Terms And Conditions

Bright Recruitment Social Care Agency provides temporary workers for local authorities, care and domiciliary organisations.

  1. Temporary workers and organisations are aware of the terms of business at the onset by consultation, written agreement and sharing of information.
  2. All of our workers are appropriately checked by the way of interview, two references, relevant qualifications and experience. Furthermore, all workers must complete an enhanced Criminal Records Bureau (CRB) disclosure check before engaging in any work.
  3. Bright Recruitment provides a comprehensive training programme, which is geared towards National Occupational Standards, and caters for a wide range of workers needs.
  4. On the basis that Bright Recruitment offers training which is regularly reviewed and updated, any worker engaging in activities not authorised by Bright Recruitment will be liable under the conditions of the organisation where they are currently working.
  5. Should an organisation have any concerns about a Bright recruitment worker, in terms of competence or practice, then it will be the organisation’s responsibility to bring this matter to the attention of the recruitment consultant in the first instance and, if necessary, then the director.
  6. It is the organisation’s responsibility to ensure that the worker is in a safe environment (health and safety) and given sufficient information in terms of residents and possible challenging behaviour.
  7. In the case of temporary workers undertaking duties that have not been agreed by Bright Recruitment an injury results to the worker or to a client, then Bright Recruitment will not accept responsibility.
  8. All workers must adhere to Bright Recruitment Equal Opportunity Policy and Code of Practice, which we have adopted from the Recruitment Employment Confederation (REC)
  9. All of our workers work on an “as and when” basis. Should our workers engage in contract work with an organisation that we have placed them with, and then they will immediately go on to the organisation’s terms and conditions for employment.
  10. Similarly should temporary workers be contracted by an organisation they will do so under the terms and conditions of the organisation.
  11. Finally, all of the above conditions apply unless a non standard agreement terms and conditions has been agreed.