Common use of Temporary Worker Requirements Clause in Contracts

Temporary Worker Requirements. The type and pay and any qualifications and experience required will be detailed by the Temporary Worker Recruitment Manager. The Service Provider must ensure that any candidates put forward match the requests. Unless specified the Temporary Worker will normally be expected to work TfL’s normal working hours of 35 hours per week and will also be expected to take a one hour lunch break. The above hours may be changed from time to time at the sole discretion of TfL. Overtime is payable at the discretion of the Temporary Worker Recruitment Manager and will not be paid unless prior approval to any changes to pay rates has been given by the Temporary Worker Recruitment Manager. No overtime charges will be paid by TfL unless prior approval for overtime has been agreed between the Temporary Worker Recruitment Manager and TfL Interim Team. No Temporary Worker will be allowed to work flexibly/flexi-time or take time off in lieu. TfL will not be due to make any payment to the Service Provider if it is discovered that TfL has been invoiced for such working practices. If requested the Service Provider will arrange for a Temporary Worker to be tested to ensure that required capabilities are met prior to being assigned to TfL and the test and results will be made available to TfL on request. The Temporary Worker Recruitment Manager may wish to interview potential Temporary Workers prior to engagement. This will be done at no extra cost to TfL. The Service Provider will provide the Temporary Worker with the following information before they begin the engagement:  Location of place of assignment  Organisation/Department  Who to report to  When to report  Duties  Expected length of assignment  Pay rates  Hours to be worked  That TfL will not pay travel expenses to and from their place of work  Procedures and policies which they must adhere to, particularly on Drugs and Alcohol, Conflict of Interest declarations, Fraud and Whistle-blowing  Any required safety equipment to undertake the role

Temporary Worker Requirements. The type and pay and any qualifications and experience required will be detailed by the Temporary Worker Recruitment Manager. The Service Provider must ensure that any candidates put forward match the requests. Unless specified the Temporary Worker will normally be expected to work TfL’s normal working hours of 35 hours per week and will also be expected to take a one hour lunch break. The above hours may be changed from time to time at the sole discretion of TfL. Overtime is payable at the discretion of the Temporary Worker Recruitment Manager and will not be paid unless prior approval to any changes to pay rates has been given by the Temporary Worker Recruitment Manager. No overtime charges will be paid by TfL unless prior approval for overtime has been agreed between the Temporary Worker Recruitment Manager and TfL Interim Team. No Temporary Worker will be allowed to work flexibly/flexi-time or take time off in lieu. TfL will not be due to make any payment to the Service Provider if it is discovered that TfL has been invoiced for such working practices. If requested the Service Provider will arrange for a Temporary Worker to be tested to ensure that required capabilities are met prior to being assigned to TfL and the test and results will be made available to TfL on request. The Temporary Worker Recruitment Manager may wish to interview potential Temporary Workers prior to engagement. This will be done at no extra cost to TfL. The Service Provider will provide the Temporary Worker with the following information before they begin the engagement:  • Location of place of assignment  • Organisation/Department  • Who to report to  • When to report  • Duties  • Expected length of assignment  • Pay rates  • Hours to be worked  • That TfL will not pay travel expenses to and from their place of work  • Procedures and policies which they must adhere to, particularly on Drugs and Alcohol, Conflict of Interest declarations, Fraud and Whistle-blowing  • Any required safety equipment to undertake the role