Holiday Entitlement

Your holiday year begins on 1st January and ends on 31st December each year, during which you will receive a paid annual holiday entitlement of 5.6 weeks inclusive of public/bank holidays.

In your first holiday year your entitlement will be proportionate to the amount of time left in the holiday year.

Your holiday entitlement will accrue at the rate of 12.07% of your hourly rate for each hour worked, holidays will be paid your normal hourly rate. The holiday element of your payments will be separately identified on your payslip. As holiday payments will be included each time you receive payment, you are strongly advised to set aside and save up the holiday element in order that you have funds to draw on at the time you take holidays.  You will be expected to plan and to take your 5.6 weeks of holiday entitlement each year.

You will become entitled to equal treatment in relation to annual leave entitlement under the Agency Workers Regulations 2010 after you have accrued 12 weeks in a particular role with a client organisation. Where this is the case, you will be advised separately of the relevant entitlement at the appropriate time.

In the event of the termination of your contract any annual leave accrued but not taken will be paid in lieu.  However, in the event of you having taken more paid leave than you have accrued pro-rata, then the appropriate payments will be deducted from your final payment. This is an express written term of your contract for services.

Further information is available in the holiday policy issued separately.

OTHER PAID LEAVE

You are not entitled to any further paid leave other than that which is covered elsewhere in this document.

Holiday Request Procedure

Contracted staff must request holiday time in advance by submitting a request to their line manager. The request should state the dates required and how many days are being requested.

The line manager will review the request and respond in writing within five working days to confirm whether the request has been approved or declined. The manager may decline the request if there is insufficient cover, operational requirements or other significant business reasons.

If a requested holiday period cannot be accommodated, the employee and their line manager can discuss alternative dates or make alternative arrangements.

Carrying Over Annual Leave

Contracted staff are encouraged to take their annual leave entitlement during the current holiday year. Any leave not taken during the holiday year will be forfeited.

In exceptional circumstances, the line manager may consider allowing contracted staff to carry over up to five days of annual leave to the next holiday year. Any carry-over of annual leave must be taken within the first six months of the new holiday year, after which it will be forfeited.

Bank Holidays

Contracted staff will receive paid time off on bank holidays. The number of bank holidays that the employee is entitled to depends on the employee's working hours and the number of days they work in the week.

Part-time contracted staff will receive a pro-rata entitlement of bank holidays based on their working hours. If a bank holiday falls on a day when the employee is not normally scheduled to work, they may request that the holiday be taken on a different day.

Sickness during Annual Leave

If contracted staff become sick during a period of annual leave, they may be entitled to reclaim the holiday days they missed due to sickness, but only if they report the illness and obtain a doctor's note.

If an employee is sick before or during a scheduled period of annual leave, they should notify their line manager as soon as possible. The manager may require medical evidence and will determine whether to reschedule the holiday dates or allow the employee to reclaim the holiday days missed.

1. Introduction

At 7 Star Consultancy, we prioritise the safety and well-being of our customers. We are committed to providing safe and high-quality food products for all events and occasions. This Food Safety Policy outlines our dedication to ensuring the highest standards of food safety in all aspects of our catering operations.

2. Compliance with Regulations

2.1. We comply with all local, national, and international food safety regulations, including but not limited to the Food Safety Modernization Act (FSMA) and Hazard Analysis and Critical Control Points (HACCP) principles.

3. Training and Education

3.1. All employees must complete food safety training(Depending on Client Requirements) and education as required by local regulations and 7 Star policies before commencing work.

3.2. Ongoing training and education on food safety procedures will be provided to all employees to ensure they remain informed about the latest industry best practices and regulatory changes.

4. Personal Hygiene

4.1. All employees must maintain high standards of personal hygiene, including proper handwashing, wearing clean uniforms, and adhering to company guidelines for personal grooming.

4.2. Employees suffering from a contagious illness or showing symptoms of foodborne illness must report it immediately and refrain from food handling duties until cleared by a healthcare professional.

5. Food Handling and Preparation

5.1. All employees must strictly follow approved food handling and preparation procedures to prevent contamination and ensure the safety of food products.

5.2. Only approved and safe ingredients and materials shall be used in food preparation.

5.3. Proper temperature control, including refrigeration and heating, must be rigorously observed to prevent bacterial growth.

6. Equipment and Utensils

6.1. Employees are responsible for maintaining cleanliness and sanitation of all equipment and utensils used in food preparation.

6.2. Regular inspections and maintenance of equipment shall be conducted to ensure safe operation.

7. Traceability

7.1. We maintain proper records of food sources, suppliers, and production processes to enable traceability of all food products in case of safety concerns or recalls.

8. Reporting and Incident Management

8.1. All employees must promptly report any food safety concerns, incidents, or deviations from standard procedures to their immediate supervisor or designated food safety personnel.

8.2. In the event of a food safety incident, employees must cooperate fully with investigations and corrective actions.

9. Continuous Improvement

9.1. We are committed to continuous improvement in our food safety practices. Feedback and suggestions for improvement from employees and clients are encouraged and welcomed.

10. Conclusion

7 Star Consultancy is dedicated to providing safe and delicious food for all our customers. By adhering to this Food Safety Policy, we ensure the safety of our food products and the satisfaction of our clients. We are committed to regularly reviewing and updating this policy to reflect the latest industry standards and best practices.

This policy shall be communicated to all employees, and their understanding and commitment to it will be periodically assessed. Food safety is a shared responsibility, and together, we can maintain the highest standards in catering.

Purpose: This policy establishes procedures for the timely and accurate reporting of incidents and accidents that occur within our UK business operations. The objective is to ensure that all incidents and accidents are reported, investigated, and managed appropriately to prevent future occurrences and mitigate potential risks.

Scope: This policy applies to all employees, contractors, visitors, and third parties who perform work for or on behalf of our UK business operations.

Definitions: An "incident" is an event that has the potential to cause harm to people, property, or the environment, but did not result in an injury or damage. An "accident" is an event that resulted in an injury or damage to people, property, or the environment.

Policy:

Reporting Procedures: a. All incidents and accidents must be reported immediately to the relevant supervisor or manager. If the supervisor or manager is not available, the incident or accident must be reported to the next level of management. b. Employees must complete an incident or accident report form as soon as possible after the incident or accident occurs. The form must be completed in full and include all relevant information. c. The completed incident or accident report form must be submitted to the relevant supervisor or manager within 24 hours of the incident or accident occurring.

Investigation Procedures: a. The supervisor or manager must investigate all reported incidents and accidents to determine the root cause and prevent recurrence. b. The investigation must be conducted as soon as possible after the incident or accident occurs and must be completed within 5 business days. c. The investigation report must be submitted to the Health and Safety Manager for review.

Communication Procedures: a. The Health and Safety Manager must be notified of all reported incidents and accidents and must review all investigation reports. b. The Health and Safety Manager must communicate the findings of the investigation to all relevant parties, including employees, contractors, visitors, and third parties. c. The Health and Safety Manager must ensure that corrective and preventive actions are implemented to prevent recurrence of similar incidents or accidents.

Recordkeeping Procedures: a. All incident and accident reports and investigation reports must be kept on file for a minimum of 3 years. b. The Health and Safety Manager is responsible for maintaining the incident and accident reporting system and ensuring that all records are accurate and up to date.

Non-Retaliation: a. Employees who report incidents or accidents in good faith will not be retaliated against for doing so. b. Retaliation against employees who report incidents or accidents will not be tolerated and will result in disciplinary action.

Conclusion: All employees, contractors, visitors, and third parties are responsible for ensuring that incidents and accidents are reported in a timely and accurate manner. Failure to report incidents or accidents may result in disciplinary action. The Health and Safety Manager is responsible for ensuring that this policy is followed and that corrective and preventive actions are taken to prevent recurrence of similar incidents or accidents.

Strike 1: Verbal Warning

If an employee's behavior or performance is unsatisfactory, their line manager will hold an informal meeting to discuss the issue and provide feedback. This meeting is a verbal warning and should make it clear that the employee's behavior or performance needs to improve.

The manager should explain the reasons for the warning, the expected improvement, and the consequences of not improving. The employee should also be given an opportunity to respond and discuss the issues.

The manager will document the warning, including the date, time, and details of the discussion, and provide the employee with a written summary of the warning.

Strike 2: First Written Warning

If the employee's behavior or performance does not improve, the manager will hold a formal meeting with the employee. The manager will explain that this is a first written warning and provide details of the previous verbal warning, the areas of concern, and the improvements required.

The manager will also explain that failure to improve may lead to further disciplinary action, including a final written warning or termination of employment.

The manager will document the meeting, including the date, time, and details of the discussion, and provide the employee with a written copy of the warning.

Strike 3: Second Written Warning

If the employee's behavior or performance does not improve after the first written warning, the manager will hold another formal meeting. The manager will explain that this is a second written warning and provide details of the previous warnings, the areas of concern, and the improvements required.

The manager will also explain that failure to improve may lead to termination of employment.

The manager will document the meeting, including the date, time, and details of the discussion, and provide the employee with a written copy of the warning.

Termination of Employment

If the employee's behavior or performance still does not improve after the second written warning, the manager will hold a final formal meeting with the employee. The manager will explain that termination of employment is the next step if there is no improvement.

If there is still no improvement, the employee's employment may be terminated. The manager will provide the employee with written confirmation of the termination, including the date of termination and the reasons for termination.

It is essential to follow the company's disciplinary process in a fair and consistent manner and ensure that employees are aware of the process and the consequences of their actions.

Health and safety is a fundamental concern for any business, and it is essential to have a policy in place to ensure the safety and well-being of all employees and visitors. The following is a general health and safety policy for a UK business:

General Policy Statement The company is committed to providing a safe and healthy working environment for all its employees, visitors, and contractors. The company recognizes that health and safety is a shared responsibility and requires the cooperation of everyone.

Responsibilities All employees, visitors, and contractors have a responsibility to:

Comply with all health and safety policies, procedures, and guidelines provided by the company.

Report any incidents, hazards, or unsafe practices to their supervisor or manager immediately.

Attend all relevant training programs and maintain up-to-date knowledge of safe working practices.

Use all personal protective equipment (PPE) provided and ensure that it is used and maintained correctly.

Take reasonable care for their own health and safety and that of others who may be affected by their actions.

Risk Assessment The company will conduct regular risk assessments of all work areas and processes to identify potential hazards and implement measures to control and mitigate risks. All employees must cooperate with the company in the risk assessment process and report any hazards or concerns they identify.

Safe Working Practices The company will ensure that all work areas and processes are designed, operated, and maintained in a manner that ensures the safety and well-being of all employees, visitors, and contractors. This will include:

Providing appropriate training and supervision to ensure that all employees understand safe working practices and can operate equipment and machinery safely.

Ensuring that all equipment and machinery are regularly maintained and serviced to prevent accidents and breakdowns.

Providing adequate lighting, ventilation, and temperature control to ensure a comfortable and safe working environment.

Ensuring that all work areas are kept clean and free from hazards.

Personal Protective Equipment (PPE) The company will provide appropriate PPE to all employees, visitors, and contractors and ensure that it is used correctly and maintained in good condition. All employees, visitors, and contractors must wear the appropriate PPE for their job and report any defects or damage to their supervisor or manager immediately.

Emergency Procedures The company will provide appropriate emergency procedures and ensure that all staff are trained in these procedures. This will include:

Evacuation procedures in the event of a fire or other emergency.

First aid procedures.

Procedures for reporting incidents and accidents.

Communication The company will ensure that all staff, visitors, and contractors are aware of this policy and understand their responsibilities in maintaining a safe and healthy working environment. This will include regular communication of health and safety policies, procedures, and guidelines, as well as consultation with employees on health and safety matters.

In conclusion, the company is committed to providing a safe and healthy working environment for all its employees, visitors, and contractors. This policy outlines the responsibilities of all staff and the measures that will be taken to ensure that all work areas and processes are designed, operated, and maintained in a safe manner. All employees, visitors, and contractors must comply with this policy and take reasonable care for their own health and safety and that of others who may be affected by their actions.

An anti-bribery and corruption policy is essential for any UK business, as bribery and corruption can have serious legal and reputational consequences. The following is a general anti-bribery and corruption policy for a UK business:

General Policy Statement The company is committed to conducting its business ethically and in compliance with all applicable laws and regulations, including the UK Bribery Act 2010. The company will not tolerate any form of bribery or corruption, whether committed by employees, agents, contractors, or any other third party acting on behalf of the company.

Definitions For the purpose of this policy, the following definitions apply:

Bribery: the offering, giving, receiving, or soliciting of any financial or other advantage to induce or reward the improper performance of a function or activity.

Corruption: the abuse of entrusted power for private gain.

Responsibilities All employees, agents, contractors, and third parties acting on behalf of the company have a responsibility to:

Comply with all applicable laws and regulations, including the UK Bribery Act 2010.

Refrain from offering, giving, receiving, or soliciting any form of bribe or other improper payment or advantage.

Report any suspected or actual incidents of bribery or corruption to their supervisor or manager immediately.

Co-operate with any investigation into suspected or actual incidents of bribery or corruption.

Attend all relevant training programs and maintain up-to-date knowledge of anti-bribery and corruption policies and procedures.

Gifts, Hospitality, and Entertainment The company recognizes that the provision of reasonable and proportionate gifts, hospitality, and entertainment is a legitimate business practice. However, these must not be used to influence any business decision or to create a conflict of interest. All such gifts, hospitality, and entertainment must be:

Reasonable and proportionate.

Properly recorded in the company's books and records.

Approved in advance by the recipient's manager.

Due Diligence The company will conduct appropriate due diligence on all employees, agents, contractors, and third parties acting on behalf of the company to identify any potential risks of bribery or corruption.

Facilitation Payments The company prohibits the payment of facilitation payments, which are small payments made to officials to expedite routine government actions. Any employee, agent, contractor, or third party acting on behalf of the company who is asked to make a facilitation payment must report this immediately to their manager.

Political Contributions The company prohibits the making of any political contributions, whether in cash or in kind, without the prior approval of the company's Board of Directors.

Communication The company will communicate this policy to all employees, agents, contractors, and third parties acting on behalf of the company and provide appropriate training to ensure that they understand their responsibilities in preventing bribery and corruption.

In conclusion, the company is committed to conducting its business ethically and in compliance with all applicable laws and regulations, including the UK Bribery Act 2010. This policy outlines the responsibilities of all staff and the measures that will be taken to prevent bribery and corruption, including due diligence, prohibitions on facilitation payments and political contributions, and appropriate recording and reporting of gifts, hospitality, and entertainment. All employees, agents, contractors, and third parties acting on behalf of the company must comply with this policy and take reasonable care to prevent bribery and corruption.

Reporting Sickness Absence: Employees are expected to report their absence due to sickness to their manager or HR department as soon as possible, and no later than the start of the working day. This can be done by telephone or email, and must include the reason for absence, expected duration of absence, and any other relevant information.

Self-Certification: For sickness absence of up to 7 days, employees are required to complete a self-certification form on their return to work, which should be submitted to their manager or HR department.

Medical Certification: If the sickness absence lasts for more than 7 calendar days, a medical certificate from a doctor, commonly known as a “Fit Note” must be obtained, and submitted to the HR department.

Sick Pay: Employees are entitled to Statutory Sick Pay (SSP), which is paid for up to 28 weeks if they meet the eligibility criteria. The company's sick pay scheme, if any, will be outlined in the employee handbook.

Return to Work: Before returning to work, employees must provide a “fit to work” certificate from their doctor if they have been absent for more than 7 days. The company may require an employee to undergo a medical examination to assess their fitness for work.

Reasonable Adjustments: If an employee has a disability or health condition, the company will make reasonable adjustments to accommodate their needs, as required by the Equality Act 2010.

Monitoring and Review: Sickness absence will be monitored and reviewed by the company. If an employee has a high level of sickness absence, their manager will discuss the matter with them to determine if there are any underlying health or wellbeing issues, and identify any support they may need.

Confidentiality: All sickness-related information will be treated as confidential, and will only be shared on a need-to-know basis, in line with data protection laws.

Sickness Prevention: The company will encourage and support employees to maintain good health and wellbeing, through training, health promotion activities, and access to employee assistance programmes or other support services.

Disciplinary Action: In cases of suspected sickness absence abuse, or failure to comply with the sickness policy, the matter will be investigated and may result in disciplinary action.

Modern-day slavery is a severe violation of human rights and dignity that has no place

in any industry or society. As a staffing agency, 7 Star Consultancy is committed to preventing and eradicating any form of modern-day slavery in its operations and supply chain. Therefore, we have developed the following policy to ensure that we comply with all relevant laws and regulations related to modern-day slavery in the UK:

1.Definition and Scope Modern-day slavery encompasses all forms of forced labor,

human trafficking, debt bondage, and other forms of exploitation of individuals. This

policy applies to all employees, contractors, and suppliers of 7 Star Consultancy.

2.Compliance with the Modern Slavery Act 2015 We commit to complying with the

Modern Slavery Act 2015 and other relevant laws and regulations related to modern-

day slavery. We will provide our employees and contractors with the necessary

training to understand the risks of modern-day slavery and how to identify and

report any suspected cases.

3.Due Diligence We will conduct due diligence on all our suppliers to ensure they

comply with our modern-day slavery policy. This will include regular risk assessments

of our supply chain, monitoring and auditing of our suppliers' practices, and

termination of relationships with any suppliers who violate our policy.

4.Recruitment and Employment We will ensure that all our recruitment and

employment practices are free from any form of modern-day slavery. This will

include checking the right to work documentation of all employees and contractors,

ensuring fair and transparent recruitment processes, and providing adequate

remuneration and working conditions.

5.Reporting and Whistleblowing We encourage our employees, contractors, and

suppliers to report any suspected cases of modern-day slavery. We will ensure that

such reports are handled confidentially and without any retaliation against the

person making the report.

6.Continuous Improvement We will regularly review and update our modern-day

slavery policy to ensure it remains relevant and effective in addressing the risks of

modern-day slavery in our operations and supply chain.

7.Responsibility The responsibility for implementing and enforcing this policy rests with all our employees, contractors, and suppliers. We will hold them accountable for any

violation of this policy, and appropriate action will be taken, which may include

termination of their contract or employment.

In conclusion, 7 Star Consultancy is committed to preventing and eradicating modern- day slavery in all its operations and supply chain. We recognize that modern-day slavery is a complex issue that requires a comprehensive approach involving all stakeholders. Therefore, we will continue to work with our employees, contractors, suppliers, and other stakeholders to achieve this goal.

This policy outlines the procedures for agency workers to report any missing hours from their payslips for the current pay period. The purpose of this policy is to ensure that any discrepancies in hours worked are promptly addressed and rectified, promoting transparency and fairness in the payroll process.

1. Reporting Missing Hours:

Agency workers must report any missing hours from their payslips for the current pay period to the 7 Star Accounts Department within ten (10) days from the day they have received their payslips.

2. Communication Channel:

Reports of missing hours should be submitted through the designated communication channel provided by the 7 Star Accounts Department. This could include an email address, a dedicated phone line, or email accounts@7-starconsultancy.co.uk.

3. Required Information:

When reporting missing hours, agency workers must provide the following information:

-Full name

-Agency worker ID or reference number

-Contact information (phone number and email address)

-Pay period in question (start and end date)

-Description of the missing hours issue, including the date(s), time(s), and location(s) of work not reflected in the payslip

4. Verification Process:

Upon receiving the report of missing hours, the 7 Star Accounts Department will initiate an investigation. This may involve contacting the relevant supervisor or manager at the worksite to verify the hours worked by the agency worker.

5. Timely Resolution:

The 7 Star Accounts Department will make every effort to resolve the issue and update the agency worker about the outcome of the investigation within five (5) business days of receiving the report.

6. Payroll Adjustment:

If the investigation confirms the presence of missing hours, the agency worker's payslip for the corresponding pay period will be adjusted accordingly. The agency worker will receive the additional payment in the subsequent pay cycle.

7. Dispute Resolution:

If the agency worker disagrees with the outcome of the investigation or the payroll adjustment, they have the right to initiate a formal dispute resolution process. Details of this process will be provided upon request.

8. Non-Retaliation Policy:

7 Star emphasizes that agency workers have the right to report missing hours without fear of retaliation. Any form of retaliation against an agency worker who raises a legitimate concern will be subject to disciplinary action.

9. Communication and Training:

This policy will be communicated to all agency workers upon their engagement with 7 Star. Additionally, the Accounts Department will conduct periodic training to ensure that agency workers are aware of their rights and the procedures for reporting missing hours.