Rullion contractors / temporary workers are not employees of either the client company to which they have been assigned or Rullion and therefore do not have contractual rights regarding discipline and grievance.

Poor Service (Discipline)

If the contractor / temporary workers service provision is below the client companies expected standard the Rullion Consultant should be advised and the reason for the dissatisfaction should be explained. At this stage Rullion client companies have a choice to make, either:

1. Terminate the assignment of the Rullion contractor / temporary worker.
or
2. To continue the assignment of the Rullion contractor / temporary worker.

Under no circumstances should a contractor / temporary worker be invited to attend a disciplinary hearing to discuss poor service delivery.

Any inviation for a contractor / temporary worker to attend a disciplinary hearing will be understood at Employment Tribunal to be treating that contractor / temporary worker the same as a full-time employee and will generate an implied contract of employment between the client company and the contractor / temporary worker.

If, following poor service delivery, the client company decides to continue the assignment of the contractor / temporary worker this should be confirmed to the Rullion Consultant who will note the individual's computerised records. At this stage, further to the feedback received from the client company Rullion will contact the contractor / temporary worker to advise them of the complaint regarding their service levels and will (strongly recommend / insist) upon an improvement in the contractor / temporary workers service provision to the client.

Any further discrepancy by the contractor / temporary worker may result in the termination of the assignment. This will be the decision of the client company, with the action being carried out by the Rullion Consultant.

Grievance

Contractors / temporary workers who make a complaint, which would, under normal circumstances, be treated, as a grievance should be directed to make this complaint directly to their Rullion Consultant. Clients should not attempt to deal with the complaint directly with the contractor / temporary worker. Rullion will, where necessary, investigate the complaint by contacting the client company to discuss the issue. If possible, this complaint will be rectified with the Rullion Consultant acting as an intermediary. Where issues cannot be resolved the assignment of the contractor / temporary worker will be reviewed as to its continuation.

Please note in cases of discrimination Rullion will remove the contractor / temporary worker from site, still under assignment, whilst the necessary investigations are made. The Rullion Managing Director and HR Department should, in all circumstances, be involved from the outset of any such claim and will direct these proceedings involving the client company and contractor / temporary worker at all times.