Employee Handbook

We ask that you carefully study the contents of this Employee Handbook as
it is designed to communicate the Terms & Conditions of Employment and
Company Policies & Procedures.

The Company reserves the right to amend the Terms & Conditions and
Company Policies & Procedures, whether contractual or not.
CONTENTS

1. Introduction..............................................................................................................................3
2. Useful Information...................................................................................................................3
3. Getting Started ........................................................................................................................3
3.1 I don’t have a bank account...................................................................................................3
3.2 How do I get a PPS number?.................................................................................................4
3.3 Tax.........................................................................................................................................4
3.4 How do I get paid?................................................................................................................4
3.5 How do I get Holiday Pay?.....................................................................................................4
3.6 Timesheet..............................................................................................................................5
4. Employee Benefits....................................................................................................................6
4.1 Pension..................................................................................................................................6
4.2 Referral Scheme.....................................................................................................................6
4.3 Working hours and Tax back..................................................................................................6
4.4 Employee of the quarter........................................................................................................6
4.5 CV Doctor.............................................................................................................................6
4.6 Long Service..........................................................................................................................6
4.7 Training Course.....................................................................................................................6
5. Terms and conditions of Employment.....................................................................................6
5.1 Salary....................................................................................................................................6
5.1.1 Overpayments....................................................................................................................6
5.1.2 Income Tax.........................................................................................................................6
5.2 Annual Holiday, Statutory and other leave.............................................................................6
5.3 Rest periods and breaks.........................................................................................................7
5.4 Sickness or injury...................................................................................................................7
5.5 Grievance Procedure..............................................................................................................7
5.6 Disciplinary Procedure............................................................................................................7
5.7 Timekeeping..........................................................................................................................7
5.8 Health and Safety..................................................................................................................7
6. Health and Safety.....................................................................................................................8
6.1 Fire Safety..............................................................................................................................8
6.2 Chemical Safety.....................................................................................................................8
6.3 Manual Handling...................................................................................................................8
6.4 Food Safety...........................................................................................................................8
7. Behaviour at Work....................................................................................................................8
7.1 Alcohol/ Drug abuse..............................................................................................................8
7.2 Behaviour outside working hours...........................................................................................8
7.3 Travel Expenses......................................................................................................................9
7.4 Employees Property...............................................................................................................9
7.5 Confidentiality.......................................................................................................................9
7.6 Statements to the media........................................................................................................9
8. Appearance and standards of dress........................................................................................9
8.1 Chefs.....................................................................................................................................9
8.2 Catering Assistant or Kitchen Porter.......................................................................................9
8.3 Waiting and Bar Staff.............................................................................................................9
8.4 Cleaning Staff........................................................................................................................9
8.5 General operatives or Warehouse Staff..................................................................................9
8.6 All Staff.................................................................................................................................9
9. Retirement Policy....................................................................................................................10
10. Summary Dismissal.................................................................................................................10
11. Environmental “Green” Policy...............................................................................................10
12. Equal Opportunities Policy.....................................................................................................10


1. INTRODUCTION
Excel Recruitment was established in May
2002. The business is still 100% Irish and run
by the Directors who established the company.
The company has one main focus - to supply
a superior specialist temporary and permanent
recruitment service to all of our clients.
Excel Recruitment offers three services:
• “Training” across a broad range of industries
through our training company Future Proof
Training.
• “Skilled Hiring” multi industry permanent
recruitment solutions.
• “Contract Solutions” provides temporary
and long-term contract solutions.
We welcome you to Excel Recruitment and
express our sincere hope that you will enjoy
working here and will be a productive and
inspirational member of the team. We aim to
provide all employees with a satisfying working
environment based on competitive rewards
and career development opportunities. If you
wish to discuss any matters relating to your
employment, please contact your consultant.
2. USEFUL INFORMATION
Dublin Office:
Suite 336,
The Capel Building,
St. Mary’s Abbey,
Capel Street,
Dublin 7
Tel No: 01 814 8747
Fax No: 01 814 8748
Our Tax registration number is 6377146M 
You can find us on
Or visit our website www.excelrecruitment.com

Your Recruitment Consultant is
Mobile Phone number
3. GETTING STARTED
Please ensure that you have filled in the bank
account information with sort code, account
number, BIC and IBAN, PPS number, and
emergency contact information on your
application form. Please ensure that you fill in
your email address clearly on your application
form as this will be used to receive your payslip.
If you do not receive a payslip email accounts@
excelrecruitment.com for support.
Please hand your P45 to your consultant.
Please refer to section 3.3 for more details
regarding Tax.
3.1 I don’t have a bank account
If you do not have a bank account in Ireland,
please open one immediately, if an employment
letter is required please ask your consultant
and they will compile one for you.
3.2 How do I get a PPS number?
If you do not have a PPS number call in to your
local Social Welfare office and fill in a REG 1
form. Failure to hand in a PPS number will
result in you paying tax at the emergency rate
of 41%.
For more information see www.welfare.ie.
3.3 Tax
If you do not have a p45, you must fill in an A12 form
and then contact your local tax office. Inform them
that you have started work with Excel Recruitment,
quote our tax registration number 6377146M and
your PPS number and ask them to send an updated
Tax Certificate to Excel Recruitment. This will
normally take about two to three weeks so please
be aware.

For more information call 1890 605090 or see

www.revenue.ie.

3.4 How do I get paid?

A timesheet must be submitted if you are working
for us on a temporary basis.

If you work more than 1 assignment per week then

a timesheet must be submitted at the end of each
assignment.

If you are working an assignment that lasts for 1

week or longer, then a timesheet must be submitted
at the end of each week.
All timesheets should be sent via email to accounts@
excelrecruitment.com and must be submitted by
10am each Monday to get paid that week.

The time sheet must have both your own and the
client’s signature clearly filled in each week.
Failure to submit your time sheet before the 10am
deadline may result in your payment arriving the
following week.

3.5 How do I get Holiday pay?

To receive holiday pay you must fill in a holiday
request form available to download from our web
site www.excelrecruitment.com and submit it to
accounts@excelrecruitment.com.


3.6 Timesheet

Candidate
Reporting
Name
To (print)
(Print)

Date From Date To

Time Job Title
Company
Name

Working
Address

To be processed, this document must be returned to the office by 10am on the Monday following
your working week. Failure to supply this document on time will lead to a delay in payment.
This document is not valid without an authorised client signature.

Start Break Finish Hours Overtime

Day Date
Time Times Time Worked Worked
Monday

Tuesday

Wednesday

Thursday

Friday

Saturday

Sunday
Total
Signature of
Hours
Staff
Worked

To be completed by the Client Purchase Order

I/we certify that ……………. hours shown on this timesheet have been worked and
are subject to the overtime premium agreed. We have received and accepted the Excel
Recruitment Terms of Business.

Authorised
Client Print Name
Signature
Position
Date


4. EMPLOYEE BENEFITS
4.1 Pension
Non-contributory pension Scheme for staff
after two years.
4.2 Referral Scheme
Refer an external candidate to us whom we
place in a full time job and get a €100 voucher
for one4all
4.3 Working hours and Tax back
We offer flexible working hours. Contact your
consultant for more information regarding any
Tax back that you may think you are entitled
to.
4.4 Employee of the quarter
€100 voucher for Arnotts Department Store
and a feature on our web blog
4.5 CV Doctor
Advice and help if required with CV and
interview techniques and tips
4.6 Long service
One days paid leave after each three year
period.
4.7 Training Courses
Discount of 40% on all Training courses offered
by Advance Training our Training Partner
5. TERMS & CONDITIONS OF
EMPLOYMENT
5.1. Salary
Your salary is paid weekly in arrears on Friday of
each week. You will receive a pay slip showing
how the total amount of your wages payment
has been calculated. It will also show the
deductions, which have been made and the
reasons for them, e.g. PAYE, PRSI, USC, etc.
Any queries that you may have regarding
incorrect payment, shortages, errors in
deductions etc, should be raised with your
consultant.

5.1.1 Overpayments
Should you inadvertently be overpaid for any
reason, then you must immediately notify
Excel Recruitment. The total amount of the
overpayment will normally be deducted from
your next payment. If this would cause hardship,
arrangements may be made for the overpayment
to be recovered over a longer period. Your
failure to report an overpayment may result in
disciplinary action being taken against you.
5.1.2 Income Tax
At the end of each tax year you will receive from
the Company a Form P60 showing the total pay
you have received from us during that year and
the amount of deductions for PAYE, PRSI and
Universal Social Charge. You should retain this
document in a safe place as you may need to
produce it if making inquiries with the Revenue
Commissioners. The law does not allow us to
issue duplicate copies.
5.2 Annual Holiday, Statutory and
other leave
The Company’s holiday year begins on 1 January
and ends on 31 December each year. Every
employee irrespective of grade is entitled to 8%
of the total hours worked up to a maximum of
20 days per year. Holiday may not be carried
forward from one year’s holiday entitlement to
subsequent years without the prior approval of
your consultant.
In an endeavour to ensure operational efficiency,
please provide at least 4 weeks’ notice of your
intention to take holidays, with one week’s
notice for single days. In addition, you may not
take more than two working weeks’ holiday
consecutively without prior agreement.
When you wish to book holidays, please submit
your request to your Consultant for approval,
using your holiday form. Before booking
any holiday, a request must be made to your
Consultant as time off cannot be guaranteed.
Public Holidays
In addition to your annual holiday you are
entitled to paid leave on all the Statutory Irish
Public Holidays in each calendar year once you
have worked 40 hours in the previous 30 days
5.3 Rest Periods and Breaks completed and the General Manager has had
time to consider the issue and investigate a
Rest period and breaks will apply in accordance
response will be given and a plan will be put
with the terms of the Organisation of Working
together to formulate a resolution where
Time Act 1997 that states that a temporary
possible.
worker is entitled to 11 hours daily rest per
3. If the Temporary Worker is not satisfied
24 hour period. One period of 24 hours rest
and wishes to appeal they must inform the
per week preceded by a daily rest period of
General Manager within five working days of
11 hours.
the decision they will then be invited to attend
Rest breaks of 15 minutes after 4.5 hours and
a further meeting.
30 minutes where up to 6 hours have been
4. After the appeal meeting the General Manager
worked which may include the first break.
will inform the Temporary Worker of the final
outcome.
All breaks must be recorded on your weekly
time sheet and failure to receive breaks must
be recorded on your time sheet and reported 5.6 Disciplinary Procedure
to the company. Whenever minor disciplinary issues arise they
will if possible be dealt with informally however
5.4 Sickness or Injury should the issue be deemed serious the following
procedures will be followed.
You are required to notify us by telephone
on the first day of sickness by no later than
1. Formal verbal warning, this warning will
2 hours prior to the start of your shift. This
be valid for a period of no more than nine
notification should be made personally to
months.
your Manager via a phone call.
2. Written Warning, this warning will be normally
Text messages will not be accepted.
valid for a period of no more than one year.
If your sickness absence continues for more
3. Final Written Warning, this warning will be
than 3 days (three working days), you should
normally valid for a period of no more than
see your doctor and make sure he/she gives
one year.
you a medical certificate. This should be
4. Dismissal. Dismissal may be appealed by
forwarded to us without delay. Additional
sending in a formal appeal letter to the
notification is required for each further period
General Manager.
of absence.
Please note Gross Misconduct will result in
Excel Recruitment does not pay sick pay to
dismissal without notice. Please refer to section
temporary or contract workers.
7. Behaviour at Work and section 10. Summary
Dismissal.
5.5 Grievance Procedure
If a Temporary Worker has a grievance they 5.7 Timekeeping
should if possible settle this issue with their
To ensure that each department runs efficiently,
Consultant.
it is essential that all employees are punctual.
If the Consultant is unable to resolve the issue
Persistent lateness will be noted and may result
in a satisfactory manor, the Temporary Worker
in disciplinary action and/ or loss of appropriate
should then raise the issue with the General
payment.
Manager by implementing the Grievance
Procedure as follows.
5.8 Health & Safety
1. The Temporary Worker should send in a You must at all times abide by the general Health
written statement to the General Manager & Safety rules and procedures which are attached
outlining the issue. to this document.
2. The General Manager will invite the
Temporary Worker to meet and discuss
the grievance, once the meeting has been


6. HEALTH & SAFETY POLICY
Temporary Staff Supplied by the
Company to Clients
6.1 Fire Safety
Temporary workers supplied by the Company
will be subject to the Health and Safety Policy of
the client. It is vital that on arrival in a temporary
assignment that you familiarise yourself with all
fire exits, fire precaution notices on display in
the workplace and firefighting equipment.
Please take the time to locate the fire evacuation
and assembly point and sign in and out of the
visitor book or sign in sheet.
6.2 Chemical Safety
It is vital that on arrival in a temporary assignment
that you familiarise yourself with any chemicals
that you may be required to use, look for a wall
chart or ask a manager for instructions of use.
Make sure that you are wearing the correct
PPE (Personal Protective Equipment) that is
required. This information should be on the
chemical’s information label or on a wall chart.
Avoid coming in direct contact with chemicals.
If in doubt do not use any chemical that you
have not been fully trained in the correct and
safe use of.
Never mix chemicals.
If you ingest or receive an adverse reaction
or burn through the use of a chemical please
contact the manager or supervisor on site
immediately.
6.3 Manual Handling
Injury due to incorrect manual handling is the
most common work place accident in Ireland.
All staff working for Excel Recruitment are
required to have a certificate of competency in
regard to manual handling in date at all times.
The trainer who issues this course should be
FETAC accredited.
Manual Handling training is available through
Future Proof Training for more information
email info@futureprooftraining.com

6.4 Food Safety
All food service staff including Bar Staff, Waiting
Staff, Catering Assistants, Kitchen Porters
Managers, must have a HACCP level 1 certificate
in date at all time
All Chefs must have a HACCP level 2 certificate
in date.
HACCP Level 1 and 2 training is available through
Future Proof Training for more information email
info@futurprooftraining.com
7. Behaviour at work
You are expected to use your best endeavours to
promote the interests of the Company and you
shall, during the normal working hours, devote
the whole of your time, attention and abilities to
the business and its affairs.
It is a policy of the Company that all employees
are treated with civility and no rudeness will be
permitted towards customers or members of
the public. Objectionable or insulting behaviour,
or bad language may render you liable to
disciplinary action.
7.1 Alcohol/ Drug Abuse
Alcohol is strictly forbidden during working
assignments and being under the influence of
alcohol may constitute as gross misconduct.
In the case of drug abuse, the Company will
not tolerate the use or possession of illegal
substances and reserves the right to inform
or seek advice from any authority if deemed
necessary. If you are found on the Company’s
premises or the premises of the Client under,
or suspected of being under, the influence of
alcohol or drugs, or in possession of drugs you
will be suspended pending the outcome of
an investigation following which you may be
dismissed.
7.2 Behaviour outside Working
Hours
Our business demands employees of the highest
integrity. We therefore expect you to maintain
these standards outside working hours. Activities
which result in adverse publicity to ourselves, or
which may cause us to lose faith in your integrity
may result in disciplinary procedure and give us
grounds for dismissal.
7.3 Travel Expenses
Travel expenses are not paid for unless specifically
agreed by your consultant for a particular
booking.
7.4 Employees Property
No liability is accepted for any loss of, or
damage to, property which you bring with you
to a temporary assignment. You are requested
not to bring personal items of value onto the
premises and, in particular, not to leave any items
overnight.
7.5 Confidentiality
All information which:
• is or has been acquired by you during, or in the
course of your employment, or has otherwise
been acquired by you in confidence;
• relates particularly to our business, or that of
other persons or bodies with whom we have
dealings of any sort; and
• has not been made public by or with our
authority;
Shall be confidential and, save in the course of
our business or as required by law, you shall not
at any time, whether before or after termination
of your employment, disclose such information
to any person without our written consent.
7.6 Statements to the Media
Members of staff must not communicate with
press/radio or TV reporters unless authorised to
do so. If the media contacts you at any time,
please refer them to a Consultant.
8. Appearance and
Standards of Dress
You should present a professional image with
regard to appearance and standards of dress. You
should wear appropriate clothes relative to your
job responsibilities, which should be kept clean
and tidy at all times.
Please be aware that not wearing allocated
safety shoes, and or appropriate uniform will
result in you being sent home from assignment.
All uniforms are available from Excel Recruitment
and require a deposit.

8.1 Chefs
Must wear clean white ironed tunic, safety
shoes, black or blue checks, a skull cap and
apron (Logo on chefs tunic and denim or
casual trousers are not permitted).
8.2 Catering Assistant or Kitchen
Porter
Must wear clean ironed black polo shirt,
safety shoes, black slack style trousers , a skull
cap and apron (denim or casual trousers are
not permitted).
8.3 Waiting and Bar Staff
Must wear shiny flat shoes, long sleeve white
shirt, black tie and waistcoat (denim jeans
are not permitted). Waiting and Bar Staff are
not required to wear a hat unless specifically
requested but must have hair either short and
neat, or tied back with a black bobbin.
8.4 Cleaning Staff
Must wear a clean, ironed black polo shirt,
safety shoes, black slack style trousers (denim
jeans are not permitted).
8.5 General Operative or
Warehouse staff
Must wear safety shoes and a high visibility
vest.
8.6 All staff
Must be clean shaven and facial hair must be
kept trimmed at all times.
Subtle make up is permitted.
Visible tattoos are not permitted in the Hotel
and Catering division.
After shave or perfumes are not permitted.
Jewellery including watches, ear or nose
rings, and rings are not permitted; only a plain
wedding band is permitted.
9. RETIREMENT POLICY
The normal age for retirement is 65, and it is our
policy for employees to retire at the end of the
week in which their 65 birthday falls. In certain
circumstances consideration may be given to fresh
employment being offered to you after retirement.
Such offers will be totally at the discretion of the
Director.
11. ENVIRONMENTAL
“GREEN” POLICY
Excel Recruitment supports the environmental
“green” policy.
You are able to promote this policy by taking
extra care in the pursuit of your normal
duties to avoid unnecessary or extravagant
use of materials and machinery.

10. SUMMARY DISMISSAL 12. EQUAL OPPORTUNITIES

Without prejudice to your rights under the above POLICY
procedure, the Company reserves the right to dismiss
you summarily without notice in circumstances of Excel Recruitment is committed to the
gross misconduct. This can only be authorised by development of positive policies to promote
the Director. equal opportunities in employment regardless
The following list is by no means exhaustive, but gives of employees’ gender, marital status, creed,
examples of what constitutes gross misconduct: colour, ethnic origins, sexual orientation or
• A serious or wilful breach of the Company’s rules disability.
and regulations. Grossly indecent or immoral Candidates and temporary workers will
behaviour. be interviewed, assessed and submitted
• Deliberate discrimination or harassment on the to clients of the organisation on the basis
grounds of gender, marital status, creed, colour, of their ability and merits according to the
ethnic origins, sexual orientation or disability. requirement of the vacancy or assignment,
• Dangerous behaviour, fighting or physical as will candidates for employment by the
assault. Company. No one will be disadvantaged by
• Deliberate falsification of any records, including any condition or requirement, which is not
time sheets, absence records and so on, in justified by the genuine needs of the job.
respect of yourself or any fellow employee.
• Undertaking private work on the premises and/
or in working hours without express permission.
• Theft of money or property, whether belonging
to another employee, a client or Excel
Recruitment.
• Destruction or sabotage of property,
• Serious Health & Safety breaches which
endangers the health or welfare of employees,
or any other person.
• Gross insubordination and/or refusal to obey
legitimate instructions given by a supervisor/
manager.
• Any breach of a legal statute which has a direct
effect on your ability to undertake your stated
duties, and/or on the desired characteristics of
your position.
• Acceptance of bribe, secret profit or unauthorised
transaction.
• A wilful breach of confidentiality with regard
to the business, its records and practices or its
clients.

10
I___________________________________________________________________have read,
understand and accept all terms and conditions in my Excel Recruitment staff handbook

Candidate Signature __________________________________________________________

Date _____________________

Consultant Signature__________________________________________________________

Date ______________________

11
 Excel Recruitment
Suite 336,
The Capel Building,
St. Mary’s Abbey,
Capel Street,
Dublin 7

Tel No: 01 814 8747

Fax No: 01 814 8748