Month | Timesheet Deadline | Pay Date |
---|---|---|
January | 08/01/2021 | 28/01/2021 |
February | 08/02/2021 | 26/02/2021 |
March | 08/03/2021 | 26/03/2021 |
April | TBC | TBC |
May | TBC | TBC |
June | TBC | TBC |
July | TBC | TBC |
August | TBC | TBC |
September | TBC | TBC |
October | TBC | TBC |
November | TBC | TBC |
December | TBC | TBC |
Month | Timesheet Deadline | Pay Date |
---|---|---|
January | 15/01/2021 | 28/01/2021 |
February | 12/02/2021 | 26/02/2021 |
March | 12/03/2021 | 26/03/2021 |
April | 16/04/2021 | 28/04/2021 |
May | 14/05/2021 | 28/05/2021 |
June | 11/06/2021 | 28/06/2021 |
July | 16/07/2021 | 28/07/2021 |
August | 13/08/2021 | 27/08/2021 |
September | 17/09/2021 | 28/09/2021 |
October | 15/10/2021 | 28/10/2021 |
November | 12/11/2021 | 26/11/2021 |
December | 10/12/2021 | 24/12/2021 |
Month | Timesheet Deadline | Pay Date |
---|---|---|
January | 28/12/2020 | 25/01/2021 |
February | 25/01/2021 | 25/02/2021 |
March | 22/02/2021 | 25/03/2021 |
April | 29/03/2021 | 26/04/2021 |
May | 26/04/2021 | 25/05/2021 |
June | 24/05/2021 | 25/06/2021 |
July | 28/06/2021 | 26/07/2021 |
August | 26/07/2021 | 25/08/2021 |
September | 30/08/2021 | 24/09/2021 |
October | 27/09/2021 | 25/10/2021 |
November | 25/10/2021 | 25/11/2021 |
December | 22/11/2021 | 22/12/2021 |
Month | Timesheet Deadline | Approval Deadline | Holiday Pay Claim Deadline | Pay Date |
---|---|---|---|---|
January | 10/01/2021 | 12/01/2021 | 12/01/2021 | 29/01/2021 |
February | 07/02/2021 | 09/02/2021 | 09/02/2021 | 26/02/2021 |
March | 07/03/2021 | 09/03/2021 | 09/03/2021 | 31/03/2021 |
April | 11/04/2021 | 13/04/2021 | 13/04/2021 | 30/04/2021 |
May | 09/05/2021 | 11/05/2021 | 11/05/2021 | 28/05/2021 |
June | 06/06/2021 | 08/06/2021 | 08/06/2021 | 30/06/2021 |
July | 11/07/2021 | 13/07/2021 | 13/07/2021 | 30/07/2021 |
August | 08/08/2021 | 10/08/2021 | 10/08/2021 | 27/08/2021 |
September | 12/09/2021 | 14/09/2021 | 14/09/2021 | 30/09/2021 |
October | 10/10/2021 | 12/10/2021 | 12/10/2021 | 29/10/2021 |
November | 07/11/2021 | 09/11/2021 | 09/11/2021 | 30/11/2021 |
December | TBC | TBC | TBC | TBC |
Please be aware that your first payment may be delayed due to the time taken to process new starters. It’s important to ensure that your payroll form is filled in with the correct bank details and taxation status, and provided to Unitemps as soon as possible.
Month | Timesheet Deadline | Pay Date |
---|---|---|
January | 17/01/2021 | 29/01/2021 |
February | 14/02/2021 | 26/02/2021 |
March | 14/03/2021 | 31/03/2021 |
April | 18/04/2021 | 30/04/2021 |
May | 16/05/2021 | 28/05/2021 |
June | 13/06/2021 | 30/06/2021 |
July | 18/07/2021 | 30/07/2021 |
August | 15/08/2021 | 31/08/2021 |
September | 12/09/2021 | 30/09/2021 |
October | 17/10/2021 | 29/10/2021 |
November | 14/11/2021 | 30/11/2021 |
December | 15/12/2021 | 22/12/2021 |
Month | Timesheet Deadline | Approval Deadline (12 noon) | Pay Date |
---|---|---|---|
January | 13/01/2021 | 14/01/2021 | 28/01/2021 |
February | 11/02/2021 | 12/02/2021 | 25/02/2021 |
March | 15/03/2021 | 16/03/2021 | 30/03/2021 |
April | 14/04/2021 | 15/04/2021 | 29/04/2021 |
May | 12/05/2021 | 13/05/2021 | 27/05/2021 |
June | 14/06/2021 | 15/06/2021 | 29/06/2021 |
July | 14/07/2021 | 15/07/2021 | 29/07/2021 |
August | 12/08/2021 | 13/08/2021 | 27/08/2021 |
September | 14/09/2021 | 15/09/2021 | 29/09/2021 |
October | 13/10/2021 | 14/10/2021 | 28/10/2021 |
November | 15/11/2021 | 16/11/2021 | 29/11/2021 |
December | TBC | TBC | TBC |
Month | Timesheet Deadline | Pay Date |
---|---|---|
January | 03/01/2021 | 25/01/2021 |
February | 07/02/2021 | 25/02/2021 |
March | 07/03/2021 | 25/03/2021 |
April | 04/04/2021 | 23/04/2021 |
May | 02/05/2021 | 25/05/2021 |
June | 06/06/2021 | 25/06/2021 |
July | 04/07/2021 | 23/07/2021 |
August | 01/08/2021 | 25/08/2021 |
September | TBC | TBC |
October | TBC | TBC |
November | TBC | TBC |
December | TBC | TBC |
Month | Timesheet Deadline | Pay Date |
---|---|---|
January | 24/01/2021 | 22/02/2021 |
February | 28/02/2021 | 22/03/2021 |
March | 28/03/2021 | 22/04/2021 |
April | 25/04/2021 | 21/05/2021 |
May | 30/05/2021 | 22/06/2021 |
June | 27/06/2021 | 22/07/2021 |
July | 25/07/2021 | 20/08/2021 |
August | 22/08/2021 | 22/09/2021 |
September | 26/09/2021 | 22/10/2021 |
October | 24/10/2021 | 22/11/2021 |
November | TBC | TBC |
December | TBC | TBC |
Month | Timesheet Deadline | Pay Date |
---|---|---|
January | 04/01/2021 | 29/01/2021 |
February | 08/02/2021 | 26/02/2021 |
March | 08/03/2021 | 31/03/2021 |
April | 05/04/2021 | 30/04/2021 |
May | 03/05/2021 | 31/05/2021 |
June | 07/06/2021 | 30/06/2021 |
July | 05/07/2021 | 30/07/2021 |
August | 02/08/2021 | 31/08/2021 |
September | 06/09/2021 | 30/09/2021 |
October | 04/10/2021 | 29/10/2021 |
November | 08/11/2021 | 30/11/2021 |
December | TBC | TBC |
Month | Timesheet Deadline | Pay Date |
---|---|---|
January | 18/01/2021 | 29/01/2021 |
February | 15/02/2021 | 26/01/2021 |
March | 22/03/2021 | 31/03/2021 |
April | 19/04/2021 | 30/04/2021 |
May | 17/05/2021 | 31/05/2021 |
June | TBC | TBC |
July | TBC | TBC |
August | TBC | TBC |
September | TBC | TBC |
October | TBC | TBC |
November | TBC | TBC |
December | TBC | TBC |
Month | Timesheet Deadline | Pay Date |
---|---|---|
January | 11/01/2021 | 29/01/2021 |
February | 08/02/2021 | 26/02/2021 |
March | 15/03/2021 | 31/03/2021 |
April | 12/04/2021 | 30/04/2021 |
May | 10/05/2021 | 28/05/2021 |
June | 14/06/2021 | 30/06/2021 |
July | 12/07/2021 | 30/07/2021 |
August | 16/08/2021 | 31/08/2021 |
September | 13/09/2021 | 30/09/2021 |
October | 11/10/2021 | 29/10/2021 |
November | 08/11/2021 | 30/11/2021 |
December | TBC | TBC |
Payroll for PAS and Disability Support Temps
Month | Timesheet Deadline | Pay Date |
---|---|---|
January | 31/12/2021 | 22/01/2021 |
February | 29/01/2021 | 24/02/2021 |
March | 26/02/2021 | 24/03/2021 |
April | 31/03/2021 | 23/04/2021 |
May | 30/04/2021 | 24/05/2021 |
June | 28/05/2021 | 24/06/2021 |
July | 30/06/2021 | 23/07/2021 |
August | 30/07/2021 | 24/08/2021 |
September | 31/08/2021 | 24/09/2021 |
October | 30/09/2021 | 22/10/2021 |
November | 29/10/2021 | 24/11/2021 |
December | 30/11/2021 | TBC |
Month | Timesheet Deadline | Pay Date |
---|---|---|
January | 11/01/2021 | 29/01/2021 |
February | 08/02/2021 | 26/02/2021 |
March | 15/03/2021 | 31/03/2021 |
April | 12/04/2021 | 30/04/2021 |
May | 10/05/2021 | 28/05/2021 |
June | 14/06/2021 | 30/06/2021 |
July | 12/07/2021 | 30/07/2021 |
August | 16/08/2021 | 31/08/2021 |
September | 13/09/2021 | 30/09/2021 |
October | 11/10/2021 | 29/10/2021 |
November | 08/11/2021 | 30/11/2021 |
December | TBC | TBC |
Month | Timesheet Deadline | Pay Date |
---|---|---|
January | 18/01/2021 | 29/01/2021 |
February | 15/02/2021 | 26/02/2021 |
March | 15/03/2021 | 31/03/2021 |
April | 12/04/2021 | 30/04/2021 |
May | 17/05/2021 | 28/05/2021 |
June | 14/06/2021 | 30/06/2021 |
July | 12/07/2021 | 30/07/2021 |
August | 16/08/2021 | 31/08/2021 |
September | 13/09/2021 | 30/09/2021 |
October | 11/10/2021 | 29/10/2021 |
November | 15/11/2021 | 30/11/2021 |
December | 10/12/2021 | 23/12/2021 |
Month | Timesheet Deadline | Pay Date |
---|---|---|
January | 05/01/2021 | 28/01/2021 |
February | 05/02/2021 | 26/02/2021 |
March | 05/03/2021 | 26/03/2021 |
April | 05/04/2021 | 28/04/2021 |
May | 05/05/2021 | 28/05/2021 |
June | 05/06/2021 | 28/06/2021 |
July | 05/07/2021 | 28/07/2021 |
August | 05/08/2021 | 27/08/2021 |
September | 05/09/2021 | 28/09/2021 |
October | 05/10/2021 | 28/10/2021 |
November | 05/11/2021 | 26/11/2021 |
December | 05/12/2021 | 17/12/2021 |
Month | Timesheet Deadline | Pay Date |
---|---|---|
January | 10/01/2021 | 29/01/2021 |
February | 07/02/2021 | 26/02/2021 |
March | 14/03/2021 | 31/03/2021 |
April | 11/04/2021 | 30/04/2021 |
May | 09/05/2021 | 28/05/2021 |
June | 13/06/2021 | 30/06/2021 |
July | 11/07/2021 | 30/07/2021 |
August | 08/08/2021 | 31/08/2021 |
September | 12/09/2021 | 30/09/2021 |
October | 10/10/2021 | 29/10/2021 |
November | 07/11/2021 | 30/11/2021 |
December | 28/11/2021 | 17/12/2021 |
Month | Timesheet Deadline | Pay Date |
---|---|---|
January | 11/01/2021 | 29/01/2021 |
February | 08/02/2021 | 26/02/2021 |
March | 08/03/2021 | 31/03/2021 |
April | TBC | TBC |
May | TBC | TBC |
June | TBC | TBC |
July | TBC | TBC |
August | TBC | TBC |
September | TBC | TBC |
October | TBC | TBC |
November | TBC | TBC |
December | TBC | TBC |
Month | Timesheet Deadline | Pay Date |
---|---|---|
January | 18/01/2021 | 27/01/2021 |
February | 15/02/2021 | 24/02/2021 |
March | 22/03/2021 | 31/03/2021 |
April | 19/04/2021 | 28/04/2021 |
May | 17/05/2021 | 26/05/2021 |
June | 21/06/2021 | 30/06/2021 |
July | 19/07/2021 | 28/07/2021 |
August | 16/08/2021 | 25/08/2021 |
September | 20/09/2021 | 29/09/2021 |
October | 18/10/2021 | 27/10/2021 |
November | 15/11/2021 | 24/11/2021 |
December | TBC | TBC |
Each month you will receive a payslip detailing your monthly income and any deductions. Payslips and PAYE documents are available online via the secure site Unitemps Warwick Payslip Portal. A guide explaining how to access your payslips/PAYE documents is available here. You should check your payslip each month to ensure you have been paid correctly and that the right amounts of tax and national insurance have been deducted. The Money Advice Service provides useful advice on understanding your payslip. If you have a query after checking your payslip, please email us birmingham@unitemps.co.uk unitemps@warwick.ac.ukunitemps@ed.ac.ukunitemps@ucb.ac.ukunitemps@canterbury.ac.ukunitemps@surrey.ac.ukunitemps@dmu.ac.ukunitemps@le.ac.ukunitemps@mdx.ac.ukunitemps@city.ac.ukunitemps@ucl.ac.ukpayroll@salford.ac.ukunitemps@northampton.ac.ukunitemps@nottingham.ac.ukunitemps@ntu.ac.ukunitemps@staffs.ac.ukunitemps@ljmu.ac.uk or call 0121 202 4100024 7652 81180131 651 14360121 232 445201227 78220401483 6841000116 207 83510116 229 7007020 8411 51510207 040 8026020 7679 26400161 295 419301604 8921210115 84 673740115 848 474001782 29499501512318888.
Payslips can be found online at the following web address: https://dmuhub.dmu.ac.uk. Your username and password for the DMUHub will be emailed to you around your first pay date. If you have not received them please email unitemps@dmu.ac.uk and we will resend the email to you. If you are having any problems accessing the DMUHub please call the ITMS department at De Montfort University on (0)116 250 6050. Please print off your payslips on a monthly basis, as the payroll office cannot reprint payslips once you have finished your assignment. You will also find your P60 (once issued) on the DMUHub
Tax and National Insurance queries
If you have any queries about your pay relating to tax or national insurance, you should contact HMRC directly on 0300 200 3300. You will need to provide your national insurance number and your PAYE reference number. These are shown on your payslip. Your PAYE reference number is 120/ZA76059 unless you are paid on the 24th of the month in which case your PAYE reference number is 190/U50120/ZA76059 unless you are paid on the 24th of the month in which case your PAYE reference number is 190/U50961/2401398068/B3120/FB15996581-MU23475/FB56469267/U27120/M1951 C2216951/U3475/FA76123267/ES50749507/231696120/TB67266120/MA86081120/EE07973.
This website has information on tax codes and may help you if you think you’ve paid too much tax. For more information about National Insurance, please visit this link.
Holiday pay is calculated by the number of hours worked multiplied by the holiday pay rate of a particular assignment. Holiday pay is an additional pay rate to your standard wage, which accrues as its own entity and is available to claim when you take annual leave through the Unitemps website. The Unitemps holiday year at BirminghamWarwickEdinburghUCBCCCUSurreyDMULeicesterMiddlesexCityUCLSalfordNorthamptonNottinghamNTUStaffordshireLJMU runs from 1 October through to 30 September1 October through to 30 September1 January through to 31 December1 October through to 30 September1st September through to 31st August1 October through to 30 September1 January through to 31 December1 January through to 31 December6 April through to 5 April1 August through to 31 July1 August through to 31 July1 August through to 31 July1 August through to 31 July.1 August through to 31 JulyAugust – July 1 October through to 30 September1 October through to 30 September and all holiday entitlement must be taken during the course of the leave year in which it accrues. It is your responsibility to ensure that all holiday is requested and taken within the correct leave year to ensure that it does not expire.
For further information regarding holiday pay follow this linkFor further information regarding holiday pay follow this link
Once you have been offered a role but before you start working you must visit the Unitemps branch that is managing your assignment with proof of your eligibility to work in the UK, your national insurance number and the bank details for the account in to which you wish to be paid. You cannot start an assignment until we have seen your proof of eligibility to work.
If you are a British, EEA or Swiss citizen or if you have a visa giving you an indefinite right to work in the UK then you must bring in one of the following combinations of ID before you work any shifts:
If you have a temporary right to work in the UK then you must bring in one of the following combinations of ID before you start working. We are required by law to carry out rechecks of your eligibility to work before the expiry date of the document or visa. If you are working under any restrictions then it is essential that you adhere to these at all times.
If you are in the process of applying for a new visa then please bring evidence of your application in the form of a Certificate of Application, an Application Registration Card or an acknowledgement letter from the Home Office. We will then need to carry out a confirmation check with the Employer Checking Service before you can begin your assignment. This will normally take 3 to 4 days but could take longer. Once you have received your new visa please bring it to your local Unitemps branch as soon as possible. If you have not received it within 6 months then we will need to carry out this check again.
In addition to the documentation described above you will also need to bring evidence of the term dates for your course and a student status letter. Please be aware that the term dates for your course may not match the standard term dates for your institution.
If you have any questions about this then please email your local branch on unitemps@warwick.ac.ukbirmingham@unitemps.comunitemps@ed.ac.ukunitemps@ucb.ac.ukunitemps@canterbury.ac.ukunitemps@surrey.ac.ukunitemps@dmu.ac.ukunitemps@le.ac.ukunitemps@mdx.ac.ukunitemps@city.ac.ukunitemps@ucl.ac.ukpayroll@salford.ac.ukunitemps@northampton.ac.ukunitemps@nottingham.ac.ukunitemps@ntu.ac.ukunitemps@staffs.ac.ukunitemps@ljmu.ac.uk .
Student visa working restrictions
If you are working under a Student visa, there are strict rules on the hours that you are permitted to work depending on whether you are working during or outside of your term dates. Please be aware that, depending on the level of your course, the University term dates may not apply to you and further documentation may be required.
Further guidance on this can be found Further guidance on this can be found herehereFurther guidance on this can be found here Further guidance on this can be found here
In the case of absence due to sickness or illness, you may be eligible for Statutory Sick Pay provided that you meet the relevant statutory criteria. Please note that Statutory Sick Pay is not payable for the first 3 days of the period of absence. If you wish to claim SSP you will be expected to complete a Self-Certification Form (NTU) to cover the first 7 days of absence (including non-working days) and thereafter must supply a doctor’s fit note. These should be sent to your local Unitemps office. If for whatever reason you are unable to attend work, you must telephone your line manager and/or the Unitemps office as soon as possible.
Statutory maternity pay (SMP) is payable to workers who take time off work to have a baby. There are qualifying criteria and not all temporary workers will be eligible. If you are not eligible for SMP then you can still apply for maternity allowance. Further details on SMP can be found here.
You must notify Unitemps of your pregnancy as follows:
Statutory paternity pay (SPP) is payable to workers who take time off work when their baby is born. There are qualifying criteria and not all temporary workers will be eligible. Further details on SPP can be found here.
You must notify Unitemps of the pregnancy as follows:
Agency workers are not entitled to statutory paternity leave.
The Agency Workers Regulations (AWR) ensure that temporary workers in Great Britain are entitled to ‘equal treatment’ to permanent staff in certain areas of employment. View more information on how AWR is applied at Birmingham hereCCCU hereCity hereDMU hereLJMU hereMiddlesex hereNTU hereStaffordshire hereUCL hereUCB hereEdinburgh hereLeicester hereNorthampton hereNottingham hereSalford hereSurrey hereWarwick here.
Workers must by law be automatically enrolled in to a workplace pension scheme provided they are aged between 22 and state pension age, earn more than £10,000 a year and work in the UK.
If you become eligible for auto-enrolment, we will write to you with full details of the scheme and your options.
Further guidance on this can be found here.For all pension enquiries please contact the Pensions Team on pensions@surrey.ac.uk and they will be able to advise you.If you become eligible for auto-enrolment, we will write to you with full details of the scheme and your options. Further information on auto-enrolment and the scheme City Unitemps operates can be found here.Further guidance on this can be found here.
Further information on auto-enrolment and the scheme Unitemps Warwick operates can be found here.
Further information on auto-enrolment and the scheme Unitemps Birmingham operates can be found here.
We use two pension schemes; CRSP and USS at University of Nottingham Unitemps.
What to do when you finish your position with Unitemps
If you have finished your assignment with Unitemps WarwickBirminghamEdinburghUCBCCCUSurreyDMULeicesterMiddlesexCityUCLSalfordNorthamptonNottinghamNTUStaffordshireLJMU and you are not planning to work through us in the future then you will need to request your P45. A P45 request will remove you from the Unitemps WarwickEdinburghUCBCCCUSurreyDMULeicesterMiddlesexCityUCLSalfordNorthamptonNottinghamNTUStaffordshireLJMU payroll. Please email your request to unitemps@warwick.ac.uktimesheetenquiry@warwick.ac.ukunitemps@ed.ac.ukunitemps@ucb.ac.ukunitemps@canterbury.ac.ukunitemps@surrey.ac.ukunitemps@dmu.ac.ukunitemps@le.ac.ukunitemps@mdx.ac.ukunitemps@city.ac.ukunitemps@ucl.ac.ukunitemps@salford.ac.ukunitemps@northampton.ac.ukunitemps@nottingham.ac.ukunitemps@ntu.ac.ukunitemps@staffs.ac.ukunitemps@ljmu.ac.uk. You will need to include your name and the final date you worked for Unitemps. You should also make sure that you have claimed all of your outstanding holiday pay and confirm that you have done this in your email request.
If you request a P45 and then subsequently plan to do further work for Unitemps then you will need to come to the office to be setup on the payroll and to complete your right to work checks again before you start working.
Further information regarding P45 forms can be found here.
If you wish to change your bank details or amend your name or address, please contact the branch to request a payroll amendment form.
University of Warwick staff card access
If your assignment is at the University of Warwick, you will need a Warwick staff card to access your department. This should have been arranged for you before you start your assignment but if not, please ask your line manager to email the payroll department, stating your payroll number and the department that you require access to. It can take a couple of days for the activation to take effect. If you don’t know your payroll number email or call us on 02476 528118.
If you are working through Unitemps on the University of Warwick campus, then you will be eligible to purchase a car parking permit. Further details can be found on the University of Warwick car parking pages.
The University of Warwick is committed to ensuring a working and learning environment in which all University members (staff and students) are treated fairly and with dignity and respect, and where bullying and harassment are not tolerated.
The Dignity at Warwick Policy outlines unacceptable behaviours and the process on reporting and dealing with inappropriate behaviour.
We expect all members of the University to recognise their responsibilities and to:
If you have any concerns in relation to this policy please contact unitemps@warwick.ac.uk
What to do if you get a permanent post at University of Warwick?
If you are leaving Unitemps to take on a permanent role at the university, please let us know by emailing unitemps@warwick.ac.uk. You will not receive a P45 from Unitemps as your details will be transferred internally to the main Warwick payroll but you will be removed from the Unitemps payroll. If you are planning to continue in your Unitemps role alongside a new full-time or part-time position at Warwick, you do not need to let us know but you may want to contact HMRC in order to clarify your situation.
City Unitemps is a department based within Careers and Employability. Students and Graduates of City can benefit from a vast number of free activities including; CV guidance, 121 career guidance, employer events and panels along with much, much more.
For temps working on campus at De Montfort University enhanced rate overtime is only available in respect of working hours that exceed 37 per week (including hours worked on weekends). This means that part time staff working additional hours will be paid their basic rate for any additional hours up to 37 hours.
Enhanced rate overtime will only be available to part time colleagues (if eligible) if they work over 37 hours in the week. The university will pay an enhanced rate to employees on grades A-E who, as part of their contractual hours and normal working week, are required to work outside the university’s core hours of 8am – 8pm Monday to Friday.
If you are due to work overtime, please contact the Unitemps office so that we can create a new job for you at the enhanced rate. Time and a half on a Saturday, and double time on Sundays (if you have worked 37 hours that week).
If your assignment is at De Montfort University you will need a De Montfort University staff card to access your department. Your line manager should arrange this for you. If this does not happen, please ask your line manager to email unitemps@dmu.ac.uk.
Parking – internal assignments at DMU
If you are working on an assignment at De Montfort University and require parking, you are able to apply for a parking permit. You will be required to complete an offline application, and return the completed form to the Estates Services Reception. The Estates department will also need an email from Unitemps confirming you are currently working on campus and the start and end date of your assignment. Please let the DMU Unitemps Office know if you require us to send the confirmation email to Estates. (Please note parking is not guaranteed even with a parking permit, as parking is limited on campus).
For all academic/research roles, the workers will have to report with their Right to Work documentation to Brookfield, whereas all other workers will be required to report to the Charles Wilson Building. As a reminder, Right to Work document checks MUST be received by the relevant team before any work can be undertaken. Failure by the worker to produce their Right to Work documentation prior to work will result in non-payment due to legal reasons.
It is the responsibility of the line manager of staff employed through Unitemps to ensure that such staff are aware of their responsibilities under the Data Protection Act and their responsibilities with regard to the University’s Information Security policy. Although the principal concerns are the processing of personal, sensitive, and confidential information, these requirements apply to all information held and processed by the University.
If the role of the temporary member of staff is quite limited with respect to the access and processing of information, it may be sufficient to simply give the person very clear and precise instructions regarding how the information is to be processed and their responsibilities. In such case, a record should be kept of both the instructions and of having given the instructions to the member of staff. In case of doubt please seek advice from Information Assurance Services.
Where temporary staff are in roles that require them to have significant access to information, or where staff members will be working at the University for an extended period, they will be required to undertake the Information Security Awareness Training which is mandatory for all permanent members of staff. The line manager should supply the staff member’s name and User ID to Information Assurance Services via ias@le.ac.uk who will enrol them onto the course. They will then need to undertake the training during work time. It should also be noted that any training the temporary member of staff may have received elsewhere is not an acceptable substitute for the University’s training.
When you are working through Unitemps you are representing Middlesex University, Unitemps and YOURSELF and we rely upon you to project a positive and professional image. To help us maintain good relationships with employers, we expect you to:
Middlesex Unitemps reserves the right to remove from its register any persons who behave in such a way as to damage our reputation with our partner universities or with our commercial clients.
When you register for Unitemps at Middlesex you will receive regular updates and notifications on new opportunities, skills development events and workshops.
Middlesex University staff card access
If your assignment is at Middlesex University and you are not currently a Middlesex University student, you will need a Middlesex staff card to access your department. Your line manager should arrange this for you. If this does not happen, please ask your line manager to email (unitemps@mdx.ac.uk) stating your payroll number and to which department you require access. It can take a couple of days for the activation to take effect. If you don’t know your payroll number email (unitemps@mdx.ac.uk) or call us on 020 8411 5151.
There are currently no available parking facilities at our Hendon Campus – however we are very well served by public transport. Buses, underground and British Rail services are all within a short distance to the campus. You can get detailed information from the TfL (Transport for London) website www.tfl.gov.uk.
If you are on an assignment with Unitemps and you then obtain a permanent full- time or part-time post on Middlesex University’s staff, please inform our Unitemps (unitemps@mdx.ac.uk) office immediately.
If you are a current student or graduate UCL careers can provide you with support for career planning, CVs and the application process, practice interviews and much more.
If you are in the process of applying for something specific, (this could be a role via Unitemps, an internship, a job, course, PhD or anything else), and have written a draft application, you can book an appointment for application advice on it before sending it off to the recruiter. Our team will work through the recruiter’s requirements with you and give tips on how you might improve your application.
You can also talk to a career specialist about your options or get some guidance if you have an upcoming interview for a job. We can help you with the application process and guide you on how to build a portfolio of experience, so that you’re in a better position to access opportunities in your chosen field. We have a range of appointment options that you can chose from ranging from ‘short guidance’ appointment that is used as a starting point to discuss a wide range of topics with a careers specialist, a practice interview (if you have an interview coming up) or an ‘applications advice’ appointment for those who have drafted an application, (CV, cover letter, personal statement etc.), for something specific and want advice on how to improve it before sending it off. Furthermore, if you are unsuccessful in a job application and would like some additional advice and guidance, UCL Careers can help.
For more information about appointments with UCL Careers see http://www.ucl.ac.uk/careers/options/advice and to book an appointment go to myUCLCareers.
We also run many events where we invite employers on campus to give advice and guidance on their sector. These are a great opportunity to talk with employers about their particular sector and job roles. For more information on all our events look here http://www.ucl.ac.uk/careers/about/events
The Careers Tagged website will also give you further information and help sheets. You will need to log-in by using your UCL username and password – www.careerstagged.co.uk
Please find details for parking on campus in this link:
https://www.salford.ac.uk/estates/car-parking
If you are on an assignment with Unitemps and you then obtain a permanent full- time or part-time post on Staffordshire University’s staff, please inform a member of the Unitemps team who will advise you on what happens next.
Your hours of work will vary depending on your assignment, and we do not guarantee work for any of our candidates. However, we enforce a restriction of no more than 20 hours per week for all students, to ensure your main focus can still be on your studies.
When starting an assignment at NTU please ensure you are aware of, and familiarise yourself with, the following procedures and information:
Professional Standards of Conduct
Whilst undertaking Assignments, we expect you to adhere to professional standards of conduct, respecting confidentiality of any information you come into contact with and keeping both Unitemps and your workplace manager fully informed of any problems encountered. If you choose to accept an assignment we offer you will:
You must familiarise yourself and comply with the University’s Policies and Regulations, including:
When working through Unitemps at NTU you shall not either during an assignment or at any time after the end of an assignment (howsoever arising):
Advice and guidance can be found on Employability Online – check out the Application pages or the Unitemps page on Employability Online for lots of useful information and templates to help you with your CV and covering letter! For additional advice on this, please visit your Unitemps team.
Candidates who are current students or graduates of The University of Nottingham can use most services and resources, eg CV or general careers advice appointments, interview advice, job hunting tips, of the Careers and Employability Service.
hired@UCB is the new Careers, Employability and Placements Service for students and alumni at University College Birmingham. For further details on how they can help you develop your career visit https://www.ucb.ac.uk/employability/hired@UCB.aspx
The Working Time Regulations place limits on the average working hours that a worker can be required to do and place restrictions on rest breaks and annual leave. Please be aware that further restrictions apply to under 18 year olds and it is not possible to opt-out of these.
Under the Working Time Regulations, the average working week for a worker must not exceed 48 hours per week. This average is calculated across a 17 week reference period (which excludes periods of annual leave or time off due to illness) and includes:
However, the following periods are not included in this average:
Workers aged 18 and over can opt out of these restrictions with Unitemps if they wish to. Under the regulations an employer is not permitted to discriminate against a worker if they do not wish to opt out.
Opting out can be done as either part of the registration process or by contacting the local Unitemps branch in writing. At least 7 days notice must be given in order to opt back in to the regulations.
Workers are legally entitled to a:
Workers must not average more than 8 hours of night work in any 24 hour period.
Workers are entitled to a minimum of 5.6 weeks paid annual leave each year (28 days per year for a full time position). Workers who are AWR qualified may receive additional annual leave days to match the entitlement of comparable employees.
We are committed to ensuring that all activities undertaken whilst working on an assignment through Unitemps are carried out to the highest possible standards of health and safety. It is our foremost concern that all temporary workers remain safe and healthy and we will take all reasonable measures to ensure this. The Health & Safety Act 1974 places a responsibility upon everybody to protect the health and safety of themselves and others when carrying out any work activity. Please take a few minutes to read and familiarise yourself with this information. If you have any questions, or are unsure of anything, please contact your local Unitemps office.
It is important that you are familiar with the emergency procedures for your work area so that you can act appropriately should an emergency situation arise. If you are not provided with this when you start, ask your line manager for the emergency procedure for where you are working.
Upon starting a new assignment, make sure you are aware of the designated first aiders and the procedure for reporting incidents.
It is essential that you understand how to act in the event of a fire.
If you discover a fire:
If you hear an alarm in the building you are in:
Automatic fire detectors, warning systems and firefighting equipment are put in place for everybody’s safety. To interfere with such systems and related equipment is irresponsible.
Fire doors onto staircases and kitchens protect your escape route and should never be blocked or wedged open.
All accidents/incidents in the workplace must be reported. Upon starting a new assignment, make sure you are aware of the procedures for reporting incidents. If an incident happens to you, or to a person you are supervising, a report of the incident must be completed as soon as possible. It does not matter how trivial the incident might appear to be at the time, reporting it could help to prevent a more serious accident in the future. Please ensure that the management of the area are made aware of the incident as soon as possible.
If you are working in a hazardous area it is important that you are aware of any additional precautions that you need to take to work safely.
There are four basic types of safety sign, each with specific meanings attributed to the different colour and shape of sign;
It is important that you are able to recognise safety signs in the workplace and respond to them appropriately to ensure your own safety and the safety of others. In the event of a person potentially being exposed to a substance that poses significant hazard to health it is essential that:
If the affected persons are in obvious need of medical attention, the Ambulance Service should be called and provided with details.
If medical checks are being taken as a precautionary measure then the affected individual(s) should not be sent to A&E without informing A&E of the details of the exposure and checking with A&E that they are able to receive the individual(s).
An awareness of risk assessment is essential to safe working.
It is important that you are aware of the content of any risk assessments as this will inform you of what risks are involved and the control measures you need to have in place. This will then help you carry out your activity safely by reducing the risks to yourselves and anyone else.
It is your responsibility to familiarise yourself with relevant risk assessments within your area of work.
If you feel there is a significant risk that is not currently supported by a written risk assessment, please report this to the person responsible for the area or the H&S Adviser.
Equipment provided for your safety must be used appropriately.
The provision of safety equipment and in particular personal protective equipment (PPE) is sometimes called for as a necessary control to further reduce the risk of personal exposure or injury arising from an activity.
All organisations have a duty to provide any PPE that has been assessed as mandatory for the activity or task. Similarly where PPE is a mandatory requirement the temporary worker has a duty to wear the PPE appropriately and report any defects with the PPE to the person responsible for the work area or the Faculty H&S adviser. It is a criminal offence to interfere with or misuse any equipment intended for either your own safety, or the safety of others.
Upon starting your assignment, familiarise yourself with the procedures for gaining access to where you are working. If a card access system is used to control access to buildings and you are issued with a card, ensure you have this with you at all times.
Do not use portable electrical equipment unless it has a valid inspection label. Any piece of electrical equipment should have a label on it which details the date that the equipment was last tested and the date when the next test is due. If an item does not have a label on it then query this with your line manager.
If you are using a computer in your role take the time to set up your workstation properly to achieve a comfortable position at your desk.
The following points provide the main guidelines that you should consider when setting up your workstation:
The majority of DSE related problems are generated by computer users not adjusting their chair properly to achieve an appropriate supporting posture. If you share your workstation, you should consider your comfort each time you use the workstation, taking the time to make the necessary adjustments to achieve a comfortable working position.
By applying the basic principles of safe handling you can significantly reduce the risk of injury from manual handling operations.
Any heavy labour or manual material handling can contribute to the risk of injury whilst on the assignment. Manual material handling entails lifting, climbing, pushing, pulling, and pivoting, all of which pose the risk of injury to the back.
Musculoskeletal disorders caused by manual handling work contribute to more than a third of the reportable cases of accidents reported to HSA each year. Musculoskeletal disorders often involve strains and sprains to the lower back, shoulders, and upper limbs. Tasks may involve bending and twisting, repetitive motions, carrying or lifting heavy loads, and maintaining fixed positions for a long time. Manual handling under these conditions can lead to injury, but considered ergonomic intervention can decrease that likelihood.
Lifting can strain the lumbar vertebrae when done improperly. To avoid this keep loads close to the body and near the person’s center of gravity, using diagonal foot positions, and move loads at waist height rather than directly from the floor.
Pushing is generally easier on the back than pulling and it is important to use both the arms and legs to provide the leverage to start the push.
When moving containers, handlers are safer when pivoting their shoulders, hips and feet with the load in front at all times rather than twisting their back. The lower back is not designed for repetitive twisting.
When climbing with a load, safe material handling includes maintaining contact with the ladder or stairs at three points (two hands and a foot or both feet and a hand). Bulky loads would require a second person or a mechanical device to assist.
Smoking is prohibited in any place of work under UK law. If you wish to smoke whilst on assignment, speak with your line manager to discuss when and where you will be able to do so. Persons wishing to smoke must do so in external areas. Smoking must take place away from building entrances in order to prevent smoke drifting back into the building.
Don’t leave safety to chance. Take responsibility for your own safety, and the safety of others. If you see anything that you think could be dangerous tell your line manager immediately. We all share a responsibility for health and safety at work. If you have any health and safety queries that have not been included in this document please discuss these with your Unitemps office or the client.
Unitemps is committed to promoting equality of opportunity and embracing diversity in all areas of the business. We aim to ensure that all of our workplaces and services are free from unlawful discrimination and harassment.
As a signatory to the Recruitment and Employment Confederation Diversity Pledge, Unitemps embraces diversity and seeks to promote the benefits of diversity in our business activities. The culture of our business reflects this pledge.
Unitemps seeks to treat everyone fairly and ensure that we do not directly or indirectly discriminate on the basis of any protected characteristics, defined under the Equality Act 2010 as:
Unitemps will also not discriminate on the basis of:
Unitemps seeks to ensure that our recruitment and selection activities avoid unlawful or unfair discrimination. We will not:
Unitemps recognises that some groups and individuals may experience disadvantage and believes that as an employer and as a service provider, we have a role to play in tackling disadvantage. The company supports clients that wish to take positive action in recruitment and supports disabled candidates who require reasonable adjustments to enable them to apply for jobs and take up assignments.
Unitemps aspires to have a diverse workforce which broadly reflects the composition of the community, recognising that within our staff and clients, there are differences in needs, culture, background, preferences and values. These differences are welcomed for the richness of views, perceptions and experiences they bring to the business, from which everyone can learn. Unitemps is therefore committed to flexibility in our practices to encourage inclusion and support diversity.
Harassment policy and procedure
Unitemps is committed to securing a working environment for our temporary workers that is free from harassment, bullying and unlawful discrimination.
Unitemps expects clients to treat all temporary workers with dignity and respect and to take all steps in their control to prevent and deal with harassment in the workplace.
The 2010 Equality Act defines harassment as “unwanted conduct related to a relevant protected characteristic, which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual”.
Harassment is unwanted, unsolicited or unwelcome behaviour or language that is offensive or intimidating to the recipient. In making judgements about harassment, it is the behaviour and its impact on the recipient, and not the intention of the perpetrator, that is important.
Examples of harassment
Unitemps regards any incidents of harassment by, or against, its workers as unacceptable and will investigate and take appropriate action to resolve the situation. If the perpetrator is a Unitemps worker, he or she may have their assignment terminated and be removed from the Unitemps register. If the perpetrator is an employee of the client and the matter is not resolved satisfactorily, Unitemps may terminate the business relationship. If the Unitemps worker is the victim, clients are expected to promptly deal with the issue.
Unitemps will encourage the victim to make it clear to the person causing offence that this behaviour is unacceptable to them. In some instances this may be sufficient to resolve the problem. However, if harassment persists after following this approach, or if such an approach is not possible or inappropriate (for example in cases of sexual harassment) the victim will be encouraged to record details of incidents and to make a formal complaint.
A Unitemps representative will offer to meet the victim to discuss the nature of the problem and the courses of action available. If the victim wishes to make a formal complaint, he or she should notify the Unitemps branch manager in writing, and a formal investigation will be launched.
Confidentiality is an important part of the procedures provided under this policy. Everyone involved in the operation of the policy, whether making a complaint or involved in any investigation, is responsible for observing the high level of confidentiality that is required.
Complaints Policy and Procedure
Unitemps is committed to providing all of its customers with the best possible service at all times. If you are not satisfied with any aspect of our service we would like to hear from you as this will help us to improve our standards. If your complaint is related to a harassment or data protection issue then you should follow the complaints procedure in these policies:
Harassment Policy and Procedure
The majority of complaints about Unitemps’ services will be made informally to the relevant branch and will be immediately resolved to the individual’s satisfaction. On rare occasions, a complaint may be so complex or serious that it cannot be quickly resolved at local level. In these cases the formal complaints procedure applies. Where possible we will endeavour to respond within the timescales given below.
If your complaint has not been resolved informally please contact your local branch by clicking here, your complaint will then follow the procedure below:
Stage 1
Stage 2
Stage 3
If we have to change any of the timescales above, we will let you know and explain why.
Before a temporary worker begins an assignment it is essential they have registered on our website and have visited the Unitemps branch that they will be working through to establish their eligibility to work in the UK. It is essential that this check is completed before the candidate starts work. Guidance for the temporary worker on what documents they need to bring can be found by visiting the Candidate section on the information hub. If you are uncertain whether one of your temporary workers has completed this process then please contact your Unitemps consultant who will be happy to help you.
In some cases a temporary worker may have restrictions on their work due to their visa. If this is the case then it is important not to allow the temp to work in breach of these restrictions. For Student visa holders this will normally restrict them to either 10 or 20 hours per week depending on their visa type. Always check with your Unitemps consultant beforehand if a Student visa holder has requested to work more than this outside of term time as the rules can vary for different degree levels. You can check whether any of your temps have any working restrictions by selecting “My temps” in your dashboard menu. Unitemps can provide further guidance on the restrictions on each temp if needed.
International workers may be working under temporary visas and be required to have document rechecks. In this case Unitemps will inform you of this in the weeks before their eligibility to work expires to ensure that no further work is done until after new documentation has been supplied.
Agency Workers in Great Britain have the right to ‘equal treatment’ to permanent staff in certain areas of their employment. These regulations apply to most positions filled by Unitemps. However, some internal vacancies with universities may be exempt.
An agency worker will be entitled to access the same facilities and information on job vacancies as comparable permanent employees (e.g. staff canteen, car parking and child care facilities).
After completing 12 weeks of work with no gaps in employment of over 6 weeks the temporary agency worker would be entitled to equivalent working and employment conditions as that of a comparable employee in certain areas. These are;
A comparable employee is someone that is already working in full time employment for the hirer. The comparable employee will be engaged in doing the same or broadly similar work at a similar level of experience.
If you do not have a suitable comparable employee then the restriction is that the agency worker must be entitled to any of the benefits listed above that would have been given to them if they were starting the role on a permanent basis with the company. For example if, as an employer, you give all permanent employees 6 weeks paid annual leave and paid time off for bank and public holidays, the agency worker, post 12 weeks, should be entitled to the same treatment.
The Working Time Regulations restrict the average working hours for workers and place restrictions on rest breaks and annual leave. These restrictions are more stringent for workers under the age of 18 (see guidance on young workers).
Under the Working Time Directive, the average working week for a worker must not exceed 48 hours per week. This average is calculated across a 17 week reference period (which excludes periods of annual leave or time off due to illness) and includes:
However, the following periods are not included in this average:
Workers aged 18 and over can opt out of these restrictions with Unitemps if they wish to. An employer is not permitted to discriminate against a worker if they do not wish to opt out.
Workers are legally entitled to a:
Workers must not average more than 8 hours of night work in any 24 hour period.
Young workers are under 18 but over school leaving age and are legally required to follow strict restrictions on their working hours and rest breaks. In England compulsory school age ends on the school leaving date (i.e. end of the school summer term) in the school year when an individual reaches the age of 16. The school leaving age is different in Wales, Scotland and Northern Ireland. There are extensive restrictions on when and for how long a young worker can work. These include:
Unlike with the Working Time Regulations for adult workers, young workers cannot opt out of these restrictions.
There are extensive restrictions on the working hours of school age workers. Regulations can vary between different authorities and often require an employer to obtain a permit before any work begins. Many local authorities will not permit a child to begin work until they reach 14. Because of this it is important to consult with Unitemps if a school-age worker is being employed. The law permits children to work:
But they may not work:
Before employing a young person, a health and safety risk assessment should be undertaken relating to the type of work they will be doing and the location in which they will be working. The risk assessment should be reviewed whenever a change to that working environment is proposed. Generally the risk assessment should take into account the relative inexperience of young workers, their possible lack of awareness of dangers and potential immaturity, and should consider whether it is appropriate to prohibit young workers completely from certain work activities, for example using particular equipment.
When a young person starts work, they are likely to need extra supervision. Staff must ensure that they:
Some young people may lack the confidence to voice any concerns they may have, so it is important they are made aware of the procedures for doing so. If there is a local safety representative, young workers should be made aware of how to contact them during their induction.
If one of your temps is absent due to sickness or illness, then they may be eligible for Statutory Sick Pay provided that they meet the relevant statutory criteria. Please note that Statutory Sick Pay is not payable for the first 3 days of the period of absence.
If they wish to claim SSP they will be expected to complete a Self-Certification Form to cover the first 7 days of absence (including non-working days) and thereafter they will need to supply a Statement of Fitness to Work from their General Practitioner or other authorised medical professional (e.g. consultant). These forms should be sent to their local Unitemps office.
Unitemps is committed to securing a safe and healthy workplace and working environment for its temporary workers. The Health and Safety at Work Act 1974 places a responsibility on employers and workers to protect the health and safety of themselves and others when carrying out any work activity.
Before placing a worker on an assignment, Unitemps will request the hiring manager to:
At the start of an assignment, the hiring manager must:
Unitemps provides all its workers with guidance on:
Before placing a young worker in an assignment, Unitemps will ensure that a health and safety risk assessment is undertaken by the client relating to the type of work they will be doing and the location in which they will be working. The risk assessment should be reviewed whenever a change to that working environment is proposed. Generally the risk assessment should take into account the relative inexperience of young workers, their possible lack of awareness of dangers and potential immaturity, and should consider whether it is appropriate to prohibit young workers completely from certain work activities, for example using particular equipment.
When a young person starts work, they are likely to need extra supervision. Staff must ensure that they:
In the event of an incident during an assignment, the temporary worker must:
Unitemps will review the incident form and if necessary pursue the matter with the client.
Unitemps is committed to promoting equality of opportunity and embracing diversity in all areas of the business. It aims to ensure that all its workplaces and services are free from unlawful discrimination and harassment.
As a signatory to the Recruitment and Employment Confederation Diversity Pledge, Unitemps embraces diversity and seeks to promote the benefits of diversity in its business activities. The culture of the business reflects this pledge.
Unitemps seeks to treat everyone fairly and ensure that it does not directly or indirectly discriminate (see below) on the basis of any protected characteristics, defined under the Equality Act 2010 as:
Unitemps will also not discriminate on the basis of:
Unitemps seeks to ensure that its recruitment and selection activities avoid unlawful or unfair discrimination. It will not:
Unitemps recognises that some groups and individuals may experience disadvantage and believes that as an employer and as a service provider, it has a role to play in tackling disadvantage. The company supports clients that wish to take positive action in recruitment and supports disabled candidates who require reasonable adjustments to enable them to apply for jobs and take up assignments.
Unitemps aspires to have a diverse workforce which broadly reflects the composition of the community, recognising that within its staff and clients, there are differences in needs, culture, background, preferences and values. These differences are welcomed for the richness of views, perceptions and experiences they bring to the business, from which everyone can learn. Unitemps is therefore committed to flexibility in its practices to encourage inclusion and support diversity.
When booking a temporary worker, you will receive an email confirmation which clearly states the hourly charge that will be made for their services, along with Unitemps terms and conditions.
If you are recruiting from within one of our partner institutions (you have a Unitemps franchise based on campus) this charge will be based on the salary grade of the position and holiday pay. National Insurance and an administration charge may be added. Please check with your on campus branch for their particular pricing policy. VAT will not be charged on any temporary workers supplied within our partner institutions.
Please ensure that you provide Unitemps with a completed Unitemps booking form which will include the required project/cost codes for each new booking. The cost of the temporary worker will then be internally recharged to that code.
Complaints Policy and Procedure
Unitemps is committed to providing all of its customers with the best possible service at all times. If you are not satisfied with any aspect of our service we would like to hear from you as this will help us to improve our standards. If your complaint is related to a harassment or data protection issue then you should follow the complaints procedure in these policies:
Harassment Policy and Procedure
The majority of complaints about Unitemps’ services will be made informally to the relevant branch and will be immediately resolved to the individual’s satisfaction. On rare occasions, a complaint may be so complex or serious that it cannot be quickly resolved at local level. In these cases the formal complaints procedure applies. Where possible we will endeavour to respond within the timescales given below.
If your complaint has not been resolved informally please contact your local branch by clicking here, your complaint will then follow the procedure below:
If we have to change any of the timescales above, we will let you know and explain why.
Unitemps Harassment Policy and Procedure
Unitemps is committed to securing a working environment for our temporary workers that is free from harassment, bullying and unlawful discrimination. Unitemps expects clients to treat all temporary workers with dignity and respect and to take all steps in their control to prevent and deal with harassment in the workplace.
The 2010 Equality Act defines harassment as “unwanted conduct related to a relevant protected characteristic, which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual”.
Harassment is unwanted, unsolicited or unwelcome behaviour or language that is offensive or intimidating to the recipient. In making judgements about harassment, it is the behaviour and its impact on the recipient, and not the intention of the perpetrator, that is important.
Unitemps regards any incidents of harassment by, or against, its workers as unacceptable and will investigate and take appropriate action to resolve the situation. If the perpetrator is a Unitemps worker, he or she may have their assignment terminated and be removed from the Unitemps register. If the perpetrator is an employee of the client and the matter is not resolved satisfactorily, Unitemps may terminate the business relationship. If the Unitemps worker is the victim, clients are expected to promptly deal with the issue.
Unitemps will encourage the victim to make it clear to the person causing offence that this behaviour is unacceptable to them. In some instances this may be sufficient to resolve the problem. However, if harassment persists after following this approach, or if such an approach is not possible or inappropriate (for example in cases of sexual harassment) the victim will be encouraged to record details of incidents and to make a formal complaint.
A Unitemps representative will offer to meet the victim to discuss the nature of the problem and the courses of action available. If the victim wishes to make a formal complaint, he or she should notify the Unitemps branch manager in writing, and a formal investigation will be launched.
Confidentiality is an important part of the procedures provided under this policy. Everyone involved in the operation of the policy, whether making a complaint or involved in any investigation, is responsible for observing the high level of confidentiality that is required.