WILTON DENTAL PRACTICE
63a, Wilton Road, Victoria, London SW1V 1DE

 STATEMENT OF MAIN TERMS OF EMPLOYMENT / Receptionist – Administrator Contract

This Statement, together with the Employee Handbook, forms part of your Contract of Employment

and sets out particulars of the main terms on which

Wilton Dental Practice

employs

[Name of Employee]__________________________________________________________

Your employment began on [Date of commence]___________________________________

No previous employment counts as part of your period of continuous employment.

Your contract will be reviewed in 6 months, until then you are on a probationary period.

JOB TITLE Head Receptionist / Administrator

ROLE & RESPONSIBILTIES

Your role and responsibilities are set out in the job description which forms part of this Contract of Employment. Responsibilities can be changed at any such time in accordance to the needs of the business.

PLACE OF WORK

You will normally be required to work at Wilton Dental Practice, 63/63a Wilton Road, Victoria, LONDON, SW1V 1DE. You will not be asked to work outside of the UK.

HOURS OF WORK

Your normal days/hours of work; 7 days a week to including weekends, minimum [ XX} hours a week. Your core days/ hours are Monday – Friday, between  9:00 am – 6:00 pm. Other days / hours you will be arranged in advance as per the shift rota for the month, include Saturdays and Sunday, anytime within 8:00am – 10:00pm or other hours previously agreed. You will not be expected to work more than 8 hours / shift. Any additional / overtime hours will need to be approved by your line manager or principal dentist and will be paid either by funds or accredited hours.

A 60-minute unpaid break per day. You may be required to work additional hours when authorised and as necessitated by the needs of the business.

Overtime must be authorised in advance by the Line Manager or Principal dentist.

REMUNERATION

Your salary is currently £XX/hour – payable in 1/12^th, monthly by credit transfer as detailed on your pay statement. The salary will be paid on the Xth [set date] of each month into your account.

You will be eligible to the bonus scheme after the 6th month of employment has finished, therefore 7^th month onwards after a set minimum gross target of £20,000 /month per operating surgery is achieved.

                                                                                                                                    Signed/Initials…………………………

COLLECTIVE AGREEMENTS

The Employer shall be entitled to suspend the Employee’s employment without pay in the event of the Employee refusing to obey a lawful order including (but not restricted to) those given to comply with the Employer’s statutory obligations.

The Employer reserves the right and the Employee irrevocably authorises the Employer, at any time during the Employee’s employment, or in any event upon termination, to deduct from the Employee’s wages/salary and/or any other monies due to the Employee, an amount equivalent to any of the following:

(i) any overpayment of wages, salary, remuneration or other payment made to the Employee during the course of this employment;

(ii) the amount of any expenses claimed by the Employee and paid but subsequently disallowed by the Employer,

(iii) the outstanding amount of any loan or advance made by the Employer to the Employee; and

(iv) any cost of repairing any damage to or loss of property of, any fines or charges imposed upon or any other loss sustained by the Employer or any third party, caused by the Employee’s breach of contract or breach of the Employer’s rules or as a result of the Employee’s negligence or dishonesty.

 Criminal Records Bureau Disclosure:

Your employment is subject to a satisfactory disclosure from the Criminal Records Bureau in accordance with the Rehabilitation of Offenders Act 1974 and the Police Act 1997.

You are further required to inform the Practice immediately if at any time during your employment you are convicted of any criminal offences or are in receipt of any indictments or police cautions. Any such information disclosed to the Practice will be processed in accordance with the Data Protection Act 1998. Failure to notify the Practice of any such convictions, indictments or cautions may result in disciplinary action against you up to and including dismissal for gross misconduct. A DBS application will be processed for you and paid for by the practice in the first year of your employment. Should your employment end sooner that 12 months of employment, the fees for the DBS application will be deducted from your last salary payment.

CONFIDENTIALITY & NON-DISCLOSURE

You are required to maintain strict confidentiality and not disclose any confidential information about the dental office or its patients without both written and verbal permission

Non- COMPETITION

You will be prohibited from working a dental practice within 5 miles  for Wilton Dental Practice after starting employment with and, for a period of 12 months after leaving the job.

Non-Compete Clause: Consider including a non-compete clause that prohibits the dental receptionist from working for a competing dental office for a certain period of time after leaving the job.

BENEFITS

Wilton Dental Practice offers employee benefits, e.g., gross target scheme, refer a friend scheme etc. More information can be provided at time of induction. After the completion of 6 months continuous employment, the Employee will be entitled to dental examinations and emergency care (discounted) at the discretion of the clinician only. Dental/Skin treatment prices will not be discounted. You will be liable for a fee, e.g. lab bill fee

EXPENSES

The Employer will reimburse all reasonable out-of-pocket expenses incurred by the Employee during the operation of his/her day-to-day duties, subject to production, within one month, of written evidence of expenditure, where procurable. Any business expense needs to be agreed prior with manager or Principal dentist approval before being submitted/purchased.

P7                                                                                                                           Signed/Initials…………………………

ANNUAL LEAVE AND PUBLIC/BANK HOLIDAYS

You are entitled to 20 days holiday  (5 days/ 3months) plus 8 bank holidays in each holiday year

(please note pro-rata for staff contracted to work less than 5 days in a week). In your first holiday year your entitlement will be proportionate to the amount of time left in the holiday year.

The holiday year runs from 1st April to 31st March

Conditions relating to the taking of holidays are shown in the Employee Handbook to which you should refer.

1. In the event that your employment is terminated you will be entitled to be paid holiday pay for any days of holiday entitlement not taken. You may be required to take any holiday entitlement due to you as part of your notice period. On termination of your employment, a deduction will be taken for any holiday days taken in excess of your allowance.

2. Holidays must be taken at a time convenient to the Provider and no more than two weeks holiday may be taken at any one time without prior agreement. Holidays must be agreed minimum three months in advance. The minimum requirement for holiday notice from the employer is two weeks or double the length of the proposed holiday period whichever is the longer. Holiday entitlement cannot be carried over to the following holiday year. Payment will not be made for any untaken holidays.

3. If the Practice is closing down, for a period such as Christmas, you may be required to use this period as part of your holiday entitlement. The practice is usually open the week between Christmas and New Year at the discretion of the Principal dentist.

4. Unpaid leave

Normally there is no right to unpaid leave. However, under certain special circumstances, you may be granted unpaid leave of absence, which is at the absolute discretion of the employer and should it be granted, it will only be following a request to the Operations Manager or Principal dentist. These statements do not affect any rights you may have to parental leave or family emergency leave.

Unpaid leave of absence will not be granted for moving house, returning late from overseas holidays, routine maintenance of your home, or any home deliveries. In such cases, your normal holiday entitlement should be used, or other arrangements made.

In the event of termination of employment holiday entitlement will be calculated as 1/12th of the annual entitlement for each completed month of service during that holiday year and any holidays accrued but not taken will be paid for.

However, in the event of you having taken any holidays in the current holiday year, which have not been accrued pro-rata, then the appropriate payments will be deducted from your final wages/salary.
P7                                                                                                                              Signed/Initials…………………………

SICKNESS PAY AND CONDITIONS

There is no contractual sickness/injury payments scheme in addition to SSP.

You are required to provide a sickness certificate for absences of more than seven consecutive days. For absence under seven days you must complete a self-certification form. You are not entitled to any pay whilst absent other than Statutory Sick Pay (SSP).

Absence for family emergencies

You may take reasonable time off to deal with family emergencies. Emergency leave should be notified to the Operations Manager or Principal dentist as soon as reasonably practical. Time off will be unpaid.

Absence for bereavement

You may take reasonable time off for bereavement. Requests should be made to the Operations Manager as soon as reasonably practical. Time off will be unpaid.

CAPABILITY AND DISCIPLINARY PROCEDURES

The disciplinary rules that form part of your contract of employment and the procedures that will apply when dealing with capability or disciplinary issues are shown under the headings “Capability Procedures” and “Disciplinary Procedures” in the Employee Handbook to which you should refer.

CAPABILITY/DISCIPLINARY APPEAL PROCEDURE

Should you be dissatisfied with any decision to act or dismiss you on capability/disciplinary grounds, you should apply, either verbally or in writing, to the Director within five working days of the decision you are complaining against. Further information can be found in the Employee Handbook under the heading “Capability/Disciplinary Appeal Procedure” to which you should refer.

Employer Name_______________________________________________                 Date____________

Employer signature____________________________________________

Employee Name_______________________________________________                 Date____________

Employee signature____________________________________