Page 17 - Riverside Quarter Proposal

■ We understand that staff will transfer with their current employment terms, however what employment benefits may they also benefit from in future?
We are obliged and of course duplicate each staff member’s existing Terms and Conditions. We have request sample employment contracts, but usually incoming staff have very similar terms and conditions to the ones we offer. Long serving or senior staff members may have the benefit of life assurance for example.
Mainstay have some preferential terms that we offer to all employees, such as Birthday as additional holiday, access to a discount voucher scheme, and our employee assistance scheme, for certain external training courses. We have included a table of some benefits.
» Please see Appendix 2 - Employee Benefits ■ Please could we see a proposed plan and
timeline for TUPE
This is based on a minimum consultation timeframe of 4 Weeks, based on a 1st January 2021 handover.
Given the number of employees involved, the current employer has a duty to start the consultation meeting process and facilitate an election of Employee Representatives.
Mainstay would aim to send the measures letter to all staff no later than the week commencing 16th November to the current employer detailing any proposed changes. This letter would then be given to the representatives for consideration.
We would suggest that week commencing 23rd November 2020, we hold a meeting with the representatives initially to introduce Mainstay, discuss the process and what (if any) changes are proposed. This session would then enable the representatives to raise any questions on behalf of
the employees.
During this initial meeting, we would ask the representatives to forward any paperwork that we need completing to the employees (personal details forms etc) in order that we can set the employees up on payroll.
Week commencing 14th December, we would suggest a final meeting with the representatives to see if there are any further questions before the transfer date of the 1st January.
We will also need to gather evidence of right to work for each employee and therefore a suitable date would be set aside for this to be carried out by a member(s) of the Mainstay HR team.
During this time, communication will be taking place with the current employer to ensure that all the necessary employee liability information is sent across to Mainstay so that we can ensure all the necessary terms and conditions are in place and that our interactive staff management portal, iTrent is set up with their self-service accounts.
The aim would be for the consultation process to be completed by week commencing 21st December 2020 as there may be absences due to the Christmas period.
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