This guidance document has been prepared by the Rullion Group HR Department and aim to provide assistance in dealing with general scenarios, which our client customers may encounter when placing contractors / temporary workers on assignment via the Rullion Group.

Rullion has extensive experience and expertise in dealing with all manner of situations concerning contractors / temporary workers and their contractual arrangements with Rullion as the recruitment business and our clients as 'end-users'.

These guidelines are offered as a generic manual to assist in the most common scenarios, however should you wish to discuss any specific situation in respect of a Rullion supplied agency worker please refer your query in the first instance to the Rullion Consultant / Branch that supplied the agency worker. Where they cannot assist you directly they will in all circumstances refer those issues to the Managing Director of the Rullion Company concerned.

Definitions:

Rullion - is the employment business that will source contractors / temporary workers to undertake assignments in line with our client's requirements. Rullion has a contractual agreement with its contractors / temporary workers in the form of a contract for services and operate under terms of engagement. This type of contract stipulates that there is no 'Mutuality of Obligation' for Rullion to offer work to its contractors / temporary workers or for the contractor / temporary worker to accept the work offered. This type of contract aims to ensure that there is no contract of employment in force whilst a contractor / temporary worker is engaged on assignment.
Note - Rullion should manage and conduct all dealings with a contractor / temporary worker from the inception to termination of assignment including all contractual discussions and changes before and during the assignment. Most problems occur when client companies deal with contractors / temporary workers as they would a full-time employee. This type of action may well generate an implied contract of employment, which an Employment Tribunal would consider should a claim be made against either Rullion or its clients.

Client - is the customer requiring the services of Rullion to supply contractors / temporary workers to them in order to undertake specific assignments.
Note - client companies will be responsible in all circumstances for the day-to-day direction and control of the contractors / temporary workers workload and their health and safety whilst on company premises. This will involve Health, Safety and induction training as required and relevant to the assignment. Training to develop contractors / temporary workers should not be provided by clients. Line Managers based at client sites are requested to monitor the service delivered by contractors / temporary workers and report any issues in this regard back to the Rullion Consultant / Branch.

Contractor / Temporary Worker - individuals whom by their own choice have decided to work as a self-employed worker engaged by Rullion on a PAYE basis or as a limited company and placed on assignment with clients to undertake work on a contract / temporary basis.
Note - Contractors / Temporary workers do not receive the same employment rights / benefits as a full time employee, however they are protected under Employment Legislation. Rullion have experts in Employment Law available and any issues in relation to contractors / temporary workers should be put, in the first instance, to the Rullion Consultant / Branch supplying the contractor / temporary worker.

Safety first: speak to the Rullion Consultant / Branch for advice before undertaking any action with, including or involving an agency worker.