Unassociated Document


    

      EXHIBIT
        10.2

    

    


    Contract
      of Employment

    


    
      	
              1.

            	
              INTRODUCTION

            


    

    


    This
      document contains your terms and conditions of employment and together with
      the
      rules and procedures that are specifically incorporated from the Staff Handbook,
      it is the contract of employment (referred to as “this contract”) between you,
      the employee, whose name and address is stated in Schedule One and your
      employer; [ROK Entertainment Group Limited or affiliated ROK company] (Company
      Registration Number: _____), Rok House, Kingswood Business Park, Holyhead Road,
      Albrighton, Wolverhampton, WV7 3AU (referred to as “your
      employer”).

    


    
      	
              2.

            	
              STAFF
                HANDBOOK

            


    

    


    Your
      employer will be issuing a Staff Handbook, a copy of which will be supplied
      to
      you. It contains your employer’s rules, policies and procedures on important
      matters relating to your employment. You agree to read the contents of the
      Staff
      Handbook. The Sickness and Absence Rules, and the E-mail and Internet Policy
      contained in the Staff Handbook are part of this contract because they are
      specifically referred to in this contract and in the Staff Handbook it is stated
      that they form part of your contract. The Disciplinary Rules and Procedure,
      Grievance Procedure and Performance Review Procedure are contained in the Staff
      Handbook and referred to this contract but they do NOT form part of your
      contract. 

    


    
      	
              3.

            	
              START
                DATE

            


    

    


    Your
      employment will begin on the date set out in Schedule One and subject to
      successful completion of your probationary period will continue until it is
      brought to an end by you or by your employer or you reach retirement
      age.

    


    
      	
              4.

            	
              CONTINUITY
                OF EMPLOYMENT

            


    

    


    No
      other
      previous employment counts as continuous employment for any statutory
      purposes.

    


    
      	
              5.

            	
              PROBATIONARY
                PERIOD

            


    

    


    Your
      initial employment with your employer will be on the basis of a probationary
      period of up to 3 months. During this time you must give one week’s prior
      written notice to terminate the contract. In any case deemed appropriate by
      your
      employer this probationary period may be extended and in any such case you
      will
      be notified in writing. If you are not considered suitable for your job by
      your
      employer or if for any other reason your continued employment is not required
      this contract will terminate at the end of the probationary period or at the
      expiry of any notice given during the probationary period or in the event of
      your employment being terminated without notice during the probationary
      period.

    


    
      	
              6.

            	
              JOB
                TITLE/DUTIES

            


    

    


    The
      title
      of your job is set out in Schedule One. 

    


    Your
      employer may change your job description and may require you to carry out
      different and/or additional duties under this contract either for your employer
      and/or for any associated company, its holding company or subsidiary or other
      subsidiary (save for your employer) of the holding company (as defined in the
      Companies Act 1985 (as amended)).

    


    
      
        
           

        

        
          1

          
            

          

        

        
           

        

      

    

     

    
      
        	
                7.

              	
                RETIREMENT
                  AGEWORK

              


      

    

    


    You
      will
      retire on your 65th
      birthday
      or the last working day before that birthday unless agreement has been reached
      at that time for you to continue to work or it is agreed that you take an
      earlier retirement. This contract will automatically end on the day you retire
      without further notice by either you or your employer. 

     

    
      	
              8.

            	
              PLACE
                OF WORK

            


    

    


    You
      will
      be based at Rok House (at the above address) but when requested you will be
      required to be based at any other premises at which your employer carries on
      its
      business now or in the future.

    


    You
      will
      also travel to such places (whether within or outside the UK) as your employer
      requires you to in the performance of your duties.

    


    
      	
              9.

            	
              OVERSEAS
                WORK

            


    

    


    You
      will
      not be required to work outside the United Kingdom for any consecutive period
      of
      more than one month. 

    


    
      	
              10.

            	
              NOTICE

            


    

    


    Should
      you or your employer want to terminate your employment written notice of
      termination must be given as follows:

    


    Your
      employer must give you notice of:

    


    During
      your trial period; 1 week

    The
      end
      of your trial period until 4 years completed employment: 1 month

    4
      years
      or more: 1 week for each completed year (up to 12 weeks maximum notice)


    


    You
      must
      give your employer written notice of termination of 1 month after the end of
      your trial period however long you then remain employed. 

    


    Notice
      to
      you will be deemed to have been given if handed to you or sent by Recorded
      Delivery to your last notified address known to your employer. Notice by you
      must be given or sent by Recorded Delivery to Rok Productions Limited, Rok
      House, Kingswood Business Park, Holyhead Rd, Albrighton Wolverhampton, WV7
      3AU

    


    On
      termination of your employment (by you or by your employer) your employer may
      either:

    


    require
      you to work throughout your notice period, or

    require
      you to stay away from your place of work throughout your notice period (on
      “garden leave”), or

    terminate
      your contract without notice and make a payment in lieu of notice to compensate
      you.

    


    In
      addition, on termination of your employment (by you or by your employer) you
      will only be paid for your notice period, and any other due amounts, once you
      have completed handover notes from any work that you have been involved with
      to
      the satisfaction of your employer. Your employer may also dismiss you without
      notice or payment in lieu of notice in cases of gross misconduct. (The
      disciplinary procedure set out in the Staff Handbook gives you examples of
      the
      types of conduct which your employer will consider to be gross
      misconduct).

    


    
      
        
           

        

        
          2

          
            

          

        

        
           

        

      

    

     

    
      
        	
                11.

              	
                HOURS
                  OF WORK 

              



    

     

    You
      will
      work the basic hours set out in Schedule Two.

    


    You
      may
      be required to do work in addition to your basic hours and unreasonable refusal
      to do so will be a disciplinary matter. 

    


    You
      are
      not entitled to receive payment for overtime as a right under this
      contract.

    


    
      	
              12.

            	
              WORKING
                TIME OPT OUT 

            


    

    


    You
      agree
      that the limit on working time (“the 48 hour week”) specified in regulation 4.1
      of The Working Time Regulations 1998 will not apply to your employment and
      that
      signature of this agreement shall constitute consent pursuant to regulation
      5.1
      of the regulations for the duration of your employment under this contract
      subject to the provision below.

    


    You
      may
      terminate your consent under this paragraph by giving three month’s notice in
      writing to your employer and the said limit shall apply to your employment
      on
      the first working day immediately following the expiry of the period of
      notice.

    


    
      	
              13.

            	
              WAGES/SALARY

            


    

    


    Your
      salary will be paid monthly in arrears on or around the last working day of
      each
      calendar month at the rate set out in Schedule Three. Your employer reserves
      the
      right to reduce your salary if your duties change as a result of your incapacity
      or inability to perform your duties or to suspend payment of salary if you
      are
      suspended from duty by your employer and/or if you are laid off because there
      is
      no work for you.

    


    Your
      salary will be reviewed annually with no commitment to increase.

    


    
      	
              14.

            	
              BONUS
                

            


    

    


    Bonuses
      may be paid entirely at the discretion of your employer. You are not entitled
      to
      receive bonuses as a right under this contract. Bonuses paid will reflect your
      performance and how your employer assesses your contribution to the success
      of
      the company during the preceding period. 

    


    
      	
              15.

            	
              DEDUCTIONS
                FROM PAY

            


    

    


    If
      at any
      time during or on termination of your employment it is the opinion of your
      employer that you owe your employer money you agree and authorise your employer
      to deduct the sum or sums owed from any payment due to you from your employer
      whether wages or salary or payment of any other kind.

    


    For
      example this will cover deductions from your wages of overpayments, expenses,
      loans, damage caused by you and any other money due from you to your
      employer.

    


    
      	
              16.

            	
              PENSION
                SCHEME

            


    

    


    You
      will
      be eligible, at the end of your probationary period, to join the company
      Stakeholder Pension Scheme, details of which will be available on your
      request.

    


    
      	
              17.

            	
              HOLIDAYS

            


    

    


    The
      holiday year runs from 1st
      January
      to 31st
      December. You are entitled to take paid holidays as set out in Schedule Four.
      Your employer must agree holidays and you must apply for holiday at least four
      weeks before you want to take it. You should not take more than 10 working
      days
      at one time and you must take your entitlement during the holiday year in which
      you are entitled to it. You may not carry forward your entitlement.

    


    
      
        
           

        

        
          3

          
            

          

        

        
           

        

      

    

    


    During
      the holiday year in which your employment commences your entitlement to paid
      holiday during that year will be reduced in proportion to the expired part
      of
      the holiday year.

    


    During
      a
      holiday year in which your employment is terminated you will be paid on
      termination for any untaken part of your entitlement to paid holiday calculated
      in proportion to the part of the holiday year which has elapsed at your leaving
      date. If you have taken more than your proportionate entitlement to paid holiday
      when you leave your employer will deduct the amount of pay for the holiday
      from
      your salary on termination.

    


    Your
      holiday entitlement under this contract includes any entitlement to paid annual
      leave that you have under the Working Time Regulations 1998.

    


    
      	
              18.

            	
              BANK
                HOLIDAYS AND PUBLIC
                HOLIDAYS

            


    

    


    You
      will
      normally not be required to work on the UK Bank or Public holidays and you
      will
      be paid for them (unless you would not have been required to work on that
      day).

    


    Bank
      and
      Public Holidays are not part of your holiday entitlement.

    


    Bank
      holidays are: 

    


    New
      Year’s Day

    Easter
      Monday

    The
      first
      Monday in May

    The
      last
      Monday in May

    The
      last
      Monday in August 

    26
      December if it is not a Sunday

    27
      December when 25 or 26 December is a Sunday

    


    Note:
      The
      list of Bank holidays can be altered by Royal Proclamation or Parliament to
      take
      account of national celebrations or to allow an extra day’s holiday when
      Christmas occurs over a weekend.

    


    Public
      Holidays are:

    


    Good
      Friday 

    Christmas
      Day

    


    
      	
              19.

            	
              SICK
                PAY ARRANGEMENTS

            


    

    


    Your
      employer’s rules as to sickness and absence from work are contained in the Staff
      Handbook and form part of your contract. You may only be absent from work when
      authorised.

    


    
      	
              20.

            	
              TRAINING

            


    

    


    You
      must
      undertake any training which your employer requires you to undertake. This
      may
      take place within your normal working hours but may also be outside your normal
      working hours and at a location away from your normal place of
      work.

    


    
      
        
           

        

        
          4

          
            

          

        

        
           

        

      

    

    


    
      	
              21.

            	
              COMMITMENT
                TO THE EMPLOYER

            


    

     

    You
      are
      expected to devote your whole time and attention to the best interests of your
      employer during your working hours. You must not work for another employer
      or
      carry out work on any other basis during the term of this contract whether
      in or
      out of your normal working hours, without your employer’s written
      permission.

    


    
      	
              22.

            	
              PERFORMANCE
                ASSESSMENT

            


    

    


    A
      performance review procedure normally operated by the employer is set out in
      the
      Staff Handbook. 

    


    Your
      employer’s performance review procedure is not contractually binding either upon
      you or upon the employer who may leave out any or all of the stages of the
      performance review procedure. 

    


    Your
      employer has the right to review and monitor the performance of your duties
      under this contract.

    


    
      	
              23.

            	
              QUALIFICATIONS 

            


    

    


    It
      is an
      essential term of this contract that you have told the truth to your employer
      about your previous work experience and qualifications. 

    


    Your
      employer regards any breach of this term as gross misconduct in respect of
      which
      your employment can be terminated without warning or notice. 

    


    
      	
              24.

            	
              CRIMINAL
                CONVICTIONS

            


    

    


    It
      is an
      essential term of this contract that you have told the truth to your employer
      about your criminal record (although this does not mean that you have to tell
      your employer about offences which are “spent” under the Rehabilitation Of
      Offenders Act 1974). 

    


    You
      must
      tell your employer if at any time you are arrested, charged with or summonsed
      for a criminal offence of any nature. You are under a duty to truthfully and
      fully answer any questions from your employer in relation to any such matters.
      

    


    If
      you
      are convicted of a criminal offence of any nature whether committed in or out
      of
      working hours your employer may terminate your employment with or without notice
      or payment in lieu of notice and irrespective of the fact that no warnings
      have
      been given.

    


    
      	
              25.

            	
              GARDEN
                LEAVE

            


    

    


    Your
      employer has the right to require you to take Garden Leave at any time. During
      a
      period of Garden Leave you must remain available during your normal working
      hours to carry out work for your employer but you have no right to be provided
      with work of any kind. You must not attend your place of work, make any
      statement or representation on behalf of your employer or contact any customer,
      client, supplier, employee or agent of your employer without the written
      permission of your employer to do so.

    


    
      	
              26.

            	
              HEALTH
                AND SAFETY POLICY

            


    

    


    Your
      employer has a Health and Safety at Work policy under which you have
      obligations. It is set out in the Staff Handbook and you must read it. This
      policy may be changed as necessary and any changes will be notified to you.
      Following such a change you are obliged to comply with the relevant revised
      policy.

    


    Any
      breach or non-observance of the Health and Safety at Work policy will constitute
      a disciplinary offence. 

    


    
      
        
           

        

        
          5

          
            

          

        

        
           

        

      

    

    
      


      
        	
                27.

              	
                COLLECTIVE
                  AGREEMENTS

              


      

    

    


    There
      are
      no collective agreements that affect the terms and conditions of your
      employment.

    


    
      	
              28.

            	
              EMPLOYER
                RECORDS

            


    

    


    You
      must
      promptly notify your employer of any change in your personal details which
      will
      include any change to the following:

    


    
      	 	
              Ø

            	
              Your
                last notified address.

            


    

    
      	 	
              Ø

            	
              Your
                marital status.

            


    

    
      	 	
              Ø

            	
              Your
                next of kin.

            


    

    
      	 	
              Ø

            	
              Your
                home telephone number.

            


    

    
      	 	
              Ø

            	
              Your
                banking details.

            


    

    


    
      	
              29.

            	
              DRIVING
                LICENCE

            


    

    


    If
      your
      duties involve driving a vehicle you must at all times hold a current full
      UK
      driving licence. Your employer must hold a copy of your current driving licence.
      You must immediately tell your employer if you are summonsed for or convicted
      of
      a driving related offence or if you have a fine for such an offence levied
      against you. 

    


    A
      conviction for a driving related offence may have an effect on your continuing
      to be provided with a vehicle and may lead to your dismissal if you cannot
      perform your duties without driving a vehicle.

    


    
      	
              30.

            	
              YOUR
                EMPLOYER’S VEHICLES

            


    

    


    If
      you
      drive your employer’s vehicles you are responsible for taking all reasonable
      steps to ensure the vehicle is kept in good condition and driven safely at
      all
      times, and for ensuring the vehicle is checked and maintained as required and
      at
      the correct intervals. 

    


    You
      will
      be required to pay any fines or penalties for parking or traffic offences
      incurred when you are using a vehicle in the performance of your duties or
      otherwise, and this can be by way of deduction from wages. 

    


    Your
      employer may similarly deduct or charge to you the amount of any insurance
      excess or other reasonable costs should a vehicle be involved in a road traffic
      accident or damaged in any other way while being driven by you or in your care.
      

    


    You
      will
      report any accident involving the vehicle without any delay to your employer
      and
      your employer’s insurers and will obtain all relevant and lawfully required
      particulars from any other party to an accident.

    


    You
      will
      not permit any other person to drive the vehicle other than as specifically
      authorised in writing by your employer.

    


    If
      you
      use your own vehicle for your employer’s business you must have permission to do
      so and you must ensure that it is insured for that use and provide written
      evidence of that insurance in the form of a copy of your certificate of motor
      insurance and your policy document to your employer.

    


    
      
        
           

        

        
          6

          
            

          

        

        
           

        

      

    

    
      


      
        	
                31.

              	
                CONDUCT

              


      

    

    


    You
      must
      observe your employer’s rules and procedures. These are contained in this
      contract, and the Staff Handbook and also in manuals or memos or directives
      issued by your employer from time to time. You must also follow lawful
      instructions and orders from your employer. Failure to do so is misconduct
      and
      can lead to disciplinary action or even to the termination of your
      employment.

    


    
      	
              32.

            	
              SMOKING,
                ALCOHOL AND DRUGS

            


    

    


    You
      must
      not smoke cigarettes tobacco or other substances at work. The consumption of
      alcoholic drinks during working hours is strictly forbidden as is the taking
      of
      drugs other than those prescribed or legally taken for a medical
      condition.

    


    
      	
              33.

            	
              COMPUTERS

            


    

    


    You
      are
      not allowed to load your own software on to your employer’s computers. You must
      not copy software or data from computers at work, or use e-mail or internet
      access except for legitimate business purposes, or make any other use of
      computers or software for any purpose other than your employer’s legitimate
      business interests. You must not open files downloaded from the internet or
      e-mail on your employer’s computers without virus checking the
      files.

    


    
      	
              34.

            	
              E-MAIL
                AND INTERNET

            


    

    


    It
      is
      your employer’s rule that computers, networks and the e-mail system are the
      property of your employer. All copies of messages created, sent, receive or
      stored on the company’s systems shall remain the property of your employer.
      These messages are not the private property of employees and as such there
      should be no expectation of privacy in any circumstances. Your employer reserves
      the right to access and monitor all messages created, sent, received or stored
      on your employer’s systems. The contents of e-mail messages may be disclosed to
      other employees and to third parties without further permission of the employee
      and at the discretion of your employer. E-mails and the internet should not
      be
      used to create, send receive or store any material which is offensive,
      disruptive or infringes copyright. Your employer has a detailed policy on e-mail
      and internet use, which is contained in the Staff Handbook and incorporated
      in
      this contract.

    


    
      	
              35.

            	
              INTELLECTUAL
                PROPERTY

            


    

    


    Subject
      to the Patents Act 1977 and the Copyright, Designs and Patents Act 1988, any
      invention, design, or copyright work, including without limitation all
      documents, data, drawings, specifications, articles, computer programmes, object
      codes, source codes, network designs, business logic, notes, sketches, drawings,
      reports, modifications, tools, scripts or other items ("Works"), made by you
      during the course of your employment with your employer (whether or not in
      the
      course of your duties) shall immediately upon creation or performance vest
      in
      and shall be and remain the sole and exclusive property of your employer, and
      you hereby irrevocably and unconditionally assign to your employer, All right,
      title and interest in and to the same.

    


    You
      must
      promptly notify your employer of any Works which you create, which will become
      the absolute property of your employer and you hereby unconditionally waive
      in
      favour of your employer all rights (if any) you may have under Chapter IV (moral
      rights) of the Copyrights, Designs and Patents Act 1988 (or any foreign
      corresponding rights) in connection with the authorship of any Works, wherever
      in the world enforceable, including without limitation the right to be
      identified as the author of such Works and the right not to have such Works
      altered or subjected to derogatory treatment.

    


    
      
        
           

        

        
          7

          
            

          

        

        
           

        

      

    

    


    You
      agree
      to execute any formal and additional assignment required by your employer to
      vest or confirm the vesting in it of all rights in any Works as set out in
      this
      Clause 35 at the expense of your employer.

    


    You
      hereby authorise your employer to appoint someone to be your attorney and in
      your name and on your behalf to sign, execute and do all such things as your
      employer thinks necessary or desirable to fully vest or confirm the vesting
      in
      it of all rights in any works as set out in this Clause 35.

    


    The
      terms
      and obligations of this Clause 35 shall survive the expiry or termination of
      your employment for any reason.

    


    
      	
              36.

            	
              DISCIPLINARY
                ARRANGEMENTS

            


    

    


    The
      disciplinary procedure normally operated by your employer is set out in the
      Staff Handbook. If you are unhappy with any disciplinary action you can exercise
      your right of appeal under the procedure however the disciplinary procedure
      is
      not contractually binding either upon you or upon your employer, who may leave
      out any or all of the stages of the disciplinary procedure.

    


    
      	
              37.

            	
              SUSPENSION
                FROM WORK

            


    

    


    Your
      employer has the contractual right under this contract to suspend you from
      work
      temporarily, paid or unpaid, in circumstances which your employer considers
      to
      be particularly serious or where further investigation or consideration appears
      to your employer to be desirable or any other circumstances where your employer
      considers your suspension to be necessary. During the period of suspension
      you
      will not be entitled to access any of your employer’s premises except at the
      prior request or with the prior consent of your employer and subject to such
      conditions as your employer may impose.

    


    
      	
              38.

            	
              GRIEVANCE
                PROCEDURE

            


    

    


    If
      you
      have a grievance relating to your employment you should follow the grievance
      procedure which is set out in the Staff Handbook. However the provisions of
      the
      grievance procedure are not contractually binding either upon you or upon your
      employer. 

    


    
      	
              39.

            	
              RETURN
                OF PROPERTY

            


    

    


    You
      shall
      return to your employer or as otherwise directed by your employer all vehicles,
      tools, phones, documents, correspondence, equipment, computer discs and
      software, specifications, reports, records, credit cards, keys, passes, lists
      of
      clients and customers, address lists, address books, files, books and any other
      property of whatever kind and whether similar to any of the above or not,
      belonging to or relating to the business of your employer or relating to the
      business of or belonging to an associated employer or their clients or customers
      together with all copies thereof which may be in your possession, custody or
      control whenever requested by your employer to do so and in any event
      immediately on the termination of your employment. 

    


    
      	
              40.

            	
              DATA
                PROTECTION ACT 1998

            


    

    


    Your
      employer is regulated by the Data Protection Act 1998 (“the Act”) to the extent
      that your employer obtains, records or uses any information (which is “data” for
      the purposes of the Act) about you. The Act defines ‘data processing’ in such a
      way that by obtaining, recording and using information about you, your employer
      will be ‘data processing’ in relation to such information. The information will
      include the contents of any job application form, CV, and references together
      with HR records, appraisals and other records made about you during the
      performance of your employment under this contract. It is a term of this
      contract to which you signify your agreement when you sign this contract, that
      you consent to your employer processing any data that your employer obtains
      about you as a result of your being an employee of your employer. You also
      consent to your employer processing “sensitive personal data” (as defined in the
      Act) about you. You consent to data being transferred outside the European
      Economic Area where in the sole opinion of your employer such a transfer is
      necessary. Your employer is obliged to provide you with certain information
      pursuant to Part II of Schedule 1 of the Act and you agree that your employer
      has discharged that duty by providing you with the information contained in
      Schedule Five of this contract.

    


    
      
        
           

        

        
          8

          
            

          

        

        
           

        

      

    

     

    
      
        	
                41.

              	
                CONFIDENTIALITY

              


      

       

    

    You
      must
      not either during your employment or after it has ended for any reason disclose
      to any person or use for any purpose whatsoever or copy any confidential
      information relating to the business affairs or trade secrets of your employer.
      For example this includes information about your employer’s customers or
      clients, other employees, suppliers and prices or any other matter or
      information on the employer’s database or about your employer’s business or the
      business of your employer’s customers or clients which is not freely available
      to the public. 

    


    
      	
              42.

            	
              NON-SOLICITATION

            


    

    


    You
      will
      not during your employment or for a period of six months after the termination
      of your employment for any reason attempt to solicit or accept work for private
      gain on your own behalf and/or for any other individual, firm, corporation
      or
      company from any private individual, firm, corporation or company who within
      the
      period of six months before the termination of your employment have been a
      client or customer of your employer with whom you have had personal dealings
      in
      the course of your duties nor will you attempt to interfere with the existing
      business relations between any client or employee and your employer and at
      no
      time during your employment or for six months after the termination of your
      employment for any reason will you approach any other employee of your employer
      with a view to him or her ceasing to be employed by your employer or for the
      purpose of enticing away or employing him or her. 

    


    You
      agree
      that the restrictions set out above are fair and reasonable and necessary to
      protect the legitimate business interests of your employer. In the event that
      any part of this clause shall be found by a court to be unreasonable or
      unenforceable or void that part shall be severed and the remainder of this
      clause shall be enforceable with such deletion or modification as may be
      necessary to make it effective and for such period as is found to be reasonable
      and valid in substitution for the period or periods contained in this
      clause.

    


    
      	
              43.

            	
              NON-WAIVER
                CLAUSE

            


    

    


    Any
      delay
      or failure to enforce or apply all or any of the rights that your employer
      has
      under this contract will not mean that your employer will therefore give up
      or
      lose those rights. The fact that you (or any other employee) has behaved in
      a
      particular way or broken the terms of this contract will not mean that your
      employer approves of or has agreed to that conduct or breach of contract or
      that
      your employer gives up or loses the right to fully enforce the terms of this
      contract at any time now or in the future.

    


    
      	
              44.

            	
              YOUR
                EMPLOYER

            


    

    


    The
      use
      of the expressions “your employer” and/or “employer” in this contract and in the
      Staff Handbook (including those parts of the Staff Handbook which are not
      specifically incorporated in this contract) shall mean Rok Productions Limited
      or its holding company or any subsidiary company of that holding company or
      any
      associated or affiliated company of that holding company. 

    


    
      
        
           

        

        
          9

          
            

          

        

        
           

        

      

    

     

    
      
        	
                45.

              	
                JURISDICTION

              


      

    

    


    This
      contract is made within the jurisdiction of the Courts and Employment Tribunals
      of England and Wales and shall be governed by the law of England and
      Wales.

    


    
      	
              46.

            	
              WHOLE
                AGREEMENT CLAUSE

            


    

    


    This
      contract contains the whole agreement between you and your employer and
      supersedes all previous contracts, agreements, arrangements or understandings
      whether oral or written. No amendment to this contract will be legally binding
      unless made in writing and signed on behalf of your employer by a duly
      authorised person.

    


    
      	
              47.

            	
              WRITTEN
                PARTICULARS REQUIRED BY PART 1 OF THE EMPLOYMENT RIGHTS ACT
                1996

            


    

    


    This
      contract contains all the written particulars that your employer is obliged
      to
      issue to employees by Part 1 of The Employment Rights Act 1996 and no other
      statement will be issued unless your terms and conditions are
      changed.

    


    
      	
              48.

            	
              HEADINGS

            


    

    


    The
      headings to clauses used in this contract are for convenience only and shall
      not
      affect the interpretation of this contract.

    


    
      
        
           

        

        
          10

          
            

          

        

        
           

        

      

    

    


    SCHEDULES

    


    Below
      are the schedules referred to in this contract:

    


    SCHEDULE
      ONE 

    


    Employee’s
      name:   

    
      
        Address: 

      

    

    Job
      title:    

    


    Date
      employment commenced: 

    


     

    SCHEDULE
      TWO 

     

    Hours
      of work: Your
      usual hours of work are from 9.00 a.m. to 5.30 p.m. Monday to
      Friday

     

    SCHEDULE
      THREE 

     

    Rate
      of pay: Your
      basic rate of pay is £ _____ per annum paid monthly.

     

    SCHEDULE
      FOUR  

     

    Holiday
      entitlement: You
      are entitled to _____ working days paid holiday in any one complete holiday
      year.

    


    SCHEDULE
      FIVE

     

    Data
      Protection Act 1998

    


    Data
      Controller: Your
      employer

    


    Address:
      Kingswood
      Business Park, Holyhead Rd, Albrighton, Wolverhampton, WV7 3AU

     

    Data
      Controller’s Representative: Amanda
      Marriott

     

    Address:
      As
      Employer

     

    Purpose
      of data processing: to
      keep adequate records of your recruitment, contract, performance, disciplinary
      record, sickness record, pension details, wages, salary and other benefits,
      appraisals and all other information arising in the performance of your contract
      of employment for the purpose of the performance of the contract and the
      administration and management of your contract and the administration and
      management of your employer’s business or organisation and any other purpose
      arising from the relationship of employer and employee created by this
      contract.

     

    Other
      Relevant Information:

     

    Description
      of Data: all
      records of your recruitment, contract, performance, disciplinary record,
      sickness record, pension details, wages, salary and other benefits, appraisals
      and all other information arising in the performance of your contract of
      employment.

     

    Intended
      Recipients of Data: your
      employer and all others authorised by you and /or your employer to receive
      data
      and all others to whom your employer is legally obliged to disclose the same
      at
      any time or to whom your employer deems it necessary or desirable to disclose
      data for the purposes set out above.

     

    
      
        
           

        

        
          11

          
            

          

        

        
           

        

      

    

     

    Countries
      outside the European economic Area to which data will or may be
      transmitted:
      Your
      employer is not currently aware of any.

    


    To
      signify your agreement to employment with your employer on the terms contained
      in it please sign both copies of this contract keeping one copy for yourself
      and
      returning the other to your employer. 

    


    I
      have
      read and understood this contract and hereby agree to employment with _____
      on
      the terms and conditions set out above. 

     

    
 

    


    signed............................................................. date:
      Effective 

    (Employee)

    


    


    


    


    


    signed............................................................. date:
      Effective 

    Duly
      authorised representative

    (For
      and on behalf of Employer)

    


    


    


    


    


    signed............................................................. date:
      Effective 

    Duly
      authorised representative

    (For
      and on behalf of Employer)

    


    


    THIS
      IS A LEGALLY BINDING DOCUMENT.

    


    
      
        
           

        

        
          12