Policies and Procedures for Temporary Workers

In order for us to provide work-finding services to our clients and candidates the Company requires all Temporary Workers to read and adhere to the following Policies and Procedures.

  • Health and Safety Policy

    Any Temporary Worker embarking on an assignment needs to make themselves aware of the Health & Safety Policy operated by the Company they are temping for. You must do this upon arrival on the first day of commencing an assignment, regardless of the length / duration of the work.

    You should consult your immediate Supervisor and be aware of any specific information for example; the sound of the fire alarm, fire alarm points, emergency exits, assembly points in the event of an evacuation of the building and who to report to in an emergency.

    • You must not be in possession of any illegal drugs whilst working on site or premises of the company you are temping for.

    • You must not under any circumstances be under the influence of drug or alcoholic substances whilst on site or premises of the company you are temping for. Note that, as previously consumed drug or alcoholic substances may affect your performance at work, you may still be considered to be under the influence.

    • If you are on prescribed drugs for any medical reason that may affect your performance or safety at work, please inform your supervisor or manager at once.

    • If your supervisor or manager believes that you are under the influence of drugs or alcohol whilst on sites or premises, you may be asked to leave.

    • Some clients may request a random drug test due to health and safety. By signing this document, you will be agreeing to have a random drugs test carried out should the occasion arise.

  • Alcohol and Drugs in the Workplace Policy

    • The Company believes that it is essential that all employees, workers and those who render services to the Company or at the Company’s premises are in full command of themselves and of all of their faculties throughout the working day.

    • The Company requires you to present yourself for work on each occasion required under your contract in complete command of all your faculties i.e. without any dependence on alcohol or any other drugs of a non-medicinal nature and to maintain that state until the completion of your working hours under your contract. If during the course of your working day you have to take medicinal drugs on a regular basis, this fact should be known to manager or supervisor confidentially.

    • In the event that you present yourself at work or during working hours you are in a condition where your manager/supervisor believes you to be under the influence of alcohol or drugs and you are not able to carry out your duties in a proper, fit and safe way you will not be allowed to commence work or continue work. Instead, you will be suspended without pay and not allowed to return until such a time as you are in full control of your faculties.

    • In addition, such behaviour will be subject to the disciplinary procedure of the Company and after due investigation may result in dismissal as a result of gross misconduct.

    • The Company is obliged to investigate all the circumstances surrounding such behaviour prior to commencing the disciplinary procedure and this may, where necessary, include seeking medical advice as to your condition including requiring you to submit to a medical examination. The Company is obliged to investigate such matters in as much detail as possible and therefore expects you to comply with any requests that you submit to such examinations. You may appeal in accordance with the Company’s disciplinary procedure.

    • If the disciplinary procedure is evoked and you receive a disciplinary sanction short of dismissal or if you have a successful appeal the Company will recommend that you take advantage of counselling services to help control your problem and you will be required to act of any such recommendation. In the event that you need to be absent from work for a period of treatment for either alcohol or drug dependency a reasonable leave of absence will normally be granted to cover this on an unpaid basis.

    • If the Company suspects that you are in the possession of alcohol or drugs you will be required to consent to a search of your belongings. If you are found to be in possession of any alcohol or illegal substances you will be suspended from your duties pending further investigation. This matter will be dealt with under the Company’s disciplinary procedure and after due investigation it may result in dismissal for gross misconduct.

    • If the Company believes you are dealing, buying, selling or receiving drugs or alcohol you will suspended from your duties while an investigation is carried out. Where a criminal offence is suspected the Company shall inform the police.

    • All employees and workers are required to inform the Company or any appropriate person if they suspect any fellow worker may be acting in breach of this policy.

  • Timesheet Procedure

    • Complete your hours each day (do not include lunch breaks).

    • Every Friday before you leave (or on your last working day) get it signed by your manager.

    • Scan and email to our associated Accounts email below or take a photo on your phone and email.

    • Please ensure that all information on your timesheet is correct and all boxes have been filled in.

    • When filling out the ‘Company’ box on the timesheet, please specify the company that you are working at, not the name of our agency.

  • Payslips and Payment Procedure

    • Your payslips are published online, and you will receive an email each week to access it. If you have any problems viewing your payslips online, please contact our Accounts Team via the associated email below.

    • Your wages will be paid into your bank account on the Friday after you have received your payslip.

  • Holiday Pay Procedure

    We keep the holiday pay part of your hourly rate in your holiday fund, which will enable you to take time off and be paid (providing you have enough in your fund). If you leave Sammons, you will receive all the money that has been accrued.

    You accrue, on average, about half a day of annual leave per week.

    Requesting holiday: Should you require time off, please contact our associated Consultants via the email address below. We will then liaise with the company that you are working at.

Have a question relating to our Policies & Procedures for Temporary Workers?

Get in touch with one of our dedicated teams today!

Accounts Team: accounts@sammons.co.uk

Hastings Team: hastings@sammons.co.uk

Farnham Team: farnham@sammons.co.uk

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