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Red Sector Recruitment and associated businesses within Red Sector Recruitment Ltd will utilise information presented within this Registration Document and during the Registration Process to identify contract/locum, permanent, and ad-hoc opportunities for the named individual. At all times Red Sector Recruitment and associated businesses within Red sector Recruitment Ltd will operate in the capacity of an Employment Business.
I hereby authorise Red Sector Recruitment to pay earnings directly into the Bank/Building Society/Company whose details are provided above
Red Sector Recruitment will, as the Employment Business, ensure payment for verified locum services completed on a weekly basis in line with outlined payroll process.
Red Sector Recruitment operate a Standard Notice Period of 1 week by either party to terminate an assignment. This period may vary subject to assignment.
Please provide the names and contact details of at least three clinical referees, one of whom must be your current or most recent employer. Students must state a previous employer and course tutor. You are free to name additional referees if you wish. Red Sector Recruitment will not contact any referee without your consent.
Reference Details 1
Reference Details 3
Reference Details 2
Reference Details 4
Have you been immunised against any of the following:
I declare that the information given herein is true and correct and is not presented in any way to mislead. I am not aware of any condition, medical or otherwise, which effect or limit my employment or performance. I agree that if I have given false or misleading information or omit to give relevant information now or in the future, this may result in termination of assignment without notice, as well as a claim for recovery of any payments I have received together with a claim for loss of profits to Red Sector Recruitment.
Due to the nature of the work for which you are applying the provisions of Section 4(2) of the Rehabilitation of Offenders Act 1974 do not apply by virtue of the Rehabilitation of Offenders Act 1974 (Exceptions) (Amendments) Order 1986. Applicants are therefore NOT entitled to withhold information about convictions which for the purposes are “spent” under the provisions of the Act, and in the event of employment, any failure to disclose such convictions may result in your removal from our register/assignment. The information given will remain confidential and only considered where, in the reasonable opinion of Red Sector Recruitment, the offence is relevant to the post for which you are applying.
The information that you provide in this Declaration will be processed in accordance with the Data Protection Act 1998 and will only be used for the purpose of determining your suitability for a particular vacancy.
* If ‘No’ you provide consent that Red Sector Recruitment can request a Data & Barring Service (DBS) check and that you are aware that any subsequent convictions will be disclosed.
The applicant is aware that personal data relating to them (including, where relevant, sensitive personal data*), whether obtained from myself or from any other source, will be retained by Red Sector Recruitment for the purposes of providing the applicant with temporary work and/or employment opportunities and/or training.
The applicant acknowledges that this may require personal data to be forwarded to other persons and lawful organisations for the purpose of conducting checks and references, to find the applicant work and for other lawful purposes related to Red Sector Recruitment’s recruitment services. Red Sector Recruitment will request references from the applicants work, education and/or personal referees and in certain circumstances, with consent, will obtain a credit reference from a credit reference agency and/or a Disclosure from the Criminal Records Bureau. Red Sector Recruitment will not request a reference from the applicant’s current employer without my consent.
The applicant acknowledges that without their consent to process personal data in this manner Red Sector Recruitment is unable to assist in the search for work.
The applicant understands and agrees that Red Sector Recruitment may pass information contained within and resulting from the application (including references, credit checks and Criminal Record Disclosures received, and all forms completed by the applicant) to the client and/or the end hirer. This information may be used by the client and/or end hirer for the purposes of processing applications, ongoing personnel administration (where applicable), compliance and safeguarding audits undertaken by the client and/or end hirer, and other lawful purposes related to the applicant’s temporary assignment at, or employment with, the end hirer. The applicant hereby consents to Red Sector Recruitment passing such information to its clients and/or end hirers for the lawful purpose of seeking either temporary or permanent work, and when in assignment, complying with the requirements of the client and/or end hirer.
Red Sector Recruitment is committed to a policy of equality in its employment practices. The following information will assist Red Sector Recruitment to ensure that its Equality Policy is effective. It will only be used for monitoring purposes and will be treated as confidential. Please note that you do not have to provide this information if you prefer not to.
The definition of disability under the Equality Act 2010 is anyone who has a physical or mental impairment which has a substantial and long-term adverse effect on their ability to carry out normal day to day activities.
The information assists the Company in making sure reasonable adjustments as are necessary for anyone who has a disability and enables the Company to respond positively to this responsibility
Under Regulation 4(1) of the Working Time Regulations 1998, an individual can only work more than 48 hours a week on average (including overtime and time worked for another Employment Business) if they agree to do so in writing.
Please tick the relevant section and sign the below to confirm that the weekly working time does/does not apply to you. Your contract of employment is deemed to be amended to this effect but is otherwise unaffected.
You can end this confirmation of agreement at any time by giving 4 weeks’ prior written notice. Otherwise, it will continue.
After the end of the above period, any terms of employment affected by this confirmation of agreement will revert to those in force immediately prior to this confirmation of agreement.
The Department of Health issued guidance on HIV/AIDS infected Healthcare Workers; “Guidance on the management of Infected Healthcare Workers”
Your attention is drawn to the ethical responsibilities of Healthcare Workers drawn up by the General Medical Council, the General Dental Council and the UK Central Council for Nursing, Midwifery and Health Visiting.
The key recommendations are:
1. All employees should routinely follow existing general infection control policy and adopt safer working practices to prevent the transmission of HIV infections
2. All employees have an ethical duty to protect patients. Those who believe they may have been exposed to infection with HIV in their personal life or during their work must seek medical advice and, if appropriate, diagnostic HIV antibody testing
3. HIV infected employees should not undertake procedures that may place patients at even a remote risk of infection. These procedures are defined as exposure prone invasive procedures*
4. All employees found to be infected must seek appropriate medical and occupational advice and those who perform or assist in exposure prone invasive procedures must obtain further advice on their practices, which may need to be modified or restricted to protect patients. The appropriate advice may be sought from the Occupational Health Department at any hospital
5. HIV infected employees who continue to work with patients must remain under close medical supervision and receive appropriate medical and occupational advice as their circumstances change
6. Employees found to be HIV positive and who have performed exposure prone invasive procedures whilst infected must cease these activities immediately and inform their employing authority
7. Personal Physicians or Occupational Health Physicians who are aware that infected Healthcare workers under their care have not sought or followed advice to modify their practice must inform the employing authority and appropriate regulatory body. Where an employee is not a member of such a body, the physician will inform only the employing authority
8. All matters arising from and relating to the employment of HIV infected employees will be co-ordinated by an Occupational health Physician
9. Health Authorities /Trusts will make every effort to arrange suitable alternative work and retraining, or, where appropriate, early retirement for HIV infected employees
10. The Department of Health and in particular, the Occupational Health Department respects its duty to keep information on the health, including HIV status, of employees confidential, and is not legally entitled to disclose that an employee has a HIV infection, except where the employee consents, unless to do so would be in the public interest. A decision to disclose such information without consent would be carefully weighed and authorities making such a disclosure may be required to justify their decision.
*Exposure-prone Invasive Procedures
Examples of procedures where infection might be transmitted are those in which hands may be in contact with sharp instruments or sharp tissues (spicules of bone or teeth) inside a patient’s body cavity or open wound, particularly when the hands are not completely visible. Such procedures should not be performed by HIV infected employees.
The Key Information Document (KID) is intended to improve transparency of information for agency workers – particularly with respect to pay and who their contract is with. The purpose of the KID is not to include all the contractual information, it is intended to provide a brief overview of how prospective terms of engagement affect worker pay.
This new regulation came into effect from 6 April 2020. From this date, all agency workers must be given a KID before agreeing terms with an Employment Business. The regulation does not apply to agency workers with existing terms with an employment business, but they will be entitled to a key information document when they sign up with a new employment business
All agency workers engaged via Red Sector Recruitment are subsequently entitled to a KID. These must be provided to direct PAYE, Umbrella and Limited Company (PSC) workers - although the information will differ on each form. It must be provided before the agency worker signs a contract with Red Sector Recruitment, and Red Sector Recruitment must be able to show that they have given the worker a KID corresponding to the final engagement.
The following Representative Example Statements illustrate deductions which are to be expected when operating through each payment mechanism (PAYE, Umbrella, and PSC) within assignment with the following assumptions:
· £25 per hour pay rate
· £20 per week Umbrella Administration fee
· 37 hours per week work schedule
Should your mechanism of engagement change or there be a significant change to the information used to generate the document, then a new KID will be issued.
Should you notice any discrepancies in the layout or deductions of your pay statement, or if you have any queries relating to your KID, then please contact your Red Sector Recruitment representative immediately.
I confirm that I have received the Representative Example Statements and understand my responsibility to notify Red Sector Recruitment and my Umbrella Provider or HMRC of any discrepancies within my pay statement not in keeping with statutory deductions.
I declare that all information given in this application is a true reflection of my information and is now complete to the best of my knowledge. I have read and understood the terms and conditions provided and the declarations contained. I agree to comply with the health and safety act at all times and if I am uncertain of any information I will contact Red Sector Recruitment. I understand that my appointment is subject to the receipt of a minimum of two satisfactory references and is subject to disclosure. I authorise Red Sector Recruitment to make any other enquires needed to process my application. I agree to respect the confidentiality of patients and clients and any other information I may have access to at all times.
Health Declaration Consent
I declare that the information given herein is true and correct and is not presented in any way to mislead. I am not aware of any condition, medical or otherwise, which effect or limit my employment or performance. I agree that if I have given false or misleading information or omit to give relevant information now or in the future, this may result in termination of assignment without notice, as well as a claim for recovery of any payments I have received together with a claim for loss of profits to Red Sector Recruitment. I can confirm that I have a professional indemnity for my line of practice
Criminal Declaration Consent
I have read and understood the information and declaration contained relating to Criminal Declarations and hereby give consent to Red Sector Recruitment to provide information contained within CRB disclosure that may be necessary to assist with an assessment of my suitability for any vacancy.
Data Protection Consent
I have read and understood the information and declaration contained relating to Data Protection and hereby confirm that my personal data may be held and disclosed by Red Sector Recruitment and its Clients and/or end hirers for the aforementioned purposes and in the manner set out in this form.
Key Information Document
I understand that I can always access my terms and conditions by contacting Red Sector Recruitment if need be.