Right to work in the UK. INFORMATION AND CHECKS
Right to work in the UK. If the Supplier is not a national of an EEA member state, it is the responsibility of the Supplier to ensure that they have the appropriate visa to enter the UK to work for payment. When applying for a visa, they should explain the reasons for their visit to the UK. The University reserves the right to ask for evidence of the Supplier’s right to work in the UK.
Right to work in the UK. The Executive warrants that he has the unrestricted right to work in the United Kingdom without any immigration approvals.
Right to work in the UK. The Executive warrants that he is entitled to work in the UK without any additional approvals and will notify the Company immediately if he ceases to be so entitled during the Term. (e)
Right to work in the UK. 4.1 The Employee warrants that he has the unrestricted right to work in the United Kingdom and undertakes to notify his Line Manager immediately if any such right ceases, or is reasonably expected to cease during his employment and to immediately provide his Line Manager with written details of changes to his personal circumstances that might affect his immigration permission.
Right to work in the UK. If the Consultant is not a national of an EEA member state, it is the responsibility of the Consultant to ensure that they have the appropriate visa to enter the UK to work for payment. The University reserves the right to ask for evidence that the Consultant has the right to work in the UK. 17.Dispute Resolution Should there be any concern on the part of either the University or the Consultant in relation to the delivery of the Services or this Agreement generally, appropriate representatives from both parties shall promptly meet to informally seek to resolve the concerns. If the dispute is not resolved through informal discussions, the parties will attempt to settle the dispute through mediation. 18. Force Majeure If either party to this Agreement is prevented or delayed in the performance of any of their respective obligations under this Agreement by “force majeure”, then such party shall be excused from performance for so long as such cause or delay shall continue. For the purposes of this Agreement, “force majeure” shall be deemed to be any cause affecting the performance of this Agreement arising from or attributable to acts, events, omissions or accidents beyond the reasonable control of either party and shall include, but not be limited to: strikes, lockouts or other industrial action; civil commotion, riot, act of terrorism, war threat or preparation for war; fire, explosion, storm, flood, earthquake, subsidence, epidemic, bad weather or other natural physical disaster; impossibility of the use of railways, shipping, aircraft, motor transport or other means of public or private transport; and political interference with the normal operations. 19.
Right to work in the UK. If you require immigration permission to work in the UK, you warrant and undertake that you are entitled to work in the UK and that you will:
Right to work in the UK. The Employee warrants that he/she is entitled to work in the UK without any additional approvals and will notify the School immediately if he/she ceases to be so entitled at any time during his/her employment with the School.
Right to work in the UK. Your employment is conditional on your having the right to work in Signed on behalf of SecureCare Leicester LTD …………………………………………………….. Xxxxxx Xxxxxxxxx Director Date: ………………………………………… I agree to the above terms and acknowledge receipt of the information required for a written statement of particulars under the Employment Rights Xxx 0000 and I undertake to observe the terms and conditions of employment contained therein. Signature:…………………………………………… Name: ……………………………………………
Right to work in the UK information and checks. Before Employee starts employment with the Company and, if requested, at any time during his/her employment, Employee must provide the Company with acceptable evidence of the Employee’s right to work in the UK. Employee will allow the Company to inspect his/her original passport or other documentary evidence of his/her right to work in the UK and take a copy for its records. If Employee is sponsored by the Company under the Home Office’s Points Based Immigration System (or any replacement scheme) he/she must give the Company contact details (including Employee’s address and any phone numbers he/she uses) and let the Company know if these change. Employee must comply with any policy or procedure the Company has or may introduce relating to sponsorship obligations. Employee must tell the Company immediately of any changes in his/her immigration status or personal circumstances which may affect his/her right to work in the UK. The Company may from time to time provide information concerning Employee to the Home Office (or any government body with powers relating to immigration or the right to work).
