• Company Policies

    Please read our Policy documents carefully

    Terms & Conditions
     

    Narvia Direct Terms & Conditions

    Your use of this website is subject to the following Conditions of Use, which you are deemed to accept each time you use the website.

    Interruptions and Omissions in Service

    Whilst we try to ensure that the standard of this website remains high and to maintain the continuity of it, the internet is not an inherently stable medium, and errors, omissions, interruptions of service and delays may occur at any time. We do not accept any liability arising from any such errors, omissions, interruptions or delays or any ongoing obligation or responsibility to operate this website (or any particular part of it) or to provide the service offered on this website. We may vary the specification of this site from time to time without notice.

     

    1. Information on this Site

    Whilst we make every effort to ensure that the information on this site is accurate and complete, some of the information is supplied to us by third parties and we are not able to check the accuracy or completeness of that information. We do not accept any liability arising from any inaccuracy or omission in any of the information on this site or any liability in respect of information on this site supplied by you, any other site user or any other person.

     

    2. Your use of this Site

    You may only use this site for lawful purposes when seeking work or help with your career or when recruiting staff. You must not under any circumstances seek to undermine the security of the site or any information submitted to or available through it.

     

    In particular, but without limitation, you must not seek to access, alter or delete any information to which you do not have authorised access, seek to overload the system via spamming or flooding, take any action or use any device, routine or software to crash, delay, damage or otherwise interfere with the operation of this site or attempt to decipher, disassemble or modify any of the software, coding or information comprised in the site. You are solely responsible for any information submitted by you to this site.

     

    You are responsible for ensuring that all information supplied by you is true, accurate, up-to-date and not misleading or likely to mislead or deceive and that it is not discriminatory, obscene, offensive, defamatory or otherwise illegal, unlawful or in breach of any applicable legislation, regulations, guidelines or codes of practice or the copyright, trademark or other intellectual property rights of any person in any jurisdiction.

     

    You are also responsible for ensuring that all information, data and files are free of viruses or other routines or engines that may damage or interfere with any system or data prior to being submitted to this site. We reserve the right to remove any information supplied by you from the website at our sole discretion, at any time and for any reason without being required to give any explanation.

     

    3. Information submitted by you

    We will use information supplied by you (including, without limitation, sensitive personal data and or in the case of employers submitting vacancy details all vacancy details and employer information) to aid the recruitment process and associated administrative functions.

     

    This involves us, amongst other things, processing and storing information (including, without limitation, sensitive personal data and or all vacancy and employer details and information) and passing or making available online such information to prospective employers or candidates; information about vacancies and placements will be passed to candidates and may be posted directly onto our website, other third party websites and any other recruitment advertising channel.

    We may collect and aggregate data from the information supplied by you to help us to understand our users as a group so that we can provide you with a better service. We may also share aggregate information with selected third parties, without disclosing individual names or identifying information.

    You consent to us using information provided by you (including, without limitation, sensitive personal data) in each of these ways.

    By agreeing to these Conditions of Use, you agree that Narvia Direct Ltd. may pass relevant personnel records to our associated companies. In the case where third party companies (outside the Narvia Direct) have access to our searchable CV database you will be given the option to allow/not allow these companies (outside the Narvia Direct) access to your CV and personal details.

    We will process any data which you provide in completing the online registration or application forms and any further forms, assessments or personal details which you complete or provide to us when using this site in accordance with UK data protection best practice.

    Our associated companies within the Narvia Direct may be located in countries outside the UK which do not have the same laws to protect your information. In particular, you agree that the details provided by you in your online application will be held by our website databases are hosted.

     

    Your records will continue to be handled in accordance with data protection good practice and your information will be held in a safe, confidential and secure environment although you might no longer have rights under UK data protection law. If you object to your information being transferred or used in this way please do not register.

     

    4. Content rights

    The rights in material on this site are protected by international copyright, software and trademark laws and you agree to use this site in a way which does not infringe these rights. You may copy material on this site for your own private or domestic purposes, but no copying for any commercial or business use is permitted.

     

    5. Links to other Sites

    On this site you will be offered automatic links to other sites which we hope will be of interest to you. We do not accept any responsibility for or liability in respect of the content of those sites, the owners of which do not necessarily have any connection, commercial or otherwise, with us. Using automatic links to gain access to such sites is entirely at your own risk.

     

    6. Trading terms

    Each assignment or placement made through Narvia Direct will be subject to our standard contract. Unless we have a different written agreement with you, our standard contract will apply. All prospective workers, employers and clients for whom we arrange assignments or placements will be provided with a copy of the contract applicable to them at or following registration.

     

    7. Liability

    We accept no liability for any loss (whether for loss of business, revenue or profits, wasted expenditure, corruption or destruction of data or for any other direct, indirect or consequential loss whatsoever) arising from your use of the site and we hereby exclude any such liability, whether in contract, tort (including for negligence) or otherwise. We hereby exclude all representations, warranties and conditions relating to this website and your use of it to the maximum extent permitted by law.

    You agree to indemnify us and keep us indemnified against all costs, expenses, claims, losses, liabilities or proceedings arising from use or misuse by you of this site.

    You must notify us immediately if anyone makes or threatens to make any claim against you relating to your use of this site.

     

    8. Choice of law and jurisdiction

    The use of this website and any agreements entered into through this website are to be governed by and construed in accordance with English law. Your use of this site constitutes your submission to the jurisdiction of the courts of England to settle any dispute arising out of or in connection with the use of this website or any agreement made through this website.

    Some of the goods or services offered through this website may not be lawful or may otherwise not be permitted in certain countries outside the United Kingdom. If you attempt to order, receive, purchase or otherwise benefit from any such goods or services, we do not accept any liability for any losses suffered by you in using this website which you would not have suffered had you been accessing this website as a United Kingdom resident (including as a result of us being prevented from dealing with any application or enquiry by any law, regulation or other ruling applicable in any country).

     

    9. Changes to conditions of use and invalidity

    These website Conditions of Use may be changed by us at any time. You will be deemed to accept the Conditions of Use (as amended) when you next use this site following any amendment.

    If any provision of Conditions of Use is held to be invalid by a court of competent jurisdiction, such invalidity shall not affect the validity of the remaining provisions, which shall remain in full force and effect.

     

     

    Visitors Privacy Policy

    Narvia Direct Visitors
    Privacy Policy

    Narvia Direct Ltd. is committed to privacy for everyone who accesses the site. The Data Protection Acts of 1984 and 1998 provide certain regulations and best practices which are designed to ensure that any data you provide us with is processed with due care and attention.

     

    The information we collect and how we use it

     

    Narvia Direct collects personal data about you to help in the recruitment process. This data consists of information such as your name, address, e-mail address, telephone number. If you are a candidate looking for work, we also collect information regarding your work and education history and your responses to and the results of assessments administered through the site, plus your nationality which we are required to collect by law. We also collect information in the aggregate to provide us with a better understanding of the users of our website as a group, but which does not contain personally identifiable information.

     

    We process this personal data as necessary to aid the recruitment process. We may also use data collected in the aggregate to help us to understand our users as a group so that we can provide you with a better service.

    We collect and process sensitive personal data only so far as is necessary to ensure we conform with legal requirements, for example under the equality of opportunity laws. By using this website and by submitting your details to us, you consent to us collecting and processing sensitive personal data supplied by you and if you are a candidate looking for work disclosing this information to prospective employers and clients in connection with the recruitment process.

     

    Do we pass data to third parties?

    Where necessary we may pass data to third parties that help us to process data and if you are a candidate to prospective or intended employers or customers for the purpose of recruitment. We may also share aggregate information with selected third parties but we do not disclose individual names or any identifying information unless you have specified your agreement.

      

    Data protection

    The security of your data is extremely important to us. Access to your personal data is only provided to our staff and third parties who help us to process data in order to help with the recruitment process. For more information on where your data is held see Conditions of Use.

     

    Use of cookies

    'Cookies' are ways of saving a small amount of personal information. We only use them to save your username or password to allow easy access to our site. We advise you not to use 'cookies' if your computer is shared by other people.

    How do we let you know if our policy changes?

    Any policy changes, either due to business reasons or future changes in legislation, will be posted on this page and, if substantial, may be promoted on the website or through e-mail notification.

    Any email received from Narvia Direct will have either a narviadirect.com email address. Any other emails received professing to be from Narvia Direct should be treated with suspicion. Should you have any concerns about a communication from Narvia Direct please contact tel. 01709252937.

     

    Terminology A-P

    Aggregate
    This is when all data is collected and processed as a total to enable us to look at such information as demographic and geographic trends, so that we can try to produce a better service in the future.

    Archiving
    This is the process where candidate or users are asked if they want their personal data to remain on the narviadirect.com database. If a user does not indicate that they wish their details to be retained, their record is deleted from the database.

    This means that the candidate will not be able to sign in to narviadirect.com and also means that their details will not be accessible by any recruiters using narviadirect.com. Please note this process is carried out in accordance with the Employment Agencies Act and the Data Protection Act.

    Narvia Direct
    Narvia Direct Ltd is independent private limited company.

     

    Data
    Information which is being processed by equipment operating automatically in response to instructions given for that purpose, is recorded with the intention that it should be processed by means of such equipment, is recorded as part of a relevant filing system or with the intention that it should form part of a relevant filing system or forms part of an accessible record.

    Data Protection Acts 1984 and 1998
    These are the Acts of Parliament which set out principles relating to the use of data to ensure that the rights of the person who is the subject of the data are protected under the law.

    Personal data
    Data which relates to a living individual who can be identified from those data, or from those data and other information which is in the possession of, or is likely to come into the possession of Narvia Direct.

    Privacy policy
    This is a statement by Narvia Direct which explains the ways that we try to protect our users' privacy.

     

    Terminology R-Z

    Recruitment process
    The process of gaining employment and advertising for and recruiting new staff and the ongoing administrative process involved once a user has gained employment or recruited new staff.

     

    Sensitive personal data
    Personal data consisting of information as to the racial or ethnic origin of the data subject, political opinions, religious beliefs or other beliefs of a similar nature, membership of a trade union, physical or mental health or condition, sexual life, the commission or alleged commission of any offence or any proceedings related to any offence.

    Third Parties
    These are companies and people other than Narvia Direct and the group of companies of which it is part.

    Users
    People who use our website and register their details with us for the purposes of recruitment, either to gain employment or for the purposes of advertising and recruiting new staff.

    Policy query
    If you have any queries about our privacy policy, please contact the webmaster.

    Email
    Any email received from Narvia Direct will have either a narviadirect.com email address. Any other emails received professing to be from Narvia Direct should be treated with suspicion. Should you have any concerns about a communication from Narvia Direct please contact tel. 01709252937.

     

    Narvia DBS policy

    Narvia Direct Applicants
    DBS Policy

    The Code of Practice published under section 122 of the Police Act 1997 advises that it is a requirement that all registered bodies must treat DBS applicants who have a criminal record fairly and not discriminate automatically because of a conviction or other information revealed.

    The Code also obliges registered bodies to have a written policy on the recruitment of ex-offenders; a copy of which can be given to DBS applicants at the outset of the recruitment process.

    To help you meet this requirement the DBS has produced the following sample policy statement at annexe A which can be used or adapted for this purpose.This policy statement can also be included within your company’s Equal Opportunities policy.

    • In addition, employers will no longer be able to take an individual’s old and minor cautions and convictions into account when making decisions.
    • All cautions and convictions for specified serious violent and sexual offences, and other specified offences of relevance for posts concerned with safeguarding children and vulnerable adults, will remain subject to disclosure. In addition, all convictions resulting in a custodial sentence, whether or not suspended, will remain subject to disclosure, as will all convictions where an individual has more than one conviction recorded.
    • You can also direct applicants to the guidance and criteria on our website which explains the filtering of old and minor cautions and convictions which are now ‘protected’ so not subject to disclosure to employers. 1 See Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (Amendment) (England and Wales) Order 2013; and Police Act 1997 (Criminal Record Certificates: Relevant Matters) (Amendment) (England and Wales) Order 2013.
    • As an organisation assessing applicants’ suitability for positions which are included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order using criminal record checks processed through the Disclosure and Barring Service (DBS), Narvia Direct complies fully with the Code of Practice and undertakes to treat all applicants for positions fairly. Narvia Direct undertakes not to discriminate unfairly against any subject of a criminal record check on the basis of a conviction or other information revealed.
    • Narvia Direct can only ask an individual to provide details of convictions and cautions that Narvia Direct are legally entitled to know about. Where a DBS certificate at either standard or enhanced level can legally be requested (where the position is one that is included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 as amended, and where appropriate Police Act Regulations as amended), Narvia Direct can only ask an individual about convictions and cautions that are not protected.
    • Narvia Direct is committed to the fair treatment of its staff, potential staff or users of its services, regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age, physical/mental disability or offending background.
    • Narvia Direct has a written policy on the recruitment of ex-offenders, which is made available to all DBS applicants at the outset of the recruitment process.
    • Narvia Direct actively promotes equality of opportunity for all with the right mix of talent, skills and potential and welcome applications from a wide range of candidates, including those with criminal records. Narvia Direct  select all candidates for interview based on their skills, qualifications and experience.
    • An application for a criminal record check is only submitted to DBS after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. For those positions where a criminal record check is identified as necessary, all application forms, job adverts and recruitment briefs will contain a statement that an application for a DBS certificate will be submitted in the event of the individual being offered the position.
    • Narvia Direct ensures that all those in Narvia Direct  who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences. Narvia Direct also ensures that they have received appropriate guidance and training in the relevant legislation relating to the employment of ex-offenders, e.g. the Rehabilitation of Offenders Act 1974.
    • At interview, or in a separate discussion, Narvia Direct  ensures that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment.
    • Narvia Direct makes every subject of a criminal record check submitted to DBS aware of the existence of the Code of Practice and makes a copy available on request.
    • Narvia Direct  undertakes to discuss any matter revealed on a DBS certificate with the individual seeking the position before withdrawing a conditional offer of employment.

    Narvia Direct DRIVERS Policy

    Narvia Direct Policy for Drivers

     

    Driver Handbook

     

    This is a free handbook provided as a guide to best practice and requires amendment to include your policies and procedures. Changes in law and best practice are frequent and often. Licence Bureau cannot be held liable for its content and are not responsible for updating this document.

    If you require a further overview please consult Compliance Bureau or seek legal advice.

     

     

    Last review by Licence Bureau Ltd: 01 March 2018

     

     

     Introduction

     

    Narvia Direct LTD is committed to its’ staff and the delivery of its obligations, under Health and Safety legislation, to ensure employees of the Company and others are safe whilst driving for work purposes.

    It is estimated that between 800 and 1000 people are killed annually in work related road traffic crashes*, and that Business Drivers have collision rates that are 30-40% higher than those of private drivers.

    Narvia Direct LTD has introduced this handbook with the objective of minimising and eradicating risk, and to actively encourage safe driving. This will continue to prevent accidents whilst driving on behalf of the Company, and complies with our legal obligations, including the Corporate Manslaughter/Corporate Homicide Act (2008).

    Purpose and Scope

     

    This handbook is designed to ensure Navia Direct LTD satisfies the requirements of the Health and Safety legislation in relation to driving for work, and will outline the policies and procedures all employees must follow.

    These policies and procedures apply to all employees who may be driving for and on behalf of the Company and those who may be affected by their work.

    Driving for work means any driving that is conducted on behalf of the business excluding commuting to and from your normal place of employment.

    As an employee, you must understand, and follow, your employer’s driving for work policies and procedures.

     

    DRIVERS MUST ENSURE THEY HAVE READ AND FULLY UNDERSTAND AND ACCEPT THE CONTENTS OF THIS POLICY / HANDBOOK BEFORE DRIVING A VEHICLE FOR WORK PURPOSES

     

    Drivers Policy

    Employees authorised to drive vehicles

     

    Any employee authorised by a Mario Staniurski of Narvia Direct LTD who is over 25 years of age and has held a current full UK driving licence for a minimum of 2 calendar years may drive a Narvia Direct LTD vehicle.

    Holders of provisional licences will not be authorised to drive Narvia Direct LTD vehicles or their own on behalf of the Company.

    Each employee must undergo a licence check before being authorised to drive for/on behalf of the Company. Vehicle categories for each employee must be checked against the type of vehicles an employee may be required to drive.

    Drivers cannot, under any circumstances, drive for or on behalf of the business without a full and valid UK issued driving licence.

     

    Driver Registration

     

    All drivers (including employees and their family members wishing to drive, if insured on Company business) must undergo thorough licence checks with Licence Bureau Ltd before they drive any vehicle on behalf of the Company. Drivers must also complete the Driver Audit Questionnaire, as supplied by Licence Bureau Ltd.

    Once the Driver audit has been completed, the driver will be sent a consent form, either via e-mail (PDF) or eConsent which will allow Licence Bureau Ltd to complete a check on the drivers’ licence with the DVLA. These consent forms may be electronic, or will require printing and signing, and must be completed fully before a check can be undertaken. Licence Bureau Ltd will check all employees’ driving licences that drive for work, with the DVLA. All drivers will be asked to complete a consent form that must be signed and dated, before it can be sent to the DVLA to be verified.

    Licence Bureau Ltd re-check this information on an monthly basis, however if at any point a drivers’ circumstances change, i.e. additional penalty points, they must notify Driving consultant and another check may be processed.

    Once this check has been completed and the results reviewed, a decision regarding driving at work will be made by Driving Consultant.

    Should you receive any type of conviction or have a pending prosecution you must notify Driving Consultant immediately.

    Driving Safety Policy

    In order to increase the safety of drivers and reduce the frequency and cost of motor claims, it is crucial that all drivers comply fully with their moral and legal obligations. Drivers must take responsibility to achieve and maintain a high standard of performance whilst driving on behalf of the Company.

    All drivers must be aware of, and understand the content of:

    • The Highway Code

    • The Health and Safety at Work Act (1974)

    • Road Traffic Act (1988) and all subsequent amendments

    • The vehicle manufacturers handbook for which they will be driving

     

    The Driver Audit Questionnaire supplied by Licence Bureau Ltd will cover a small portion of some of the above, however it is crucial that all drivers are fully aware of the content.

    Drivers must also be familiar with the Working Time Directive (WTD) and legislation relative to employment, and ensure regular and sufficient breaks are taken.

     

    Driving for Work

    If an employee is required to drive for work, the following must be adhered to:

    • All vehicles used for work must be maintained and be in a roadworthy condition at all times. Any employee driving a Company Car must adhere to the servicing intervals for that vehicle. Any issues must be reported to Narvia Driving Consultant

    • Employees must not drive for work if feeling unwell, tired, and unfit or judgement is impaired.

    If you are driving a Company car, you must not:

    • Use the vehicle for motor trade purposes

    • Use the vehicle for self-drive hire and/or credit hire purposes

    • Use the vehicle for courier/parcel delivery services

    • Use the vehicle for carriage of passengers for hire or reward

    • Have any non-manufacturer fitted modifications

    • Use the vehicle for carriage of goods for hire or rewards in Northern Ireland

    Vehicle Maintenance

    As the driver you are responsible for the maintenance and ‘up-keep’ of your car. This includes ensuring the car is roadworthy, safe to drive and clean. If you have any issues with the car, i.e. cosmetic issues like scratches, please inform Narvia HR Administrator.

     

    Insurance

    If you are granted use of a Company car, Narvia HR Admin will ensure you are added to the insurance policy in order to drive the vehicle. Your Spouse/Partner may also drive this vehicle once they have undergone the Licence Bureau Ltd driving licence verification. If they do not have their licence checked, they are not authorised to drive the vehicle.

    If driving your own car for or on behalf of the Company, you must ensure you are fully insured to do so - this requires your policy to cover you for business use. A copy of this certificate must be provided to Licence Bureau Ltd before you are able to drive.

     

    MOT

    If you are driving a Company car, it is the responsibility of Narvia Direct LTD to ensure the vehicle undergoes a full MOT and service before the car is assigned to you. Whilst the Company car is in your possession, you as the driver must ensure that the vehicle undergoes the annual MOT test by the appropriate date.

    If driving your own car for or on behalf of the Company, you must ensure it has a valid MOT certificate. You must also ensure that the vehicle undergoes its new MOT test by the relevant date.

    Do not drive any vehicle without a valid MOT.

     

    Vehicle Tax

    If you are driving a Company car, the Company will ensure the vehicle is appropriately taxed.

    If driving your own car for or on behalf of the Company, you must ensure it has valid and sufficient Road Tax. You must also ensure that the vehicle is taxed again by the relevant date.

    Do not drive any vehicle which is not taxed.

     

    Maintenance

    It is the drivers’ responsibility to ensure the maintenance of the vehicle – this includes keeping the car clean, roadworthy and ensuring MOT’s are up to date.

    It is important that all employees ensure the maintenance of their vehicle and you must always ensure the vehicle is taxed, insured and road-worthy. You must further ensure that the functionality of the vehicle is in full working order - see Pre- Drive Vehicle checks.

    If you are using a Company car and you come across any problems with the vehicle that requires specialist attention, please speak to a Driving Consultant beforehand.

    If the vehicle is unsafe to drive, ensure you do not do so and inform Driving Consultant.

     

    Breakdown

    Each Company car is covered with a breakdown policy. Each driver should make themselves aware of the cover and contacts.

    If using your own vehicle at work you must have breakdown cover in place prior to any journey.

    Do not drive any vehicle for work unless you have cover in place and are aware of the actions you are required to make to make contact with the relevant breakdown company.

    In the event that your vehicle/Company vehicle breaks down whilst you are driving for work, ensure you take the following actions:

    • Move the vehicle off the carriageway and switch on the hazard warning lights. If this is not possible, move the vehicle as far away from traffic as possible.

    • Move passengers out to the nearside of the vehicle and as far away from it and the traffic as possible.

    • Telephone the emergency services, or breakdown firm, giving them accurate details of the vehicles locations, and whether any passengers with mobility problems are being carried.

    • Telephone Mario Staniurski - and inform them of the situation.

    It will be the drivers’ responsibility to ensure the vehicle is recovered and relevant repairs are made.

    Incidents & Claims

    If you are involved in an accident in a Company car and your vehicle cannot be driven, Report to Driving Consultant to find out how to resolve problem.

    You must always ensure Driving Consultant is informed of any incidents or claims made on the Company Car Policy. If you need to make a claim please discuss with HR Admin first.

    You will be responsible for any excess due to be paid as a result of an incident.

    If you are involved in an accident in your own vehicle you must inform HR Admin.

    Accidents Policy

    In the event of an accident, drivers and passengers of company vehicles must:

    • STOP – it is an offence not to stop, if your vehicle is involved in an accident or has caused damage to another vehicle/property.

    • Use hazard warning lights and switch off your engine.

    • Stay calm.

    • Do not move someone who is injured unless they are in immediate danger.

    • Call for an ambulance on 999 if there is any body hurt, or you have reason to believe they are hurt.

    • Administer first aid if you are required and competent to do so.

    • Obtain all names and addresses of all independent witnesses (if possible).

    • If there is an injury or the names of people involved are not exchanged, you must report the accident to the Police as soon as possible, or within 24 hours.

    • Avoid driving after an accident, even minor, as drivers may be experiencing shock.

    Always ensure you report the accident to your Employer Immediatelly!

     

    Drugs and Alcohol

     

    Alcohol and Driving

    Around 240 people are killed, and over 1,100 seriously injured in drink drive crashes each year. In addition, around 30 children are killed or seriously injured by the same cause, annually.

    Even a small amount of alcohol, below the legal limit, can have detrimental effects on our ability to drive safely, and dramatically increases the likeliness of crashing.

    Alcohol has the following effects on your ability to drive;

    • Impairs a driver’s judgement.

    • Slows reactions, increasing stopping distances.

    • Makes a driver over-confident and more likely to take risks.

    • Reduces the drivers’ field of vision.

    • Affects judgement of speed and distance.

    The speed with which alcohol is absorbed into the bloodstream will always vary dependent on the person’s age, size, weight and gender. Alcohol is absorbed quickly, but it can take about 1 hour for one single unit to be removed by a healthy liver.

    Drivers’ are reminded that no alcohol is to be consumed whilst at work. Any breach of this rule will be treated as Gross Misconduct. Drivers’ should always remember that it is still possible to be ‘over the limit’ from alcohol consumed the previous evening.

    Drink Drive Limits

    In England and Wales, the legal drink drive limit is 80mg of alcohol per 100ml of blood.

    In Scotland, this is lower – 50mg of alcohol per 100ml of blood.

    If the Police want to investigate whether you are over the drink driving limit, they will carry out a roadside screening breath test, using a breathalyser.

    It is an offence to refuse to participate in this test.

    The morning after

    It is a drivers’ responsibility to always ensure they are fit to drive the morning after they have consumed alcohol, as it is possible that there is still alcohol in the system.

    It is an offence to drive over the drink driving limit even the morning after.

     

    Consequences of Drink Driving

    If you are charged by the Police with drink driving, the penalties are:

    • A minimum 12 month driving ban.

    • A criminal record.

    • A substantial fine or up to 6 month’s imprisonment, or both.

    There are further consequences to this offence, including loss of job, loss of independence and higher insurance premiums when you are able to drive again.

    Convictions will also prevent you from travelling to certain countries, i.e. the USA.

     

    Drugs and Driving

    Drugs, including illegal, prescribed and over-the-counter medicines can all reduce a drivers’ ability to drive safely, just like alcohol.

    It is against the law to attempt to drive, or be in charge of a vehicle whilst having certain drugs in the body over a specific limit. This applies, but is not limited to;

    • Cannabis

    • Cocaine

    • Ecstasy

    • Ketamine

    • Cloanzepam

    • Diazepam

    • Flunitrazepam

    • Lorazepam

    • Oxazepam

    • Temazepam

    • Methadone

    • Morphine

    It is an offence, under the Road Traffic Act Legislation, for vehicles to be driven whilst the driver is under the influence of certain type of drugs. If drivers are being prescribed drugs for any medical condition, it is important to make the situation clear, to any doctor who is treating them that they drive as part of their job. They must then inform Driving Consultant so alternative arrangements can be made.

    Drivers must also not be found in possession of illegal substances whilst driving on behalf of the company.

    If you are found to be under the influence, or in possession of illegal substances, disciplinary action, including dismissal, will commence.

     

    Consequences of Driving under the influence of Drugs

    If you are caught driving, or attempting to drive, whilst under the influence of drugs, this will result in:

    • Loss of your licence with an automatic 12 month ban

    • Up to 6 months in prison

    • A fine of up to £5000

    • A criminal record for a minimum of 20 years

    • An offence which stays on your licence for 11 years

    • Potential loss of your vehicle

    Driver Responsibilities

    It is the drivers’ responsibility to ensure the following:

    • Never drive while under the influence of alcohol, drugs or certain medicines.

    • Avoid alcohol at lunchtime, especially if you know you will be driving later.

    • Be aware that prescription drugs and over-the-counter medicine can have effects on your ability to drive.

    • Always plan ahead and make other arrangements if you know you will be drinking alcohol.

    • Report any drug and alcohol problems, including cautions, summons and convictions relating to drugs and/or alcohol, to Driving Consultant.

    • Co-operate with monitoring, reporting and investigation procedures.

    Smoking

    It is illegal to smoke in all public enclosed areas or workplaces, including smoking in vehicles which serve the public and/or are used for work purposes. Therefore, smoking in a vehicle being used for work is a criminal offence.

     

    Consequences of Smoking whilst driving

    If you are found guilty of smoking in a car being used for work purposes you are liable for a fine. You are also in danger of having the work vehicle taken off you by the Company, or your responsibility to drive on behalf of the Company.

    Every individual has the right to a “smoke free” workplace. This applies to all vehicles used for work-related journeys and will include vehicles not belonging to the company such as the employees own vehicle and the use of hire cars on business.

    Breaches of this policy will be regarded as a disciplinary matter.

    Mobile Phones

    The use of a mobile phone whilst driving is illegal and drivers can face fines and penalty points if caught. This includes the use of a hand held mobile phone whilst driving (including holding the phone, dialling, texting and surfing the internet etc.) and in some cases, the use of a hands-free mobile phone.

    It is Narvia Direct LTD policy that any employees driving on Company business must not use any type of mobile phone, including hands-free, whilst driving.

    It is also the policy that if an employee believes they have called someone that is using a mobile phone whilst driving, that the call is ended promptly and the employee calls back at a later time.

    If caught using a mobile phone whilst driving, a driver can be charged with ‘failing to have proper control of their vehicle’, or careless or dangerous driving if that is the reason they are distracted.

    They are also subject to disciplinary action.

     

    Consequences of using a mobile phone whilst driving

    If you are caught using a mobile phone whilst driving you will receive a £200 fine and 6 penalty points on your driving licence. Your case could also go to court and you can be disqualified from driving and get a maximum fine of £1000.

    You can use hands-free phones, sat navs and 2-way radios whilst driving, but if the police think you’re distracted and not in control of your vehicle, you could still be stopped and penalised.

    Pre-Drive Vehicle Checks

    Before driving your vehicle, always check:

    • There are no signs of vehicle damage.

    • Oil, coolant and windscreen wash levels are correct (always check when the engine is cold!)

    • Tyres are undamaged and are at the correct pressure and tread depth. The legal minimum tread depth is 1.6mm, but above 3mm gives a much shorter braking distance in wet conditions.

    • Brakes are working.

    • All lights are working, including headlights and indicators.

    • You know the correct type of fuel the vehicle uses in case you need to re-fuel.

    • Washers and wipers are working correctly.

    • All mirrors, including wing and rear view are correctly positioned.

    • Your seat has been adjusted and is in the right position.

    If you come across any issues with the vehicle, ensure you inform Transport office where you are working immediately and Narvia Driving Consultant.

    If you think the vehicle is, or may be, in an unsafe or illegal condition to drive, do not drive until the necessary repairs have been carried out. Seek an alternate mode of transport and inform Depot Transport Manager/ Transport Office.

    A great way to remember your important checks is to think ‘flower’:

    Fuel – play safe and stay topped up.

    Lights – regularly check all lights including main beams, indicators, fog lights, sidelights and brake lights.

    Oil – over-filling or under-filling can damage the engine.

    Water – keep the screen wash reservoir full and use plenty of anti-freeze in winter!

    Electrics – check battery, wiper blades, electric windows, horns etc.

    Rubber – ensure your tyres meet the legal requirements.

    REMEMBER: worn tyres are not only dangerous, but they are illegal. You could face a fine of up to £2,500 plus 3 penalty points per tyre.

    Seat Belts

    The driver of a vehicle and all passengers, including those in the rear of the vehicle, must be wearing a seat belt during every journey, no matter what the length. This applies to all vehicles that have seatbelts fitted.

     

    Child Car Seats

    If you have any children present in the vehicle you are driving, you must ensure they are using a suitable child car seat.

    The current legislation states that children under 12 year’s old or under 135cm in height must use a child seat that is fitted correctly.

    New regulations due to be imposed however will state that children under 125cm in height and weighing less that 22kg (3st 6.5lbs) must not be using a ‘backless’ (booster) seat, and must use a child seat with full restraints. These rules however, will only apply to new products on the market, and users will not be expected to replace existing seats.

     

    Head Restraints

    Head restraints must be adjusted correctly, ensuring the top of your head is level with the top of the head restraint, and as close to the back of your head as possible. This will help protect you against whiplash and long-term injuries in the event of an accident.

    Driving Position

    Your seat should always be positioned to allow you to be able to see and reach all of the controls comfortably. You must also ensure good, all-round and unobstructed visibility. Your view must not be obstructed by objects such as a Sat-Nav or air freshener etc.

     

    General Driving Fitness to Drive

    It is an employees’ responsibility to declare any medical conditions, or changes in medical conditions, that may affect their ability to drive, to the DVLA and their employer.

    If you do not feel fit to drive for any reason, do not drive and speak to Transport Supervisor and Narvia Driving Consultant.

    Illness

    Common illness health conditions are extremely likely to affect your ability to drive. These health conditions can include the common cold, flu, migraines, infections etc. and can all affect drivers in many ways.

    For example, hay-fever will most likely affect the drivers’ vision and ability to drive due to sneezing and streaming eyes.

    It is also the treatment of these common illnesses that can affect the driving ability of a person, so it is the responsibility of the driver to ensure that they are fit to drive, and if not, to inform Driving Consultant immediately, or take an alternate mode of transport.

    Medication

    Some medication can affect your ability to drive – it is therefore the employees responsibility to ensure they are aware of any effects of their medication and do not drive if it is impairing their ability to drive.

    Always check with your GP or a pharmacist before taking medication to identify if this will affect your driving.

    If the label of medication states that certain side-affects may occur, always assume that they will do so, and inform Driving Consultant.

     

    Stress & other Mental Health Issues

    Mental health issues can severely affect a drivers’ ability to drive safely in many ways. Issues such as stress, anxiety and depression can lead to mood swings, and in turn poor driving behaviour, and can also cause lack of sleep, which again, can affect the ability to drive.

    If you suffer from any mental health issues, or are going through a stressful period, always ensure you inform Driving Consultant/Transport Office so a decision regarding you driving for the Company can be made.

    Eyesight

    All employees must ensure their eyesight satisfies the eyesight requirements set out in the Highway Code by having regular eye tests.

    In daylight, by law, you must be able to read a vehicle number plate from 20 metres (or 20.5 metres for old style plates).

    It is recommended that eye tests are every 2 years, or more frequently if required. If an employee requires glasses or contact lenses whilst driving, they must ensure there are worn at all times.

    If an individual is stopped by the police and cannot successfully demonstrate their eyesight meets the standards, their licence can be immediately revoked.

    For eye test vouchers please contact Narvia Medical Department.

    Driving whilst tired

    Driving whilst tired greatly increases your risk of collision. To minimise the risk you must ensure:
    • You are fit to drive.

    • You have a good nights’ sleep prior to driving a long journey.

    • You plan your journey ahead, with breaks.

    • Whilst on a break, you stretch your legs, have a drink/something to eat etc.

    • If you feel tired, stop in a safe place.

    • If you are working a long day/long hours, look into alternative modes of transport.

    • Consider staying overnight prior to the following working day.

    You are most likely to feel sleepy when driving:

    • On long journeys on monotonous roads.

    • After having less sleep than normal.

    • On journeys home after night shifts.

    • Between 2am and 6am or 2pm and 4pm.

    • After drinking alcohol or taking medicines which cause drowsiness.

    Pregnant Drivers at Work

    The Management of Health and Safety at Work Regulations require organisations to conduct a risk assessment of the work to be carried out by a member of staff who is pregnant, which can sometimes include driving.

    At some point, changes to the work pattern/responsibilities may need to be reviewed and changed, but it is important to ensure the health and safety, and comfort, of a pregnant employee whilst driving for work.

    It is important that employees who are pregnant wear their seatbelt correctly, and as the pregnancy progresses, the drivers’ position in relation to the steering wheel and airbag must be considered. The driver should sit back as far as possible, while ensuring they can still operate the controls with ease.

    Further information can be downloaded to help you ensure guidelines are being followed:

     

    http://www.hse.gov.uk/mothers/

      Security

    Valuables (or anything that could be perceived as being of value) must never be left on display in a vehicle. This includes (but is not limited to) purses, wallets, phones, laptops, bags etc. When unattended, a vehicle should always be locked and keys should never be left in the ignition under any circumstances.

    It is against Company policy to pick up ‘hitch-hikers’.

    Driving Posture

    Drivers must ensure good posture at all times when driving, as poor posture can lead to back pain, and consequently time off work. The following tips should be followed when adjusting a vehicles seat:

    • Shoulder blades should be in good contact with the back of the seat, and the lower back should not push into the back support.

    • The lower chest should come forward and up in order to relax the shoulder blades and back.

    • The back of the head should be one fingers’ width away from the head restrain.

    • Hands should be in the ten to two position.

    • The steering wheel should be directly in front of the driver and the drivers’ wrist should be able to rest on top of the wheel.

    • Avoid head restrains which tend to push the head forward.

    Rest Breaks

    Drivers that use a goods vehicle or a passenger-carrying vehicle must follow the Government rules regarding how many hours you can drive and the breaks you need to take.

    If driving for work or on behalf of the company, it is advisable that you do not drive for any longer than 2 hours without a sufficient break.

    The break time period must take into account other factors such as general tiredness and health and the amount of time already spent driving that day.

    Expenses

    Narvia Direct LTD employees are entitled to claim back expenses on any car journeys they undertake on behalf of the business. This will include client meetings during working hours and driving to exhibitions etc. The Company will reimburse mileage back per mile in accordance with the HMRC guidelines. More information can be obtained from Driving Consultant. Expenses will be payable in the relevant salary providing an expenses form has been submitted to Driving Consultant.

    Good’ driving tips

    Below are a few tips to ensure ‘good’ driving at all times:

    • Keep your vehicle well maintained at all times.

    • Check tyre pressures regularly.

    • Avoid carrying unnecessary weight (i.e. items in the boot).

    • Plan your route so you do not travel unnecessary miles.

    • Drive smoothly.

    • Only use air-conditioning if you really need to.

    • Read the road ahead so you can keep moving as much as possible.

    • Avoid harsh acceleration and braking.

    • Stick to speed limits.

    • Keep calm whilst driving and avoid road rage.

    • Keep your distance.

    Tachomaster Software and Card downloading

    We oblige our drivers to download tachograph cards weekly (past last shift of week is finished). Drivers should us tachograph software we will share with them (login and password) for free while they are working for us. If they decide move out to work for other agencies but using software then we will charge for tachomaster user cost refund.

    Time sheets

    Accounting weekend is starting at SUNDAY (first day), then SATURDAY is a last day of working weekend. Drivers should deliver time sheets weekly up to Monday morning 10:00AM. If missed then payment comes to next week. If you miss deliver time sheets or time sheets are unsigned, then you can't get paid, because we need present proves of shifts for our clients. If for any reason working hours/break don't comply with our clients records, then client may wait for additional information and your payment could be delayed.

    Payments

    We pay for drivers weekly. We are covered by Outsauce Financial Limited Cash-flow finance/payroll provider which cover long time payments. Also we're insured to cover payments for our workers.

     

    Negligence Insurance

     

    Due to our Insurance provider we can accept drivers if they are:

    * HaveValid Driving Licece, Valid Tachograph Card, and CPC card/qualifications

    * Over the age of 21 years;
    * who does hold a full driving
    licence clear of endorsements, other than endorsements for the following motor offence conviction codes: AC10, AC20, CU10, CU40, CU80, MS10, MS20,MS30, MW10, PC10, PC20, PC30, SP10, SP20,
    SP30, SP40, SP50, SP60, TS10, TS20, TS30, TS40, TS50, TS60, TS70, up to a maximum of nine penalty points;
    * who has held a valid licence to drive such a vehicle for more than one year.

    * who has worked as a driver of
    such a vehicle for at least 60 days during the 6 months (180 days) immediately preceding the accident; or
    * drivers who do hold a Large Goods Vehicle (LGV) licence of Category C1, C1+E, C or C+E;

     

    We do NOT ACCEPT drivers with the following motoring offence conviction codes:

     

    AC10, BA10, BA20, BA30, CD10, CD20, CD30, CD40, CD50, CD60, CD70, CU20, CU30, CU50, CU60, DD10, DD20, DD30, DD40, DD50, DD60, DD70, DD80, DR10, DR20, DR30, DR40, DR50, DR60, DR70, DR80, DR90, IN10, LC10, LC20, LC30, LC40, LC50, MS40, MS50, MS60, MS70, MS80, MS90, PL10,
    PL20, PL30, PL40, PL50, UT10, UT20, UT30, UT40, UT50, XX99, TT99 & NE99.

     

     

     

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TERMS
Narvia Direct Terms and Conditions
By using this website you agree to our Terms of Business & Privacy Policy

Narvia Direct 
TRADING AS
Narvia Direct Limited
TERMS OF BUSINESS
FOR THE SUPPLY OF
TEMPORARY STAFF SERVICES

Effective from 1 JAN 2017

The Circle
33 Rockingham Lane
Sheffield
S14FW
Tel: 01709252937
[www.narviadirect.com]

Narvia Direct trading also as DRIVERS

TERMS OF BUSINESS FOR THE SUPPLY OF TEMPORARY STAFF SERVICES

1. DEFINITIONS
1.1 In these terms of business the following definitions apply;

“Assignment” – means the period during which the Temporary Worker is supplied by the Employment Business to provide services to the Client;
“Assignment Details Form” – means written confirmation of the assignment details agreed with the Client prior to the Commencement of the Assignment;
“Client” – means the person, firm or corporate body together with any subsidiary or associated person, firm or corporate body (as the case may be) to whom the Temporary Worker is introduced;
“Conduct Regulations” – means the Conduct of Employment Agencies and Employment Business Regulations 2003 (as amended);
“Employment Business” – means Narvia Direct, trading as “DRIVERS” whose registered address is, The Circle, 33 Rockingham Lane, Sheffield S14FW and/or any subsidiaries or associates;
“Engagement” – means the engagement, employment or use of the Temporary Worker directly by the Client or any third party to whom the Temporary Worker has been introduced by the Client on a permanent or temporary basis, whether under a contract of service or for services; an agency, license, franchise or partnership arrangement; or any other engagement or through any other employment business or through a corporate body of which the Temporary Worker is an officer or employee or other representative and “Engage”, “Engages” or “Engaged” shall be construed accordingly;
“EU Drivers Hours Rules” – means Community Drivers’ Hours Regulation (EC) 561/2006
“Introduction” – means (i) the passing to the Client of a curriculum vitae or information which identifies the Temporary Worker; or (ii) the Client’s interview of a Temporary Worker (in person or by telephone or by any other means) following the Client’s introduction to the Employment Business to supply a Temporary Worker; or (iii) the supply of a Temporary Worker in any way which leads to an Engagement of the Temporary Worker; and “Introduces” and “Introduced” shall be construed accordingly;
“Mobile Worker” – is any worker forming part of the travelling staff who is in the service of an undertaking which operates road transport services for passengers or the movement of goods.
“Periods of Availability” – means periods of waiting time as defined under the Road Transport (Working Time) Regulations 2005, namely periods of waiting time whose duration is known about in advance by the Temporary Worker. Such periods of time consist of time spent when the Temporary Worker is not required to remain at his/her workstation, but must be available to answer calls to start or resume driving or other work on request; and the period and the foreseeable duration is known in advance, either before departure or just before the start of the period of availability in question.
“Period of Extended Hire” – means any additional period that the Client wishes the Temporary Worker to be supplied for beyond the duration of the original Assignment or series of Assignments as an alternative to paying a Transfer Fee;
“Relevant Period” – means (a) the period of 8 weeks commencing on the day after the last day on which the Temporary Worker for the Client having been supplied by the Employment Business; or (b) the period of 14 weeks commencing on he first day on which the Temporary Worker worked for the Client having been supplied by the Employment Business; or (c) 14 weeks from the first day of the most recent Assignment where there has been a break of more than 6 weeks (42 days) since the previous Assignment;
“Remuneration” – includes base salary of fees, guaranteed and/or anticipated bonus and commission earnings, allowances, inducement payments, the benefit of a company car and all other payments and taxable (and, where applicable, non-taxable) emoluments payable to or receivable by the Temporary Worker for services rendered to or on behalf of the Client or any third party;
“Temporary Worker” – means the individual who is introduced by the Employment Business to provide a service to the Client;
“Transfer Fee” – means the fee payable in accordance with clause 8 and Regulation 10 of the Conduct Regulation;
“Working Time” – means working time as defined under the Road Transport (Working Time) Regulations 2005, namely, time consisting of those periods during which the Temporary Worker is at their workstation at the disposal of the Client and exercising his/her functions or activities, and that such periods of time are devoted to road transport activities, such as driving, loading and unloading, assisting passengers boarding the vehicle, cleaning and maintenance of the vehicle, and all other work intended to enhance the safety of the vehicle, cargo and passengers or to fulfil the legal or regulatory obligations directly linked to the specific transport operations.
1.2 Unless the context otherwise requires, references to the singular include the plural and references to the masculine include the feminine and vice versa.
1.3 The headings contained in these Terms are for convenience only and do not affect their interpretation.
2. THE CONTRACT
2.1 These Terms together with the attached Schedule and any applicable Assignment Details Form (“the Terms”) constitute the contract between the Employment Business and the Client for the supply of the Temporary Worker’s services by the Employment Business to the Client and are deemed to be accepted by the Client by virtue of its request for, interview with or Engagement of the Temporary Worker or the passing of any information about the Temporary Worker to any third party following an Introduction.
2.2 These Terms contain the entire agreement between the parties and unless agreed in writing by a director of the Employment Business, these Terms prevail over any Terms of Business purchase conditions put forward by the Client.
2.3 Subject to clause 6.2 no variation or alteration to these Terms shall be valid unless the details of such variation are agreed between a director of the Employment Business and the Client are set out in writing and a copy of the varied Terms is given to the Client stating the date on or after which such varied Terms shall apply.
2.4 The Employment Business shall act as an employment business (as defined in Section 13(3) of the Employment Agencies Act 1973) when introducing Temporary Workers for Assignments with the Client.
3. CLIENT OBLIGATIONS
3.1 To enable the Employment Business to comply with its obligations under the Conduct Regulations the Client undertakes to provide to the Employment Business details of the position which the Client seeks to fill, including the following:
3.1.1 the type of work that the Temporary Worker would be required to do;
3.1.2 the location and hours of work;
3.1.3 the experience, training, qualifications and any authorisation which the Client considers necessary or which are required by law or y professional body for the Temporary Worker to possess in order to work in the position;
3.1.4 any risks to health or safety known to the Client and what steps the Client has taken to prevent or control such risks;
3.1.5 the date the Client requires the Temporary Worker to commence the Assignment;
3.1.6 the duration or likely duration of the Assignment;
3.1.7 the minimum rate of pay, expenses and any other benefits that would be offered.
3.2 The Client will assist the Employment Business in complying with the Employment Business’ duties under the Working Time Regulations 1998 (as amended) by supplying any relevant information about the Assignment requested by the Employment Business and the Client will not do anything to cause the Employment Business to be in breach of its obligations under these Regulations. If the Client requires the services of a Temporary Worker for more than 48 hours in any week during the course of an Assignment, the Client must notify the Employment Business of this requirement before the commencement of the Assignment or at the very latest, where this is not reasonably practicable, before the commencement of the week in which the Client requires the Temporary Worker to work in excess of 48 hours.
3.3 The Client agrees to pay the Employment Business’ charges in respect of the number of hours worked by the Temporary Worker. For the avoidance of doubt, for Mobile Workers involved in operations subject to EU Drivers Hours Rules, the number of hours worked by the Temporary Worker during the week comprises of the total number of hours Working Time and the total number of hours spent as Periods of Availability as defined under the Road Transport (Working Time) Regulations 2005. Clients will not be charged for rest breaks during a shift taken by a Temporary Worker in line with EU Drivers Hours Rules or under the Road Transport (Working Time) Regulations 2005.
3.4 The Employment Business assumes responsibility for keeping and maintaining records of the Temporary Worker’s Working Time and night work under the Road Transport (Working Time) Regulations 2005.
4. INFORMATION TO BE PROVIDED
4.1 When introducing a Temporary Worker to the Client the Employment Business shall inform the Client of:-
4.1.1 the identity of the Temporary Worker;
4.1.2 the Temporary Worker has the necessary or required experience, training, qualifications and any authorisation required by law or a professional body to work in the Assignment;
4.1.3 whether the Temporary Worker will be employed by the Employment Business under a contract of service or apprenticeship or a contract for services;
4.1.4 that the Temporary Worker is willing to work in the Assignment;
4.1.5 the hourly charges of the Employment Business
4.2 Where such information is not given in paper or by electronic means it shall be confirmed by such means by the end of the third business day (excluding Saturday, Sunday and any public or Bank Holiday) following, save where the Temporary Worker is being Introduced for an Assignment in the same position as one in which the Temporary Worker had previously been supplied within the previous five business days and such information has already been given to the Client unless the Client requests that the information is re-submitted.
4.3 The Employment Business assumes responsibility for keeping and maintaining records of the Temporary Worker’s Working Time and Night Work under the Working Time (Road Transport) Regulations 2005.
5. TIMESHEETS
5.1 At the end of each week of an Assignment (or at the end of the Assignment where it is for a period of one week or less or is completed before the end of a week) the Client shall sign the Employment Business’ time sheet verifying the number of hours worked and rest periods taken by the Temporary Worker during that week.
5.2 Signature of the time sheet by the Client is confirmation of the number of hours worked. If the Client is unable to sign a time sheet produced for authorisation by the Temporary Worker because the Client disputes the hours claimed, the Client shall inform the Employment Business as soon as is reasonably practicable and shall co-operate fully and in a timely fashion with the Employment Business to enable the Employment Business to establish what hours, if any, were worked by the Temporary Worker. Failure to sign the time sheet does not absolve the Client’s obligations to pay the charges in respect of the hours worked.
5.3 The Client shall not be entitled to decline to sign a time sheet on the basis that it is dissatisfied with the work performed by the Temporary Worker. In the event that the Client is dissatisfied with the Temporary Worker the provisions of clause 10.1 below.
6. CHARGES
6.1 The Client agrees to pay such hourly charges of the Employment Business as notified to and agreed with the Client. The hourly charges are
calculated according to the number of hours worked by the Temporary Worker (to the nearest quarter hour) and comprise the following:-
6.1.1 the Temporary Worker’s hourly rate of pay;
6.1.2 an amount equal to any statutory leave to which the Temporary Worker is entitled and which is accrued during the course of an Assignment;
6.1.3 employer’s National Insurance contributions;
6.1.4 any travel, hotel or other expenses as may have been agreed with the Client or, if there is no such agreement, such expenses as are reasonable; and
6.1.5 the Employment Business’ commission, which is calculated as a percentage of the Temporary Worker’s hourly rate.
6.2 The Employment Business reserves the right to vary the hourly charges agreed with the Client, by giving written notice to the Client, in order to comply with any additional liability imposed by statute or other legal requirement or entitlement.
6.3 The charges are invoiced to the Client on a weekly basis and are payable within 30 days. VAT is payable at the applicable rate on the entirety of these charges.
6.4 The Employment Business reserves the right to charge interest on invoiced amounts unpaid by the due date at the rate of 4% per annum above the base rate from time to time of Lloyds TSB Bank plc from the due date until the date of payment.
7 PAYMENT OF THE TEMPORARY WORKER
7.1 The Employment Business assumes responsibility for paying the Temporary Worker and, where appropriate, for the deduction and payment of all statutory contributions in respect of National Insurance Contributions and PAYE Income Tax applicable to the Temporary Worker pursuant to sections 44-47 of the Income Tax (Earnings and Pensions) Act 2003.
8. TRANSFER FEES
8.1 The Client shall be liable to pay a Transfer fee if the Client Engages a Temporary Worker introduced by the Employment Business, either directly or through another employment business, or introduces the Temporary Worker to a third party and such introduction results in an Engagement of the Temporary Worker by the third party and
8.1.1 where the Temporary Worker has been supplied by the Employment Business, such Engagement takes place during the Assignment or within the Relevant Period; or
8.1.2 where the Temporary Worker has not been supplied, such Engagement takes place within 3 months from the date of the introduction to the Client.
The Transfer Fee will be calculated in accordance with the Schedule.
8.2 If the Client wishes to Engage the Temporary Worker either directly or through another employment business, without liability to pay a Transfer Fee the Client may, on giving one week’s written notice to the Employment Business, engage the Temporary Worker for the Period of Extended Hire specified in the Schedule.
8.3 During such Period of Extended Hire the Employment Business shall supply the Temporary Worker on the same terms on which s/he has or would have been supplied during the Assignment and in any case on terms no less favourable than those terms which applied immediately before the Employment Business received the notice in clause 8.2; and the Client shall continue to pay the charges set out in clause 6. If the Employment Business is unable to supply the Temporary Worker for any reason outside its control for the whole or any part of the Period of Extended Hire; or the Client does not wish to hire the Temporary Worker on the same terms as the Transfer Fee, reduced pro-rata to reflect any charges paid by the Client during being Engaged by the Client. If the Client fails to give notice of their intention to Engage the Temporary Worker before the Engagement commences, the parties agree that the Transfer Fee shall be due in full.
8.4 Where prior to the commencement of the Engagement the Employment Business and the Client agree that the Engagement will be on the basis of a fixed terms of less than 12 months, the Employment Business may, in its absolute discretion, reduce the Transfer Fee as calculated in accordance with the Schedule pro-rata. Such reduction is subject to the Client Engaging the Temporary Worker for the agreed fixed term. Should the Client extend the Temporary Worker’s Engagement or re-Engage the Temporary Worker within 12 months from the commencement of the initial Engagement, the Employment Business reserves the right to recover the balance of the Transfer Fee.
9. SUITABILITY CHECKS
9.1 Where the Temporary Worker is required by law, or any professional body to have any qualifications or authorisations to work on the Assignment or the Assignment involves working with, caring for or attending one or more Vulnerable Persons the Employment Business will take all reasonably practicable steps to obtain and offer to provide copies to the Client of:-
9.1.1 any relevant qualifications or authorisations of the Temporary Worker; and
9.1.2 two references from persons who are not relatives of the Temporary Worker and who have agreed that the references they provide may be disclosed to the Client;
and such other reasonably practicable steps as are required to confirm that the Temporary Worker is suitable for the Assignment. If the Employment Business has taken all reasonably practicable steps to obtain the information above and has been unable to do so fully it shall inform the Client of the steps it has taken to obtain this information in any event.
9.2 The Client shall advise the Employment Business at the time of instructing the Employment Business to supply a Temporary Worker, or if it is not reasonably practicable, at the very latest, prior to the commencement of the Assignment, whether during the course of the Assignment, the Temporary Worker will be required to work with, care for or attend one or more Vulnerable Persons or engage in activity or otherwise be working in a position covered by the Safeguarding Vulnerable Groups Act 2006 or equivalent legislation in Scotland or Northern Ireland.
9.3 The Client shall assist the Employment Business by providing any information required to allow the Employment Business to comply with its statutory obligations under the Safeguarding Vulnerable Groups Act 2006 or equivalent legislation in Scotland or Northern Ireland and to allow the Employment Business to select a suitable Temporary Worker for the Assignment.
9.4 In particular in the event that the Client removes a Temporary Worker from an Assignment in circumstances which would require the Employment Business to provide information to the Independent Safeguarding Authority [or equivalent authority] under the Safeguarding Vulnerable Groups Act 2006 [or equivalent legislation in Scotland or Northern Ireland], the Client will provide sufficient information to the Employment Business to allow it to discharge its statutory obligations.
10. UNSUITABILITY OF THE TEMPORARY WORKER
10.1 The Client undertakes to supervise the Temporary Worker sufficiently to ensure the Client’s satisfaction with the Temporary Worker’s standards of work. If the Client reasonably considers that the services of the Temporary Worker are unsatisfactory, the Client may terminate the Assignment either by instructing the Temporary Worker to leave the Assignment immediately, or by directing the Employment Business to remove the Temporary Worker. The Employment Business may, in its absolute discretion, in such circumstances, reduce or cancel the charges for the time worked by that Temporary Worker, provided that the Client has notified the Employment Business immediately that they have asked the Temporary Worker to leave the Assignment or the Assignment terminates.
10.1.1 within 4 hours of the Temporary Worker commencing the Assignment where the Assignment is for more than 7 hours or less;
10.1.2 within 2 hours for Assignments of 7 hours or less;
and providing that notification of the unsuitability of the Temporary Worker is confirmed in writing to the Employment Business within 48 hours of the termination of the Assignment.
10.2 The Employment Business shall notify the Client immediately if it received or otherwise obtains information which gives the Employment Business reasonable grounds to believe that a Temporary Worker supplied to the Client is unsuitable for the Assignment and shall be entitled to terminate the Assignment forth with without prior notice and without liability. Not with standing the Client shall remain liable for all such hourly charges incurred prior to the termination of the Assignment.
10.3 The Client shall notify the Employment Business immediately and without delay and in any event within one hour if the Temporary Worker fails to attend work or has notified the Client that they are unable to attend work for any reason.
11 TERMINATION OF THE ASSIGNMENT
Any of the Client, the Employment Business or the Temporary Worker may terminate an Assignment at any time without prior notice and
without liability (except in the case of termination by the Client, who shall be liable for any charges due under clause 6 above).
12. CONFIDENTIALITY AND DATA PROTECTION
All information relating to a Temporary Worker is confidential and subject to the Data Protection Act 1998 (“DPA”) and is provided solely for the purpose of providing work-finding services to the Client. Suck information must not be used for any other purpose nor divulged to any third party and the Client undertakes to abide by the provisions of the DPA in receiving and processing the data at all times. In addition information relating to the Employment Business’ business which is capable of being confidential must be kept confidential and not divulged to any third party, except information which is in the public domain.

13. INTELLECTUAL PROPERTY RIGHTS
All copyright, trademarks, patents and other intellectual property rights deriving from the Assignment shall belong to the Client. Accordingly the Employment Business shall use its reasonable endeavours to ensure that the Temporary Worker shall execute all such documents and do all such acts in order to give effect to the Client’s rights pursuant to this clause.
14. LIABILITY
14.1 Whilst reasonable efforts are made by the Employment Business to give satisfaction to the Client by ensuring reasonable standards of skill, integrity and reliability from the Temporary Worker and to provide them in accordance with the Assignment Details as provided by the Client, the Employment Business accepts no liability for any loss, expense, damage or delay arising from any failure to provide any Temporary Worker for all or part of the period of booking or from the negligence, dishonesty, misconduct or lack of skill of the Temporary Worker. For the avoidance of doubt, the Employment Business does not exclude liability for death or personal injury arising from its own negligence.
14.2 Temporary Workers supplied by the Employment Business are engaged under contracts for services. They are not the employees of the Employment Business but are deemed to be under the supervision, direction and control of the Client from time to time they report to take up duties and for the duration of the assignment. The Client agrees to be responsible for all acts, errors or omissions of the Temporary Worker, whether wilful, negligent or otherwise as though the Temporary Worker was on the payroll of the Client. The Client will also comply in all respects with all statutes, including, for the avoidance of doubt, the Working Time Regulations, Health and Safety At Work Act etc, by-laws, codes of practice and legal requirements to which the Client is ordinarily subject to in respect of the Client’s own staff (excluding matters specifically mentioned in clause 6 above), including in particular the provision of adequate Employer’s public Liability Insurance cover for the Temporary Worker during all Assignments.
14.3 The Client shall advise the Employment Business of any special health and safety matters about which the Employment Business is required to inform the Temporary Worker and about any requirements imposed by law or by any professional body, which must be satisfied if the Temporary Worker is to fill the Assignment. For Temporary Workers who are mobile workers working in operations subject to EU Drivers Hours Rules, The Client will assist the Employment Business in complying with the Employment Business’ duties under EU Drivers Hours Rules and the Road Transport (Working Time) Regulations 2005 by supplying any relevant information about the Assignment requested by the Employment Business including copies of tachograph charts for Temporary Workers. Furthermore the Client will not do anything to cause the Employment Business to be in breach of its obligations under the Road Transport (Working Time) Regulations 2005.
14.4 For Temporary Workers who are mobile workers working in operations not subject to EU Drivers Hours Rules and Temporary Workers who are not mobile workers, the Client will assist the Employment Business in complying with the Employment Business’ duties under the Working Time Regulations 1998 (as amended) by supplying any relevant information about the Assignment requested by the Employment Business and the Client will not do anything to cause the Employment Business to be in breach of its obligations under these Regulations. Where the Client requires or may require the services of a Temporary Worker for more than 48 hours in any week, the Client must notify the Employment Business of this requirement before the commencement of that week.
14.5 The Client undertakes that transport time schedules shall conform to the requirements of EU Drivers Hours Rules and the Road Transport (Working Time) Regulations 2005.
14.6 The Client undertakes that it knows of no reason why it would be detrimental to the interests of the Temporary Worker for the Temporary Worker to fill the Assignment.
14.7 The Client shall indemnify and keep indemnified the Employment Business against any costs, claims or liabilities incurred by the Employment Business arising out of any Assignment or arising out of any non-compliance with clauses 14.2 and 14.3 and/or as a result of any breach in the Terms by the Client.
15. SPECIAL SITUATIONS – DRIVERS
15.1 Temporary Drivers are supplied by the employment business on the sole understanding that the Client holds an operator’s licence under the Goods Vehicle (Licensing of Operators) Act 1995 when required.
15.2 As far as is possible, the Employment Business will check references of drivers and will examine driving licences and permits; notwithstanding this, the Client agrees to take direct responsibility for all statutory duties where applicable in respect of driving licences and permits, drivers’ hours and records, the issue and collection of tachograph cards, maintenance and safety of vehicles, Health and Safety Regulations, and Road traffic and liability insurances, including but not limited to fully comprehensive insurance for the vehicle to be driven and its contents. The Client shall on request permit the Employment Business to inspect its operator’s licence and policies of insurance for the vehicles to be driven by the temporary Worker.
15.3 To assist Clients in complying with the relevant provisions of the Goods Vehicle (Licensing of Operators) Act 1995, the Employment Business agrees to provide the Client upon request with such information as is available to the Employment Business about any driving assignments carried out by a driver in the seven days immediately preceding the commencement of an assignment with the Client, provided the driver shall have worked for a Client of the Employment Business during those seven days.
15.4 The Client shall advise the Employment Business of any special health and safety matters about which the Employment Business is required to inform the Temporary Worker and about any requirements imposed by law by any professional body, which must be satisfied if the Temporary Worker is to fill the Assignment. For Temporary Workers who are Mobile Workers working in operations subject to EU Drivers Hours Rules, the Client will assist the Employment Business in complying with the Employment Business’ duties under EU Drivers Hours Rules and the Road Transport (Working Time) Regulations 2005 by supplying relevant information about the Assignment requested by the Employment Business including copies of tachograph charts for Temporary Workers. Furthermore the Client agrees not to do anything to cause the Employment Business to be in breach of its obligations under the EU Drivers Hours Rules and the Road Transport (Working Time) Regulations 2005.
15.5 For Temporary Workers who are Mobile Workers working in operations not subject to EU Drives Hours Rules and Temporary Workers who are not Mobile Workers, the Client will assist the Employment Business in complying with the Employment Business’ duties under the Working time Regulations 1998 (as amended) by supplying any relevant information about the Assignment requested by the Employment Business and the Client will not do anything to cause the Employment Business to be in breach of its obligations under these Regulations. Where the Client requires or may require the services of a Temporary Worker for more than 48 hours in any week, the Client must notify the Employment of this requirement before the commencement of that week.
15.6 The Client undertakes that transport time schedules shall conform to the requirements of EU Drivers Hours Rules and the Road Transport (Working Time) Regulations 2005.
16. TERMINATION
16.1 The Client undertakes to supervise the Temporary Worker sufficiently to ensure the Client’s satisfaction with the Temporary Worker’s standards of workmanship. If the Client reasonably states that the services of the Temporary Worker prove unsatisfactory, the Client may terminate the Assignment either by instructing the Temporary Worker to leave the Assignment immediately or by directing the Employment Business to remove the Temporary Worker. The Employment Business may in such circumstances reduce or cancel the charges for the time worked by that Temporary Worker, provided that the Assignment terminates:-
a) Within four hours of the Temporary Worker commencing the Assignment where the Assignment is for more than seven hours;
b) Within two hours for Assignments of seven hours or less.
And also provided that notification of the unsuitability of the Temporary Worker is confirmed in writing to the Employment Business within 48 hours of the termination of the Assignment.
16.2 Any of the Client, the Employment Business or the Temporary Worker may terminate an Assignment at any time without prior notice and without liability.
17. LAW
These Terms are governed by the law of England & Wales and are subject to the exclusive jurisdiction of the Courts of England & Wales.
SCHEDULE Transfer Fees
(a) The Transfer Fee referred to in clause 8 shall be agreed in writing between the Employment Business and the Client. In the event that the parties do not agree the amount of the Transfer Fee then the Employment Business shall be entitled to charge a fee calculated as follows: 10% of the Remuneration payable to the Temporary Worker during the first 12 months of the Engagement or, if the actual amount of the Remuneration is not know, the hourly charges set out in clause 6.1 above multiplied by 150.
(b) The Period of Extended Hire, referred to in clause 8, before the Client Engages a Temporary Worker, shall be agreed in writing between the Employment Business and the Client. In the event that the parties do not agree the length of the Period of Extended Hire then the period shall be 12 weeks.

Terms & Conditions applying to driver CPC courses
The terms and conditions will form a contract between the Customer (i.e a person a course) and Narvia Direct, (known as the Company).
1. All course fees must be paid prior to the commencement of any training, unless other arrangements have previously been agreed in writing with the Company.
2. The Company reserves the right to take any outstanding balances due from the Customer’s debit/credit card on or after the course start date.
3. Any course cancellation made by the Customer must be made in writing to The Company.
4. Any course cancellation made by the Customer within 15 working days of the due course start date will  result in full course fees, including VAT and test fees being forfeited.
5. Any cancellation / amendment made by the Customer 15 or more working days prior to the commencement of any training booked will incur a 25% administration charge of total tuition fees, excluding VAT.
6. The Company reserves the right to terminate any training booked by the Customer if course fees are not paid in full before course start date.
7. Any variations to the joining instructions, course date, time of attendance etc. will be made in writing by the Company to the Customer. The Company will make all reasonable efforts to keep to the original agreed course confirmation, however in the event of a course cancellation imposed by the Company; the Customer will be offered the next available course.
8. All Customers are informed of the Company’s terms and conditions which are readily available from its website and head office. All Customers are deemed to have read them before requesting any services.
9. Substitution of Customer details for examination purposes may take place, subject to reasonable time being given and subject to the terms and conditions of the examination body.
10. Any Customers whom the Company consider to be under the influence of drink and / or drugs will have their course terminated immediately and all course fees forfeited.
11. The duration of all DRIVER CPC courses is typically 1 day or 7.0 hours.
12. All Customers undertaking any training with the Company are required to adhere to any notices or instructions given to them by any member of the Company’s staff.
13. Where external training sessions have been arranged for the Customer by the Company, the Company accepts no liability for the accuracy of Customer details should a dispute arise with the external trainer.
14. Every effort is made to ensure course notes, presentations and any relative tuition material is correct at time of print. The Company accepts no responsibility for any errors or omissions.
15. The Company will not be held responsible for loss of any personal items left in any training vehicle or on the Company’s premises.
16. The Company reserves the right to terminate any Customer attendance at a course, if the Company considers the Customer a danger to themselves and/or other persons who may be affected by their acts or omissions.
17. Smoking is not permitted in the Company premises.
18. Should a Customer become ill while on their course any tuition not received will be given at a later date subject to the Company being able to find a replacement candidate to take up the lost time.
19. Should a Customer wish to make a complaint about the Company, then this must be made in writing and sent via recorded delivery to the Managing Director of the Company within 7 days of the course ending. All complaints will be fairly dealt with by the Director.
20. Customers must be aware that adequate provision is made to ensure drivers attending courses are able to comply with the rest requirement laid down in Driver Hours Regulations and the Working Time Directive.
21. All Customers must comply with the Company’s safety policy and their legal obligations under the Health and Safety at Work act 1974.
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Narvia Direct PRIVACY POLICY

Narvia Direct Ltd. is committed to privacy for everyone who accesses the site. The Data Protection Acts of 1984 and 1998 provide certain regulations and best practices which are designed to ensure that any data you provide us with is processed with due care and attention.

The information we collect and how we use it



Narvia Direct collects personal data about you to help in the recruitment process. This data consists of information such as your name, address, e-mail address, telephone number. If you are a candidate looking for work, we also collect information regarding your work and education history and your responses to and the results of assessments administered through the site, plus your nationality which we are required to collect by law. We also collect information in the aggregate to provide us with a better understanding of the users of our website as a group, but which does not contain personally identifiable information.



We process this personal data as necessary to aid the recruitment process. We may also use data collected in the aggregate to help us to understand our users as a group so that we can provide you with a better service.

We collect and process sensitive personal data only so far as is necessary to ensure we conform with legal requirements, for example under the equality of opportunity laws. By using this website and by submitting your details to us, you consent to us collecting and processing sensitive personal data supplied by you and if you are a candidate looking for work disclosing this information to prospective employers and clients in connection with the recruitment process.



Do we pass data to third parties?

Where necessary we may pass data to third parties that help us to process data and if you are a candidate to prospective or intended employers or customers for the purpose of recruitment. We may also share aggregate information with selected third parties but we do not disclose individual names or any identifying information unless you have specified your agreement.

  

Data protection

The security of your data is extremely important to us. Access to your personal data is only provided to our staff and third parties who help us to process data in order to help with the recruitment process. For more information on where your data is held see Conditions of Use.



Use of cookies

'Cookies' are ways of saving a small amount of personal information. We only use them to save your username or password to allow easy access to our site. We advise you not to use 'cookies' if your computer is shared by other people.

How do we let you know if our policy changes?

Any policy changes, either due to business reasons or future changes in legislation, will be posted on this page and, if substantial, may be promoted on the website or through e-mail notification.

Any email received from Narvia Direct will have either a narviadirect.com email address. Any other emails received professing to be from Narvia Direct should be treated with suspicion. Should you have any concerns about a communication from Narvia Direct please contact tel. 01709252937.



Terminology A-P

Aggregate 
This is when all data is collected and processed as a total to enable us to look at such information as demographic and geographic trends, so that we can try to produce a better service in the future. 

Archiving 
This is the process where candidate or users are asked if they want their personal data to remain on the narviadirect.com database. If a user does not indicate that they wish their details to be retained, their record is deleted from the database.

This means that the candidate will not be able to sign in to narviadirect.com and also means that their details will not be accessible by any recruiters using narviadirect.com. Please note this process is carried out in accordance with the Employment Agencies Act and the Data Protection Act. 

Narvia Direct 
Narvia Direct Ltd is independent private limited company.



Data 
Information which is being processed by equipment operating automatically in response to instructions given for that purpose, is recorded with the intention that it should be processed by means of such equipment, is recorded as part of a relevant filing system or with the intention that it should form part of a relevant filing system or forms part of an accessible record. 

Data Protection Acts 1984 and 1998 
These are the Acts of Parliament which set out principles relating to the use of data to ensure that the rights of the person who is the subject of the data are protected under the law. 

Personal data 
Data which relates to a living individual who can be identified from those data, or from those data and other information which is in the possession of, or is likely to come into the possession of Narvia Direct.

Privacy policy 
This is a statement by Narvia Direct which explains the ways that we try to protect our users' privacy.



Terminology R-Z

Recruitment process 
The process of gaining employment and advertising for and recruiting new staff and the ongoing administrative process involved once a user has gained employment or recruited new staff.



Sensitive personal data 
Personal data consisting of information as to the racial or ethnic origin of the data subject, political opinions, religious beliefs or other beliefs of a similar nature, membership of a trade union, physical or mental health or condition, sexual life, the commission or alleged commission of any offence or any proceedings related to any offence. 

Third Parties 
These are companies and people other than Narvia Direct and the group of companies of which it is part. 

Users 
People who use our website and register their details with us for the purposes of recruitment, either to gain employment or for the purposes of advertising and recruiting new staff.

Policy query
If you have any queries about our privacy policy, please contact the webmaster.

Email
Any email received from Narvia Direct will have either a narviadirect.com email address. Any other emails received professing to be from Narvia Direct should be treated with suspicion. Should you have any concerns about a communication from Narvia Direct please contact tel. 01709252937.