11 3.STARTINGATBYRON 3.1 ELIGIBILITYTOWORK: By now you will have been asked to prove that you have the right to work in the UK.This is a legal requirement and so it is important that before you start your role with Byron, you should show your documents. Annual file checks are completed for everyone within the company. In the unlikely event that evidence comes to light that you do not have the correct right to work documentation, then Byron has the right to suspend you without pay up to a maximum of 5 days. In this time, you would have the opportunity to gain further proof of your right to work. Failure to provide this evidence will result in summary dismissal. Please refer to the Immigration Policy for more details. 3.2 CONTRACT OF EMPLOYMENT: You should have received two copies of your contract of employment.The contract sets out the basic details about both the company’s and your terms and conditions so that you know where you stand. One copy of the contract is for you to keep and the other one should be signed by you and given to the People Team. By signing the contract, you are agreeing to all the provisions of the contract. If you have any queries about your contract, please contact your line manager. 3.3 HANDBOOK: This handbook is full of information about every aspect of working at Byron and forms an important part of your contract of employment. 3.4 PROBATIONARY PERIOD: Your first 12 weeks of employment is classed as your probation period.This is your opportunity to see whether Byron is right for you and for Byron to see if your performance, conduct and skills meet Byron standards, values and behaviours. Your manger will review your probation period with you at the end of your probation period. During this time, disciplinary procedures do not apply. If for any reason your performance does not meet the appropriate standards during this time, it could result in your employment being terminated. In this circumstance, your notice period that is outlined in your contract will be paid to you along with any accrued but untaken holiday hours. Byron reserves the right to extend any probationary period where it deems necessary. If you do pass the probationary period, your rights will be the same as everyone else’s and all Byron policies will apply. If your appointment is a promotion/transfer, a probationary period of three months will apply. If your conduct or performance in your new job is unsatisfactory, you may, under the disciplinary procedure, be demoted to your old job at your old rate of pay. 10 4.GENERALSTANDARDS 4.1 HOURS: Your basic work hours are stated on your contract of employment. However, you may be required to work less or more hours per week depending on the business needs. In the restaurants, you will have set starting and finishing times on your rota. However again these may vary according to how busy your shift is. For instance, there may be occasions when you may have to work additional hours especially during peak periods or reduced hours when it is much quieter.Your manager will let you know of any changes as soon as possible. 4.2 BE ONTIME: Please make sure that you are ready to start work at the beginning of the shift/day so no one has to panic or find a replacement at short notice. If you turn up late for work, you may be sent home for the rest of the day as a replacement may have been found, you will not be paid for your shift. It is important that you are aware that persistent lateness could lead to disciplinary action being taken. 4.3 ROTAS: Where you are working shifts, a rota is prepared giving details of the days you will be working the following week.The hours and days that you work will vary each week. You can check your scheduled hours on the fourth app. It is important that you know what shifts you are working, if you wish to swap a shift or cannot work a particular shift then it is your responsibility to ask your manager if it can be rearranged. Your manager will obviously try to accommodate you but sometimes they may not be able to swap or change the shifts. If this happens you will be required to work the rota as posted. 4.4WORKINGTIME REGULATIONS Byron complies with the working time regulations, which states that generally you shouldn’t work more than 48 hours per week as an average over a 17-week period. In your contract there is an opt out agreement which states you are happy to work more than 48 hours over a 17-week period.You can withdraw from this agreement by giving the company 3 months written notices of your intention. Unless you withdraw from the agreement, it shall remain in force for the duration of your employment.