Part 2 : Equal Opportunity

We are an Equal Opportunity Employer. The aim of our policy is to ensure that no job applicant or employee receives less favourable treatment on the grounds of race, colour, creed, nationality, ethnic or national origin, religious belief, political opinion or affiliation, sex, marital status, sexual orientation or disability, or is disadvantaged by conditions or requirements which cannot be shown to be justifiable.

Our selection criteria and procedures are frequently reviewed to ensure that individuals are selected, promoted and treated on the basis of their relevant merits and abilities.

All employees are given equal opportunity and are encouraged to progress within the organisation.

We are committed to an ongoing programmed of action to make this policy fully effective. To ensure that this policy is fully and fairly implemented and monitored, and for no other reason, would you please provide the following information.

Part 3 :Qualifications & Trainings

Provide details of vocational /academic qualifications you have, most recent at first. Click Add for Multiple Qualification

Part 4 :Employment History

Please write your current and previous employment history for last 10 YEARS (most recent first- Click Add for Multiple Employment)

Part 5: References 

List all your references for the past five years, one of which should be your present or most recent employer. Please list here, starting with the most recent, all employment, unemployment, educational, and travel periods throughout the previous 5 years. Please be aware that we will not be able to continue on with your application if you fail to provide enough information. 

Note: Please make sure the name of the person you choose as a referee to confirm your whereabouts is provided above if you ticked the "Unemployed" box.

Note: Please make sure the name of the person you choose as a referee to confirm your whereabouts is provided above if you ticked the "Unemployed" box.

Note: Please make sure the name of the person you choose as a referee to confirm your whereabouts is provided above if you ticked the "Unemployed" box.

Note: Please make sure the name of the person you choose as a referee to confirm your whereabouts is provided above if you ticked the "Unemployed" box.

Character Reference Details:

Please give details of any one individual who have known you for at least five years and who will be willing to provide a personal character reference for you. Please keep in mind that your Character Referee cannot be a blood relative or a member of your family

Part 6: Disclosure & Declaration

Do you  have any convictions or cautions (excluding youth cautions, reprimands or  warnings) that are not 'protected' as defined by the Ministry of Justice?

The amendments to the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (2013 and 2020) provides that when applying for certain jobs and activities, certain convictions and cautions are considered ‘protected’. This means that you do not need to be disclosed to employers, and if you  are disclosed, employers cannot take them into account. Guidance about whether a conviction or caution should be disclosed can be found on the Ministry of Justice website. 

DATA PROTECTION

I agree that AESN Limited retains the right to hold this application and any other data associated to process it and pass on to any authorized third party the details held within, also to retain the details for as long as reasonably necessary in accordance with the Data Protection Act 1998.

WORKING TIME REGULATIONS 1998

The European Union has laid down guidelines for all workers, governing the length of the maximum working week that is safe to work. The current limit is 48 hours per week. You are under no obligation to accept any work offered, and you will not be compelled to work more than 48 hours per week, however you may choose to do so. A full explanation of the Working Times Regulations 1998 can be found in your Staff Handbook. Please tick the appropriate box.

Part 7: Verification of Gaps in employment (if any):

In order to process your application for employment with AESN Limited , please enclose :

1. An updated copy of your CV, which should details your qualifications and any relevant training courses attended.
2. A copy of your valid passport and any visa required for your eligibility to work in the UK .

Part 8: Candidates Declaration

• I confirm that the above details are correct and I am eligible to live and work in the United Kingdom. In addition, I understand that if any of the above details change, then I must contact AESN to complete and alternative form.
• I declare that cautions, reprimands, final warning, or criminal convictions other than any treated as under the provisions of Rehabilitation of Offenders Act 1974.
• I declare that I do not have any criminal history in any stage of residence for the past 5 years. I understand that it is my responsibility to declare to Human Resources / recruitment Consultant any criminal convictions incurred during my employment with AESN.
• I accept that any misinterpretation of the facts is a ground for a refusal of employment or disciplinary proceeding and or dismissal (and, in appropriate cases, criminal charges)
• I authorize AESN to approach my former employers, educational establishments, government agencies and personal referees for verification of information.
• I consent AES to use my details for the Disclosure and Barring Service (DBS) check, as required, and also consent for providing and electronic result directly to the registered body that has submitted the application and that I understand an electronic result contains a message that indicates either the certificate is blank or to await certificate which will indicate that my certificate contains information. In some cases, the registered body may provide this information directly to my employer/AESN prior to me receiving my certificate

Part 3: Payee Details

Bank Details:

I hereby declare that the information I have provided within this application is true and agree for AESN to receive and hold my personal information. I confirm that I have full authority to use the above bank/building society to receive my wages. I further confirm that I wish to opt into the scheme and agree to receive my pay slips by email to the email address provided on this document.

48-HOURS OPT OUT AGREEMENT

1. DEFINITIONS

1.1 In this Agreement, the following definitions apply:

     "Employer" means AESN Limited, of 6-9 The Square, Stockley Park, Heathrow, London; UB11 1FW.

"Working Week" means an average of 48 hours in each seven-day period calculated over a 17 week reference period.

References to the singular include the plural and references to the masculine include the feminine and vice versa.

The headings contained in this Agreement are for convenience only and do not affect their interpretation. 

1. RESTRICTION

   The working time regulations 1998 (as amended) provide that the Employee shall not work in excess of the Working Week unless s/he agrees in writing that this limit should not apply.

2. CONSENT

   The Employee hereby agrees that the working week shall not apply.

3. WITHDRAWAL OF CONSENT

   The Employee may end this Agreement by giving 3 months' notice in writing. For the avoidance of doubt, any notice bringing this Agreement to an end shall not be construed as notice of termination of employment by the Employee. Upon the expiry of the notice period set out in Clause 4.1 the Working Week limit shall apply with immediate effect.

4. THE LAW

   This Agreement is governed by the law of England & Wales and is subject to the exclusive jurisdiction of the Courts of England & Wales.

Data Consent Form/GDPR:

Company Name: AESN Limited

Document: Consent Declaration

Topic: Data Protection

Personal data:
• Name
• Date of birth
• Contact details, including telephone number, email address and postal address
• Experience, training and qualifications
• CV
• National insurance number
• Any other relevant personal data required for job application (eg. Copy of Passport, right to work, bank statement or utility bills showing address, , reference)

Sensitive personal data:
• Disability/health condition relevant to the role
• Criminal conviction
• Include any other relevant sensitive personal data

I consent to the Company processing the above personal data for the following purposes:
• For the Company to provide me with work-finding services.
• For the Company to process with or transfer my personal data to their client/s in order to provide me with work-finding services.
• For the Company to process my data on a computerized database system in order to provide me with work-finding services.
• Any other relevant purposes for processing personal data:
• DBS Application
• Reference Request sending for character and professional
• Training Provider/Company
• Staff Profile (with photo ID) to send care homes/Nursing Homes/clients
• Suppliers’ Portal (e.g., e-tips, MORS, Appellia, Matrix, Comensura etc.)
• Payroll — For any clients (care homes/ Nursing homes) you wished to work for Also, I also consent to the Company processing my personal data with third parties including (e.g., HMRC, ICO, REC, GRI, Cohesion, Omni) for the purposes of internal audits and investigations carried out on the Company to ensure that the Company is complying with all relevant laws and obligations. The consent I give to the Company will last for 60 months.
I am aware that I have the right to withdraw my consent at any time by informing the Company that I wish to do so.

The purpose of the questionnaire is to see whether you have any health problems that could affect your ability to undertake the duties of the post you have been offered or place you at any risk in the workplace. We may recommend adjustments or assistance as a result of this assessment to enable you to do the job. Our aim is to promote and maintain the health of all people at work. Your record will be held on file for a short period of time and may be subject to audit. Your file may also be used to cross referenced should be registered on our system by one employer.

Personal Information

Medical History

All staff groups complete this section

If you have indicated yes to any of the above question’s you must provide further details, failure to doso will result in the form been returned/rejected.

Tuberculosis

If you answered NO to the above, please list all of the countries that you have lived in/visited overtheIast5

years, including duration of stay and dates.

Do you have any of the following

Chicken Pox or Shingles

Have you ever had chicken pox or shingles?

Immunization History

Proof of Immunity (Please send the following)

Proof of Immunity (Please send the following) EPP Candidates Only

Exposure Prone Procedures

Covid Vaccination details

Have you had your Covid Vaccine?

Declaration:

I declare that the answers to the above questions are true and complete to the best of my knowledge and belief.

AESN Night Time Workers’ Health Questionnaire

The purpose of this questionnaire is to ensure that you are suited to work at night. All the information you provide will be kept confidential. Put (X or /)

I, undersigned, that all the statements above are true and complete to the best of my knowledge. I understand that if I have given untrue or misleading information this may result in disciplinary action and/or dismissal. I also hereby confirin that I will notify AESN in writing should there be any changes on my situation in the future.

Please note down your 5 years address history in the table below, ensuring that the full address,inc1uding the postcode is given.

For Married Individuals only:

Modern Slavery Policy

1.AESN is committed to eliminating modern slavery, human trafficking, food labour and similar human rights abuse.

2. AESN is committed to ensuring that its staff and any workers it supplies(directly or indirectly) are not subject to behaviour or threats that may amount to modern slavery, human trafficking, forced labour, and similar human rights abuses.

3. AESN provides appropriate training and awareness information for its entire staff, in particular;

• Our line managers receive detailed training in identifying and resolving concerns around modem slavery and human trafficking.

• All of our staff members receive awareness-raising information around issues involving modern slavery and human trafficking, so that they can bring any concerns they have to the attention of our management.

4. Any staff, workers or other parties are strongly encourages to report any concerns or suspicions that they might have to the HR Department.

5.Reports surrounding these issues are taken extremely seriously by out management team and director who are committed to ensuring that all investigations shall be prompt and effective If our investigations revel any issues, we are committed to taking appropriate actions, including but not limited to;

• Working with the appropriate organisations to improve standards

• Removing that organisation from our preferred suppliers list

• Passing details to appropriate law enforcement bodies.

6. We regularly monitor our risks in this area through the use of relevant key performance indicators, including;

• The percentage of suppliers who sign up to an appropriate code/ provide their own modem slavery statements,

• The effectiveness of enforcement against suppliers who breach policies,

• The amount of time spent on audits, re-audits, spot checks, and related due diligence, and

• The level modern slavery training and awareness amongst our staff members.

This policy was adopted on 10th October,2019 after being agreed by our management team.

It is reviewed annually.

Disciplinary/Dismissal and Grievance Procedure

1. General Principles

• Every step action will be taken as soon as possible

• The company will conduct an investigation  to determine  the facts of the issue  and notify you.

• If you are asked to a meeting  by the company,  you shall make all reasonable  efforts to attend.

• You will be able to be accompanied to any formal meeting, and meeting times and locations will be fair.

• Meetings will be conducted in such a way that both you and the company have an opportunity to present their case before a decision is made.

• For appeal hearings, the company will be represented by a more senior manager than the one who attended the first meeting(un1ess the most senior manager was there)

• Whenever you or the company is obligated to send each other a statement a copy of it will suffice if the original is not available.

2. Grievance Procedure

If you have a grievance or grievance about your work or the people you work with, you should follow this procedure. In the first instance, you should try to raise the matter informally if at all possible.

Step 1: You must express your dissatisfaction in wiring and send it to the company.

Step 2: The company will then invite you to attend a meeting to discuss your grievance.

• The meeting must not take place unless you have informed the company of the basis of the grievance.

• The company has a reasonable opportunlty to consider its response to the given informatlon
• After the discussion, the company will inform you its final decision with your right to appeal if you are not satisfied with the decision taken.

Step 3: If you decide to appeal, you must notify the company within five working days of your ground for appeal, and the company will then invite you to the second meeting. The company will notify you of its final decision following the appeal meeting.

Disciplinary Procedures

Step 1: Following the investigation, the company will write a latter outlining you alleged conduct or qualities, as well as any other factors that have led the company to consider terminating or discipling you. The company will send you the statement or a copy of it, as well as an invitation to a meeting to discuss the situation.

Step 2:

(I) A meeting will be held before any disciplinary action is taken, unless the disciplinary punishment is a full-pay suspension.

(II) The meeting must not take place unless the following conditions are met;

• In the form of written statement, the company has informed you of the basis or grounds for contemplating disciplinary actions or dismissal.

• You have had a good amount of time to explore your option.

Step3:

• If you intend to appeal, you must notify the company of your reasons of appeal within five working days, after which the company will invite you to attend a subsequent meeting.

• The hearing on appeal may not be held before the dismissal, discipline will be implement but will be done in a reasonable amount of time.

• The Company will notify you of its final decision following the appeal meeting.

Declaration:

I have read, understood and agree to the procedures and policies listed above. Hence, I agree to follow these policies by signing this agreement.

• Disciplinary/Dismissal and Grievance Procedure

• Equal Opportunities Policy

• Modern Slavery Policy

AESN - PENSION OPT-OUT FORM

If you want to opt out of pension savings, fill out this form.

Declaration:

I wish to opt out of employer’s pension scheme.

I understand that by opting out, I lose the right to pension contributions from my employer.

P46: Employee without a Form P45

Section One To be completed by the employee
Please complete section one and then hand the form back to your present employer. If you later receive a form P45 from your previous employer, hand it to your present employer.
Use capital letters when completing this form

Your details

National Insurance number

Address

Your present circumstances

Read all the following statements carefully and enter 'X' in the one box that applies to you.

Signature and date

I can confirm that this information is correct

AESN Employment Contract

Terms and Conditions of employment for Employees

1. THE PARTIES

I _________________________________ of Address: _______________________________________ (“the Employee”) ,referred to throughout this Agreement as "you" and "your" shall be construed accordingly. AESN, registered Company No.12248325 0f 6-9 The Square Stockley Park, Heathrow, London UB11 1FW (“the Company”).

2. DEFINITIONS AND INTERPRETATION

In this Agreement the following definitions apply:

“Actual Rate of Pay” means, unless and until the Employee has completed the Qualifying Period, the rate of pay which will be paid for all time worked during an Assignment weekly in arrears, subject to Deductions and any Agreed Deductions, as set out in the relevant Assignment Details Form;

“Actual QP Rate of Pay” means the rate of pay which will be paid to the Employee if and when s/he completes the Qualifying Period. Such rate will be paid for all time worked during an Assignment weekly in arrears, subject to Deductions and any Agreed Deductions, as set out in any variation to the relevant Assignment Details Form;

“Agreed Deductions” means any deductions the Employee has agreed can be made from their pay;

“Assignment” means assignment services to be performed by the Employee for the Client for a period of time during which the Employee is assigned by the Company to work temporarily for and under the supervision and direction of the Client;

“Assignment Details Form” means written confirmation of the assignment details to be given to the Employee upon acceptance of an Assignment;

“AWR”, means the Agency Workers Regulations 2010;

“Calendar Week” means any period of seven days starting with the same day as the first day of the First Assignment;

“Client” means the person, firm or corporate body together with any subsidiary or associated person, firm or you acknowledge that the Company must process personal data about you in order to properly fulfil its obligations under this Agreement and as otherwise required by law in relation to your employment in accordance with the Data Protection Laws. Such processing will principally be for personnel, administrative and payroll purposes;

21. NOTICES

All notices which are required to be given in accordance with this Agreement shall be in writing and may be delivered personally or by first class prepaid post to the registered office of the party upon whom the notice is to be served or any other address that the party has notified the other party in writing, by email or facsimile transmission. Any such notice shall be deemed to have been served: if by hand when delivered; if by first class post 48 hours following posting; and if by email or facsimile transmission, when that email or facsimile is sent.

22. JURISDIC TION AND GOVERNING LAW

This Agreement shall be governed and construed in all respects by English law and the parties irrevocably submit to the non-exclusive jurisdiction of the Courts of England and Wales.

The parties to this Agreement have read understood and agree to be bound by its terms.

I confirm that I am not subject to any legal restraints which affect my ability to perform my duties under this agreement.