1. When making an Introduction of a Temporary Worker to the Client the Employment Business  shall inform the Client of the identityof the Temporary Worker; that the Temporary Worker has the necessary or required experience, training, qualifications and any authorisation required bylaw or a professional body to work in the Assignment; whether the Temporary Worker will be employed by the Employment Business under a contract of service or apprenticeship or a contract for services; and that the Temporary Worker is willing to work in the Assignment. Where such information is not given in paper form 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 be resubmitted.

2. Invoices that run into late payments, overdue invoices or failed promise to pay may be subject to additional charges, for a detailed breakdown please request in writing.

3.  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) the Client shall sign the Employment business’ time sheet verifying the number of hours worked by the Temporary Worker during that week.

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 authentication 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 obligation to pay the charges in respect of the hours worked.

4. 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 caring for or attending one or more persons under the age of eighteen or any person who by reason of age, infirmity or who is otherwise in need of care or attention, the Employment Business will take all reasonably practicable steps to obtain and offer to provide to the Client:

Copies of any relevant qualifications or authorisations of the Temporary Worker, and Two references from persons not related to the Temporary Worker who have agreed that the references they provide may be disclosed to the Client

 and has taken all reasonably practicable steps to confirm that the Temporary Worker  is suitable for the Assignment.  If the employment Business is unable to do any of the above it shall inform the Client of the steps it has taken to obtain this information in any event.