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. 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. INFORMATION AND CHECKS
2.1 Before starting employment you must provide us with acceptable evidence of your right to work in the UK.
2.2 You must tell us immediately of any changes in your immigration status or personal circumstances which may affect your right to work in the UK.
2.3 We may provide the Home Office with information about you from time to time if we are required to do so.
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).
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.
4.2 The Employee undertakes to provide prior to the commencement of his employment, the Employee’s original passport and other satisfactory documentary evidence of his right to work in the UK. The Employee also undertakes to ensure that he will maintain a valid passport to enable him to travel on business abroad as required by the Employer. The Employee acknowledges that his continuing employment with the Employer is conditional on compliance with this obligation and the other duties in this clause, and that failure to comply to the Employer's satisfaction may result in disciplinary action under the Employer's Disciplinary Procedure.
Right to work in the UK. INFORMATION AND CHECKS
3.1 Before starting employment, you must provide THE COMPANY with acceptable evidence of your right to work in the UK.
3.2 The following provisions apply if your stay in the UK is subject to a time limit.
a. If THE COMPANY asks (and, in any case, before the expiry of your right to work) you must show THE COMPANY (and allow THE COMPANY to copy) such documents and other evidence as the Home Office accepts as showing that you have the right to work in the UK. Information on what documents and evidence are acceptable may be obtained from the HR Administrator.
b. If you are sponsored by THE COMPANY under the Home Office’s Points Based System, you must give THE COMPANY contact details (including your address and any phone numbers you use) and let THE COMPANY know if these change. You must also comply with any policy or procedure THE COMPANY may have relating to sponsorship and your and THE COMPANY’s obligations.
3.3 You must tell THE COMPANY immediately of any changes in your immigration status or personal circumstances which may affect your right to work in the UK.
3.4 THE COMPANY may provide the Home Office with information about you from time to time.
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. 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:
23.1. on request, provide the Company with such documentary evidence on or around 1 January of each year and as it requires from time to time, to prove that you have immigration permission to work for the Company in the role set out in this Contract and in order for it to check your immigration status;
23.2. notify the Company immediately of any change to your immigration status;
23.3. keep the Company notified of any changes to your home address and phone number (including mobile phone number, if you have one). For these purposes, you should be aware that the Company needs to maintain a history of your contact details, not just your current details;
23.4. notify the Company of any absences; and
23.5. notify the Company of any change in circumstances which may affect your right to work for the Company or to live in the UK.
Right to work in the UK. Your employment is conditional on your having the right to work in
Right to work in the UK. 4.1 The Executive warrants that he has the unrestricted right to work in the United Kingdom without any additional immigration approvals and that he has provided the Employer with all necessary assistance to enable the Employer to comply with its duties under the Immigration Asylum and Nationality Xxx 0000. The Executive undertakes to notify the Employer immediately if any such right ceases, or is reasonably expected to cease during his employment and to immediately provide the Employer with written details of changes to his personal circumstances that might affect his immigration permission.
4.2 In order for the Employer to comply with its duties to prevent illegal working, if the Executive is a sponsored migrant under the Points Based System, the Executive is required to notify the Employer in writing within five working days of any change in the Executive's personal contact details (home address, home telephone number and mobile telephone number).
4.3 The Executive undertakes to provide on request, and if necessary at least once in every 12 month period, the Executive's original passport and other satisfactory documentary evidence of his right to work in the UK. The Executive also undertakes to ensure that he will maintain a valid passport to enable him to travel on business abroad as required by the Employer. The Executive acknowledges that the Employer is currently working to obtain a work visa to permit the Executive to work part-time at the Employer's office in the United States. The Executive agrees to fully cooperate and to promptly provide any information reasonably requested by the Employer and/or its counsel to help obtain such work visa. The Executive acknowledges that his continuing employment with the Employer is conditional on compliance with the obligations and the other duties in this clause, and that failure to comply to the Employer's satisfaction may result in disciplinary action under the Employer's Disciplinary Procedure.
4.4 By accepting employment pursuant to this Contract of Employment, the Executive warrants and agrees that, except as may otherwise be agreed to by the Employer in writing:
(a) he is under no employment contract, bond, proprietary information agreement, invention agreement, confidentiality agreement or other obligation which would breach or be in conflict with the terms and conditions of his employment with the Employer or this Contract of Employment, or otherwise encumber his performance of duties assigned to him ...