Contract Termination
Termination and Notice
If the Company terminates your employment, the following will apply, apart from in cases of Gross Misconduct and Redundancy.
Hourly paid employees:
Up to 1 year of service: 1 week of notice
1 year and up to 12 years of service: 1 week of notice for each complete year of service
12 years of service and over: 12 weeks of notice
Management Employees:
Up to 4 years of service: 4 weeks of notice
4 years and upto 12 years of service: 1 weeks of notice for each complete years of service
12 years of service and over: 12 weeks of notice
In any case where Wilson Vale is required to serve notice to terminate your employment, it may do so by paying a payment in lieu of notice, and in such a case the payment made will be based on your basic earnings only.
Terminating Your Own Employment
If you wish to terminate your employment by resigning then you will need to put this in writing to your manager, the payroll department or you can follow the resignation process on the Thyme portal.
All Employees and Management Employees
(except those working in Schools)
Unless your contract states otherwise, you are required to give the Company at least four weeks’ notice of termination in writing or by email.
Employees in Schools
Managers will need to give two terms notice in writing.
All other employees will need to give one terms notice in writing.
Leaver Pay
If you leave the company, monies will be calculated and you will receive your final payment in the month your leaving date falls. Leaver pay will include payment for hours worked including overtime and any adjustments for absence. Please note your salary is paid in current month and not a month in arrears.
If an employee is working their notice period and is unable to attend work due to sickness, Wilson Vale reserves the right to pay you SSP rather than full pay. Unless your contract of employment states otherwise.
Please note: If your employment is terminated for Gross Misconduct then you will not receive any notice pay.
Redundancy
Wilson Vale recognise the importance of maintaining a stable and valued workforce. However, it is recognised that re-organisations and redundancies may become necessary at times in line with the business’ needs. The purpose of our Redundancy policy is to outline how Wilson Vale will approach these situations to ensure affected employees are treated in a fair, consistent, and non-discriminatory manner.
Retirement
There is no default retirement age for working, in line with current legislation.
Money Owed
The Company is entitled to deduct in full any monies outstanding to the Company up to the date of termination. Any monies outstanding will be paid by BACS. Payslips and any other documents must be downloaded as soon as possible from the Thyme Portal and P45's will be posted to your home address after pay day. Any monies owing will be calculated on a pro-rata basis.
Garden Leave
Upon termination of employment, whether initiated by the Company or the employee, Wilson Vale reserves the right to place the employee on Garden Leave. Garden Leave refers to a period during which the employee is required to remain away from the Company's/clients premises and perform no work duties whilst receiving pay.
Returning Company Property
When leaving the Company you must return any uniforms, shoes, locker keys, site keys and passes and all other property belonging to the client or Company. This must be arranged with your manager.
References
If you require a reference, all requests should be addressed to the HR department who produce these to ensure they are fair and free from personal bias.
If you require a reference to confirm a mortgage, loan or to rent a property please contact the HR department.