1. Status of this agreement

This contract governs your engagement from time to time by Kings Active Foundation (Company) as a casual worker. This is not an employment contract and does not confer employment rights on you (other than those to which workers are entitled). It is at the Company’s discretion whether to offer you work and the Company reserves the right to give or not give work to any person at any time with no obligation to provide reasons for such decisions. The fact that the Company has offered you work, or offers you work more than once should not be regarded as establishing an entitlement to regular work or conferring continuity of employment. By entering into this contract you confirm that you understand the Company makes no promise or guarantee of a minimum level of work to you and you will work on a flexible, “as required” basis. It is the intention of both you and the Company that there will be no mutuality of obligation between the parties at any time when you are not working and that each offer of work you accept shall be treated as a separate and severable engagement (an assignment). The terms of this contract shall apply to each assignment.

2. Conditions of contract

By signing this contract, you agree to the offer of work being conditional upon:

  • Your interview responses, all application details including work history and qualifications contact details being truthful, accurate and up to date.
  • The Company receiving two satisfactory references, an enhanced disclosure with barred list check (through the Disclosure and Barring Service or Protecting Vulnerable Groups Scheme), an identity check and physical proof of your Entitlement to work in the UK.
  • Declaration of any cautions or convictions or any pending investigations, or cautions against you.
  • Declaration if you have ever been barred from working with children and that you will inform us immediately if this changes
  • Declaration that you are not disqualified from work with children in accordance with the Childcare Act 2006 and that you will inform us immediately if this changes
  • Declaration of any name changes
  • Adherence to our staff code of conduct
  • Adherence to camp policies and procedures.
  • Attendance at all required training dates.
  • Successful completion of all Online Learning modules relevant to your role.
  • Successful completion of all the Performance Appraisals that take place each season.

3. Code of Conduct

Kings Active Foundation is committed to safeguarding and promoting the welfare of children and young people. All staff and volunteers are expected to adhere to our staff code of conduct and to share our commitment to safeguarding, always creating an environment where young people feel safe and can thrive.  

Any breach of the staff code of conduct will result in the appropriate disciplinary action.  

At all times, you are expected to: 

  1. Make a child’s experience welcoming, fun and engaging  
  2. Create and maintain positive and professional relationships with children, parents and carers and colleagues 
  3. Respect and treat all individuals with dignity, whatever their age, ability, sex, race and developmental stage 
  4. Listen to the child and always put their welfare and safety first 
  5. Act quickly on concerns to protect children, including child welfare and peer on peer bullying  
  6. Report and follow the correct procedure when dealing with incidents and safeguarding concerns 
  7. Manage behaviour in a positive manner, using a variety of approved strategies 
  8. Be vigilant in all aspects of safety 
  9. Use appropriate language with your peers, when around children and with members 
  10. Promote fair and safe participation 
  11. Be an excellent role model including employing privacy settings on your social media accounts 
  12. React calmly in the event of an emergency 
  13. Speak to your Regional Manager or a member of our Head Office team or follow our whistle blowing policy if you feel concerns are not being addressed by your Site Manager 

You are not expected to: 

  1. Fail to provide adequate supervision or fail to conduct regular head counts, not knowing the number of children in your care 
  2. Be alone with a child, in particularlyout of sight from others 
  3. Develop relationships out of work with any child, parent or carer, including on social media 
  4. Provide children or families with a lift in your vehicle 
  5. Treat Rookies or older children as members of staff, or leave them unsupervised with other children 
  6. Use a mobile phone whilst caring for a group of children – phones should only be used in an emergency  
  7. Take photos of children unless you are the Manager following our photography policy 
  8. Use inappropriate or abusive language, swearing, shouting, bullying or making sexually suggestive comments  
  9. Use inappropriate equipment or resources, including music or videos with inappropriate lyrics 
  10. Be under the influence of alcohol or drugs whilst in uniform or representing Kings Camps 
  11. Hug or allow a child to sit on your knee – physical contact with children should only occur in extreme circumstances where a child or staff member’s safety is at risk 
  12. Ignore children and their needs 
  13. Fail to follow correct procedure when dealing with safeguarding concerns or incidents 

4. Working arrangements

The Company may offer you work from time to time as a Kings Camps staff member. If you accept any offer of work, full details of your role and responsibilities can be found in the relevant job description at www.kingscamps.org/work-for-us. The precise description, location and nature of your work may vary with each assignment and you may be required to travel to other locations and carry out other duties as necessary to meet business needs. You will be informed of the requirements at the start of each assignment and your precise role, location and rate of pay will be provided by your recruitment officer upon issue of your contract.

5. Days off and Sickness

It is assumed you are fully available for the contract duration. If you accept your contract but are subsequently unable to work specific dates or times you must inform your Recruitment Officer with at least 1 week’s prior written notice (recruitment.mailbox@kingsactive.org)

If you are unwell during your contract, you must notify your line Manager and Head Office of the reason for your absence as soon as possible but no later than 07:00am on any given day of absence.

If you satisfy the qualifying conditions laid down by law, you will be entitled to receive statutory sick pay (SSP) at the prevailing rate in respect of any period of sickness or injury during an assignment, but you will not be entitled to any other payments from the Company during such period. The Company will inform you if you are entitled to SSP at the relevant time.

The Company reserves the right to terminate a contract at any time and for any reason. You will be paid for all work done during the assignment up to the time it is terminated.

6. Hours of work

Your hours of work will vary depending on the operational requirements of the Company. You will be informed of the weekly required hours for each assignment on the staff rota by your Site or Regional Manager or by Head Office. Hours will generally fall between 8am and 5:45pm Monday to Friday with the exception of weekend training dates.

You will be entitled to take a 20 minute break if you work longer than 6 hours in any one day. This break will not be paid. The Company reiterates this is your right and should be arranged between yourself and your line Manager.

7. Working time opt-out

By signing this contract you agree to opt out of the 48-hour limit on a week’s work. You consent to providing The Company 1 months’ notice in writing to end this agreement.

8. Uniform 

Staff uniform is an important part of our brand, the predominantly red design has given rise to ‘Red Tops’ as a description of our staff. Uniform aligns team identity and clearly identifies Kings Camps staff to parents, children and other key stakeholders. 

The Kings Camps Staff Code of Conduct (See 3: Code of Conduct) must be followed when a uniform is worn. 

All staff are required to wear uniform throughout their working hours. Uniform must not be worn outside working hours, except for travelling to and from work. 

Staff are expected to ensure their uniform items are clean and presentable. We reserve the right to ask staff to wear new items should they not meet our brand standards.  

For safeguarding purposes, at the end of your employment with us, uniform items must be destroyed or returned to us. Items must not donated to third parties (this includes charity shops).

Items that need replacing due to damage or loss are considered on a case by case basis to determine the liability for the cost of replacement items. 

Requesting Uniform

One full uniform (consisting of 1 sweatshirt, 3 t-shirts, 2 pairs of shorts and a lanyard) is provided for all new members of staff, at no charge. Simply select your size when signing your contract. Trousers can be requested on a case by case basis – please speak to your Recruiter for details.

Your uniform will be delivered to the first venue at which you are working. You must collect it at Induction Day.

Returning staff members will be given the opportunity to request additional items before starting work, subsequent uniform items can be requested via the Kings Camps shop.

During camp, additional uniform requests must go via the Regional Manager and resourced from the Regional Pack.

Uniform exceptions

Plain navy sports legwear, such as tracksuit bottoms or sports leggings, can be worn as an alternative to shorts but fashion statements, branded items or non-sportswear will not be suitable and you will be asked to change into appropriate uniform by your Site or Regional Manager.

Additional items should not be worn unless for cold or warm weather (for example, a sun hat).

Lanyards must not be decorated, they must remain legible and visible at all times.

Trousers can be requested on a case by case basis – please speak to your Recruiter for details.

9. Pay

You will only be paid for the hours that you work. The current rate of pay for your role can be found on your contract page within your Kings Recruit profile. You will be paid in arrears directly into your bank account for the hours worked.

All payslips will be sent via email. Pay dates are spit across the season (every 4 weeks) and you will be paid into the account you detailed on your contract. If you need to change this information, please log back into your contract dashboard under ‘Payment Details’.

You will not be paid for unauthorised early starts or late finishes unless agreed by Head Office or your Regional Manager.

The Company will make all necessary deductions from your salary as required by law including pension contributions which may be required to be deducted under the auto-enrolment regime. The Company shall also be entitled to deduct from your pay any other payments which you owe to The Company at any time, including but not limited to: the cost of replacement uniform, a DBS or PVG disclosure check, the cost of replacing property belonging to the Company which is damaged, neglected or stolen by you, the cost of the Company reimbursing any third party for damage caused by you to the third party property.

10. Holidays

As this is a seasonal role, holiday pay will be included within each monthly pay, based on the number of hours you work.

11. Sickness

If you have accepted a contract but are subsequently unable to work the hours agreed, you must notify Head Office as soon as possible on (0114 263 2155). Head Office opening hours are 9am-5pm Monday to Friday and 8am-6pm Monday to Friday during camp season.

If you are unwell during camp, you must notify your Site Manager of the reason for your absence as soon as possible but no later than 07.30am on the first day of absence.

If you satisfy the qualifying conditions laid down by law, you will be entitled to receive statutory sick pay (SSP) at the prevailing rate in respect of any period of sickness or injury during an assignment, but you will not be entitled to any other payments from the Company during such period. The Company will inform you if you are entitled to SSP at the relevant time.

12. Data protection

You consent to:

The Company holding and processing, both electronically and manually, the data that we collect about you, in the course of your working relationship with us, for the purposes of the administration and management of our staff and our business and for compliance with applicable laws, procedures and regulations and to the transfer, storage and processing by us of such data outside the European Economic Area.

Your details being shared with Ofsted and other local authorities in line with requirements of registration on the Ofsted Childcare Voluntary Register.

13. Company rules and procedures

During each assignment, you are required at all times to comply with the relevant Company rules, policies and procedures.

During agreed working hours, you shall commit your whole time and attention to the business of the Company.

You must not contact any customers of the Company or invite them to any non-Company activities without the prior written permission of the Company and such will be regarded as gross misconduct. Further, any attempt by customers of the Company to contact you outside of your working hours must be reported to the Company as soon as possible. Both of the above includes interaction on social media. Failure to do so may be regarded as gross misconduct. The reason for this is to ensure the highest standards of child protection and for your own protection.

You confirm that you are legally entitled to work in the UK without any additional immigration approvals and agree to notify The Company immediately if you cease to be so entitled at any time. You will be required to produce your passport or relevant entitlement documents at your pre-camp induction day.

14. Confidential information

You shall not use or disclose to any person, either during or at any time after your engagement by the Company, any confidential information about the business or affairs of the Company or any of its business contacts, or about any other matters which may come to your knowledge as a result of carrying out assignments. For the purposes of this clause, confidential information means any information or matter which is not in the public domain and which relates to the affairs of the Company or any of its business contacts.

The restriction in this clause does not apply to:

(a)  Prevent you from making a protected disclosure within the meaning of section 43A of the Employment Rights Act 1996; or

(b)  Use or disclosure that has been authorised by the Company or is required by law or in the course of your duties.

15. Company property

All documents, manuals, hardware and software provided for your use by the Company, and any data or documents (including copies) produced, maintained or stored on the Company’s computer systems or other electronic equipment (including mobile phones), remain the property of the Company.

Any Company property in your possession and any original or copy documents obtained by you in the course of your work for the Company shall be returned to the Company at any time on request and in any event at the end of each assignment.

16.  Changes to terms, conditions and termination

If you no longer wish to be considered for casual work by the Company you should inform the your Recruitment Officer as soon as possible (0114 263 2155).

The Company may reduce its requirement for casual workers from time to time and/or may update the terms on which it offers such work. In the event of any such changes The Company may terminate this contract with immediate effect by giving notice in writing to you. In the event of any changes to the terms on which it is prepared to engage casual workers, you may, at The Company’s absolute discretion, be offered a new contract for casual work.

The Company may terminate this contract immediately by giving notice in writing to you if it reasonably considers that you have committed any serious breach of its terms or committed any act of gross misconduct.

For the avoidance of doubt, on the termination of this contract (howsoever caused) you will not be entitled to any further payments from the Company other than any outstanding salary and holiday pay.

17. Governing law

This contract will be governed by the law of England and Wales.