 25 June 2020. In summary, if the employer furloughs an employee, s/he remains an employee for the furlough period. The government will pay the employer 80% of the employee's usual earnings (up to a maximum of £2500 per month) for the furlough period. The government subsidy will reduce to 70% and 60% in September and October respectively, though the employee will still be entitled to receive 80% of their pay (subject to the maximum of £2500).
Q: Does a worker have a right to be furloughed?
A: No, a worker does not have a right to be furloughed. Government is keen to protect the jobs and incomes of as many workers as possible and so a wide range of workers can be furloughed but ultimately, it is a commercial decision for the employer/ agency whether to furlough or not.
Q: Can agencies furlough temporary workers engaged on contracts for services?
A: Yes, agencies can furlough temporary workers engaged on contracts for services. The Directions and HMRC guidance documents use employment terminology such as employer, employee and contract of employment. However, for the purposes of the scheme, these terms do not require or imply than an individual is an employee for employment rights purposes. Rather they reflect the fact that HMRC are running the scheme, and the party furloughing the individual will be their employer for tax purposes. So, whilst a temporary worker on a contract for services may be a worker (rather than an employee) for employment rights purposes, they will be an employee for tax purposes and so are covered by the furlough scheme.
Q: Do temporary workers on contracts for services accrue holiday pay whilst on furlough?
A: This has been a question since the opening of the scheme. REC pressed government for detailed advice which has now been published. In a nutshell, temporary workers are not eligible to accrue holidays as they are not physically working any hours to build up. In brief: When a temporary worker is engaged on a contract for services, there is no contract between assignments. As the temporary worker accrues holiday according to time worked when on assignment, one argument is that if they have been furloughed by an agency, they cannot work for that agency and therefore cannot accrue holiday leave or pay during furlough leave from that agency when they are not working, this will also be reflected in the contract for services.
Q: If an individual is receiving furlough payments can they work elsewhere?
A: A furloughed worker cannot work either for the employer which has furloughed them, or for any organisation linked or associated with that employer (though they can do training to keep up or to improve their skills). However, they can work for another employer whilst on furlough if: * their contract allows them to do so, or * they have more than one employer, in which case each job should be treated separately for furlough purposes. Agency workers: Agency workers can be furloughed but the agency which furloughs them cannot then supply them to any of its clients. However, the furloughed agency worker may work elsewhere, including for the furloughing agency's clients but either directly or through another agency. Importantly an agency cannot prohibit a temporary worker from working elsewhere - to do so would be in breach of Regulation 6 of the Conduct of Employment Agencies and Employment Businesses Regulations 2003. If an employee has had multiple employers over the past year, has only worked for one of them at any one time, and is being furloughed by their current employer, their former employer/s should not re-employ them, put them on furlough and claim for their wages through the scheme.
Q: Where would I come to register / Where is Bennett’s based?
A: Bennett’s operate from 52 Market Street HYDE, Cheshire SK14 1AH. Not far from Hyde Town Hall and easy accessible by bus and train links. There are a number of pay and display car parks, however Asda is at the back of us.
Q: Why use an agency to look for work?
A: We have strong relationships with a variety of businesses in Tameside, Oldham, Stockport and Manchester. We know that getting a perfect job isn’t always easy but we are a friendly team and our goal is to work with you to help you get the type of job you’re after. We do our utmost to place you in suitable jobs that match your skills and interests although we have offered work to candidates which they have never considered before and it has turned out to be the job of their dreams. If formal interviews make you nervous we can assure you that you have nothing to worry about coming to see us.
Q: What geographical areas do we cover?
A: Bennett’s cover all Tameside, Greater Manchester and South Manchester areas. Basically much of the North West. We would never ask you to go to a location which isn't accessible for you.
Q: How long does it take to register?
A: Depending upon what type of work you wish to obtain it would approx. take 45 mins up to an 1 hr and half depending upon your skills.
Q: Can I register online?
A: You can register your details and attach your cv to email@example.com We will then be in touch as soon as a suitable position does become available.
Q: What documents do I need to register?
A: Upon registration you will need to bring the following: UK Nationals: A passport (which may be in or out of date) showing that the holder is a British citizen and passport cover. If the passport is out of date, then further photographic identification is required: i.e. a driving licence. OR NI proof (see below): NI Proof is one of the following: P45 or P60 issued by a previous employer with full name and NI number NI card (both sides will be scanned) Wage slip from a previous employer Letter issued by a government agency with full name and NI number PLUS one of the following: A full or short form birth certificate issued in the UK A full adoption certificate issued in the United Kingdom which includes the name(s) of at least one of the holder’s adoptive parents. A certificate of registration or naturalisation as a British citizen. EEA EC citizens: One of the following types of I.D. are acceptable for applicants from new E.U. Member States: A passport (which may be in or out of date) showing that the holder is an EC citizen and passport cover. If the passport is out of date, then further photographic identification is required: i.e. a Driving licence. Or a National ID card. A2 EEA / EC citizens – Croatian nationals: A valid passport and also provide a residence permit (either Blue or Yellow) stating that work is permitted. Non EEA citizens (Non EC and Commonwealth) Indefinite Leave – One of the following: An in date passport showing that the holder is a non EC citizen and passport cover ALSO a visa stating INDEFINITE leave. Or an Immigration Status document stating INDEFINITE leave and NI proof Or an Biometric Residence Permit stating INDEFINITE LEAVE Limited Leave – One of the following: An in date passport endorsed with a visa or residence permit showing the person’s entitlement to work in the UK. Or a biometric residence permit card showing the person’s entitlement to work in the UK. The above information is for guidance only. Additional information may be required.
Q: Once I’ve signed up for temporary work, what happens next?
A: We will liaise with the relevant client/s, if necessary arrange an interview, informal chat, induction time or find out start times and dates. We’ll then contact you to explain everything you need to know about the role/s we have to offer you. We’ll give you as much information as possible e.g. hours of work, duties, pay, duration, location, and travel directions so that you can decide if you would like to be put forward or start the role. You’ll also get written confirmation of the details from us if you decide to accept the job we’re offering you. If you don’t like the sound of what we have to offer you, we simply ask that you are honest and tell us that. You don’t have to accept work which you don’t like the sound of. We’ll call you when you’ve started, just to check how you are getting on and then keep in touch during the assignment. We’re at the end of the phone, if you need any help or advice. If we have nothing suitable to offer you immediately, we will contact you when we do.
Q: How is my data kept secure with regards to the GDPR?
A: Your personal data is only held by Bennett Staff for 12 months, and not sent to any third party without explicit consent.
Q: How often do I get paid?
A: On completion and submission of a signed timesheet you will be paid weekly – every Friday (your first week being in arrears)
Q: How do i book my holidays?
A: You need to liaise with your consultant to find out how many holidays you have accrued. Then speak with your line manager to establish the best time for when to can take your leave. Once agreed you need to complete a holiday request form and send your request in, either by post of email. More information can be found in your handbook.
Q: When is the holiday year?
A: Your holiday year starts 1st September to the end of October in anyone year. (all holidays must be taken within that leave year). For more information about holidays this will be in your handbook and Contract for services - which would have been given to you at registration.
Q: How do we interview our candidates?
A: All candidates are personally interviewed face to face at our offices, where we hold an initial interview /registration. This is where all ID is checked and stamped.
Q: Can I approach Bennett's confidentially?
A: Yes our trained consultants are on hand to help wherever we can, we will always deal with your application or vacancy in the strictest of confidence.
Q: How much notice do you need to give Bennett's to be provided with staff?
A: We would like a weeks notice where possible. However we appreciate this sometimes may not always be feasible. But as much notice as possible please.
Q: Do we have both temporary and permanent jobs available?
A: Bennett's specialise in both temporary and permanent job opportunities. Temporary work is as it says temporary this could be to cover sickness, holidays, peak periods or even maternity leave. Remember some temporary roles do become permanent.
Q: Once I register a vacancy with Bennett’s online, when will a consultant contact me?
A: When you have registered your vacancy on line, one of our consultants will be in touch within the next 24 hours if not sooner.
Q: How can I pay my invoice?
A: You can pay for our services via BACS (which usually takes 3 days) same day payment or a cheque addressed to Bennett Staff Bureau.