Contract of Employment: Statement of Particulars

This contract document complies with the requirements of the Employment Protection (Consolidation) Act 1978 as amended by the Trade Union Reform and Employment Rights Act 1993 (TURERA) and the Employment Rights Act 1996 (ERA). You are employed on the terms and conditions set out in this document and which constitutes your Contract of Employment.

1. Employment

This contract of employment is between the parties stated below:

Employer: The Royal Navy Submarine Museum (RNSM), Haslar Jetty Rd, Gosport, HANTS, PO12 2AS

Employee:

2. Job Title and Description

You are appointed to the post of:

Job Purpose:

· Responsible for the maintenance and upkeep of buildings, mechanical, electrical and communications systems.

· To act as Health & Safety Officer.

· To provide IT support.

The key tasks of this post are set in more detail in the attached Terms of Reference.

3. Start Date and Type of Contract

Date:

4. Working Hours

You will normally work 42 hours per week (including lunch hour). The normal working week will be Monday to Friday. From time to time you may be asked to work at weekends, on public holidays or outside normal working hours. Time off in lieu will be given for all work undertaken in excess of the total contracted hours stated above. RNSM does not make overtime payments except in special circumstances.

5. Place of Work

Your usual place of work will be at the Royal Navy Submarine Museum, Haslar Jetty Road, Gosport Hampshire PO12 2AS, but you may be required to travel and work elsewhere in the United Kingdom if the Royal Navy Submarine Museum deems this to be necessary to carry out the duties of your job.

6. Remuneration

You will be paid monthly in arrears, at a basic rate of £20600.00 per annum. Pay is reviewed annually by RNSM management, with a view to taking into account the level of Grant in Aid from the MOD, and the business environment. Reviews also take into account any additional responsibilities you acquire or relinquish during the year.

7. Pension

The appointment is pensionable for new employees after the successful completion of the probationary period of six months. The employer contributions will be backdated to the start date of your contract.

The Museum currently operates a group private pension scheme from Scottish Equitable Plc. The Museum currently contributes 12.5% of salary towards this fund.

The Museum does not operate a general contracting out certificate. Contracting out of SERPS is at the discretion of the employee and should be discussed with the pension provider.

8. Appraisals

You will be required to discuss your job performance on an annual basis with your line manager. The appraisal review will take the form of an interview where the previous years performance will be reviewed and any issues concerning your work will be discussed.

9. Sickness Leave

If you are unavoidably absent from work due to sickness or injury, you must notify the Site Supervisor by telephone as near to the time you would normally be starting work as possible but not later than 10.30am. You should also indicate, if possible, when you would expect to be able to return to work. If you are absent from work for less than 7 calendar days you must complete and submit a Self-Certificate form. If you are absent from work for more than 7 calendar days, you must submit a Medical Certificate from your doctor. For continued absence, a Medical Certificate must be submitted weekly thereafter.

In the event of prolonged or recurring absence through illness, the Royal Navy Submarine Museum may, at any time, at its own expense, require you to undergo a medical examination by a doctor nominated by the Royal Navy Submarine Museum, on the understanding that the doctor reports the results of such an examination to the Royal Navy Submarine Museum and, if you wish, to your own doctor.

Subject to the general rules listed by the MOD, staff may be allowed sick leave on full pay for a period not exceeding six months during any period of 12 months, and thereafter sick leave on half pay subject to a maximum of 12 months sick leave at full and half pay in any period of 4 years or less.

10. Public Holidays and Annual Leave

IN addition to the 10.5 public and privilege holidays, the annual leave allowance is 25 days rising to 30 days after 15 years service.

11. Special Leave

RNSM provision for special leave e.g. examinations, bereavement and paternity are in accordance with MoD terms and are set out in MoD Personnel Manual Vol. Two, Section 11.

11.1 Notice of Termination of Employment

You will be entitled to a period of notice of termination of your employment, which will be in writing or confirmed in writing and, except in cases of summary dismissal, will be as follows:

a. Less than five years service - 1 month; and

b. Over 5 years service - 1 week for each year of service subject to a maximum of 12 weeks notice for 12 years service or more.

The Royal Navy Submarine Museum reserves the right to pay you (less tax and other deductions) in lieu of notice.

11.2 Termination by you

You must give the same period of notice as you are entitled to receive. Notice may expire on any day of the week and must be in writing.

11.3 Termination during the Probationary period

During your probationary period, your employment is subject to termination by either side giving one week's notice to the other.

12. Retirement

The retirement age at the Royal Navy Submarine Museum is 65.

13. Disciplinary Procedure

13.1 The Museum may, during your employment draw your attention to acts, which are considered unacceptable and, as such, could lead to dismissal. The Royal Navy Submarine Museum's disciplinary procedure is designed to provide for warnings to be given for failure to meet the RNSM's standard of job performance, conduct or attendance. The purpose of the disciplinary procedures is not primarily as a penalty but as an incentive for improvement by discussion, advice and positive action.

13.2 In the normal course of your work, you may be made aware, informally, of any minor shortcomings in your conduct or performance. If such shortfalls in performance or conduct persist you may be asked to discuss the matter with your line manager - you may at this point be given a verbal warning which will include an explanation of the disciplinary procedure. The verbal warning will be recorded in your personnel file - you will receive a copy. If the matter is more serious, the RNSM's disciplinary procedures will be brought into operation. Before any disciplinary action is taken, the RNSM will carry out a full investigation to establish the facts. Where disciplinary action is considered necessary, the measures taken will depend upon the gravity of the offence. In most cases, these measures will occur sequentially but, in exceptional circumstances, where the nature of the offence so dictates, the disciplinary procedures may be advanced. At all formal disciplinary meetings, including Appeals, you may choose to be accompanied by another colleague or Trade Union official who will be present in the capacity of a witness and will not normally take any active part in the proceedings. The Royal Naval Submarine Museum's disciplinary procedure follows MoD guidelines which are set out in Personnel Manual Vol. 5 details of which are available from the Administrator.

13.3 Employees undergoing a probationary period with the RNSM will not be permitted to avail themselves of this disciplinary procedure but, in the case of termination of employment, the RNSM will give them a written statement explaining the way in which they fail to meet the standards. Details are available from the Administrator.

14. Grievance Procedure

RNSM operates a formal grievance procedure in accordance with the MoD Personnel Manual Vol, 7 Section 7, a summary of the procedure is set out in the RNSM Staff Handbook.

The key facets of the procedure are:

· Grievances should be made in writing to your line manager

· If the grievance cannot be resolved at this level it will be referred up the line, and if appropriate to the Chairman of Trustees.

· Any member of staff may request that their grievance be referred to the MoD Sponsor Department NP sec ( 2 ) irrespective of the nature or seriousness of the grievance.

15. Code of Conduct

The Museum has a code of conduct, which applies to all employees. It is a requirement of this contract that you read the code and abide by the standards of personal conduct set out in the code. Any employee who persistently fails to comply with any aspect of the code is liable to face dismissal.

16. Trade Union Membership

All employees have the right to be a member of a Trade Union. (Trade Union membership is voluntary).

17. Publishing Rights

Arising from commissions to write (and to have published) papers, articles, books etc. (including material for video, radio and television) for which fees or other payments are required:

a) When material is prepared in Royal Navy Submarine Museum time:

With the approval of the Director (or his nominee) you may accept commissions to write material for publication in magazines, journals, books on video or for transmission on radio/television and all other methods of publication as part of your normal duties. In these circumstances, the allocation of any fees must be formally agreed between you and the Director, publication must (unless otherwise agreed with the Director) be in the name of the Museum and copyright of all the material (unless otherwise agreed with the Director) is vested in the Museum.

b) When material is prepared in your own time:

You may accept commissions to write material for publication is magazines, journals, books, on video or for transmission on radio/television and all other methods of publication in your own time and receive any fees/royalties paid. If material owned by the Museum, e.g. reports, drawings, photographs, is required in connection with any such material you must have the written permission of the Director and negotiate terms under which copyright is made available (e.g. copyright fees, appropriate acknowledgements, etc.) and under which any equipment or materials belonging to this Museum are put to use.

18. Confidentiality

It is a condition of your employment that you do not use, divulge or disclose to any person, company, firm or organisation (except as required by your employment), any confidential, commercial or technical information relating to the Royal Navy Submarine Museum, finances or affairs of the RNSM, or its business, or the terms and conditions of your employment with the RNSM. This restriction extends after the termination of your employment without time limit but does not apply to the information which is or comes into the public domain, otherwise than through your unauthorised disclosure. You should, wherever appropriate, restrict the discussion of confidential matters and disclosure of confidential documents to members of the RNSM staff directly concerned. The RNSM considers confidentiality an extremely important issue and any breach of confidentiality may lead to summary dismissal of the individual concerned.

19. Return of Royal Navy Submarine Museum property

On the termination of your employment, for whatever reason, you must immediately deliver up to the Royal Navy Submarine Museum, all correspondence, documents, papers, memoranda, notes, records (including any contained in the magnetic media or other forms of computer storage), videos, tapes, and any other property of the Royal Navy Submarine Museum which may be in your possession or under your control. You must not allow the same to be used by any other party whatsoever before returning the property to the Royal Navy Submarine or make or retain any copies of it.

20. If you agree with your Terms of Employment, please sign both copies and return one to the Administrator at the Royal Navy Submarine Museum. Please keep your copy of these Terms and Conditions in a safe place.

I have read and understood the conditions set out in this contract including the code of conduct.

Name:

Signed: Date: