Personal Details

Contact Details

Bank Details

Additional Information

Do you own any of the following?

Please list two people as emergency contacts

Previous Employment

Previous Agency Work

If applicable, please list details of any previous agency work

Medical History

Have you ever suffered from the following?

All information provided is given in the strictest confidence.

Driver Checklist

CDL require every driver to be prepared for work, arriving with the correct equipment for every shift. The following articles are required:

• Valid driving licence
• Valid digital tachograph card
• Valid CPC card
• Hi-vis vest/jacket
• Steel toe-cap boots
• Satnav or maps
• Mobile phone (some customers may provide a cab phone for you to use however it is not always guaranteed)

Working Hours & Wages

Weeks run from Sunday to Saturday, and we require your start and finish time for every shift worked.

Hours must be sent in via the timesheet page on our website – www.cdlrecruitment.com
You will need to have an activated account to enable you to submit timesheets.

It is your responsibility to send your hours in each week.
Start and finish times must be received no later than 0800 each Monday, including on bank holidays.
Failure to send in your hours by this time, may result in payment being delayed.

Additional Information

If you are unable to attend your shift for any reason, you must call us in as reasonable time as possible.

You can contact us out of hours on 07442499162 for essential, work-related issues.

It is important we are kept up to date with your availability and you inform us of changes to your availability as soon as possible. Ideally at least 1 weeks’ notice is requested.

We must also be notified if any of your personal details change (contact number, address, bank details.) And any endorsements gained on your licence.

Where a Penalty Charge Notice (PCN) or fine is issued during the period you are responsible for the vehicle whilst on an assignment, Customer Dedicated Logistics is legally required to provide the relevant authority with your name, address and driving licence details where requested. In most circumstances, CDL will pay the fine or PCN on your behalf and the full cost will then be deducted from your pay.

Working time regulations 2005

You can drive for an average of 48 hours a week (excluding breaks and periods of availability) over a 17 week reference period. Under the Regulations working time is not the same as attendance or shift time.

Working time includes:

• Driving
• Loading and unloading
• Training that is part of normal work
• Assisting passengers on and off the vehicle
• Cleaning and maintaining the vehicle
• Work intended to ensure the safety of the vehicle, its cargo and passengers
• Time where you cannot freely dispose of your time and are required to stay at your workstation ready to take up normal work
• Waiting time where you do not know in advance the foreseeable duration of the wait

Working time does not include the following periods which will not count towards the 48-hour average/60 hour maximum:

• Routine travel between home and your normal place of work
• Rest and meal breaks
• Voluntary work
• Periods of availability (PoA)

After 4.5 hours cumulative or continuous driving a driver must take a break of at least 45 minutes or 1 x 15 minutes break and 1 x 30 minute break during or immediately after the driving period so that the total break adds up to at least 45 minutes in the 4.5 hours of driving. Rest periods of less than 15 minutes do not count towards the 45 minutes requirement, although the tachograph must be switched to rest mode.
During a break, a driver must not drive or undertake any other work.
It is a criminal offence not to keep proper records of you working times and periods of availability. We require your co-operation in keeping records and informing us of your available driving hours.

Alcohol and drugs policy

CDL holds a zero-tolerance policy for alcohol and drugs. Anyone who takes, sells, buys or is in possession of non-medical substances during working hours will be committing an act of gross misconduct and this will result in disciplinary action being taken.
Please be aware, some of our clients hold a Misuse Policy. This can include testing for drugs or alcohol for all workers on their premises.
Should any worker be involved in an accident whilst working, they will be tested for drugs and alcohol.

All workers are encouraged not to cover up for colleagues with a drug or alcohol problem but to recognise that not advising another member of staff could result in more serious damage being caused.

Any worker who is found under the influence of alcohol or non-medical drugs during working hours or on client’s premises will be escorted from the premises immediately and disciplinary action will be taken.

Smoke free policy

Under the Health Act 2006, it is illegal to smoke in any company commercial. If you are caught smoking in a company vehicle you could face a fixed penalty fine and/or a conviction.
If you are found to have been smoking inside a company vehicle, you may be found liable for cleaning fees.

Smoking is prohibited in all enclosed and substantially enclosed premises. This policy applies to all employees, consultants, contractors, customers, and visitors. If you are a smoker, please ensure you discuss with our client where the designated smoking areas are.

Failure to act in accordance with this policy will result in disciplinary action being taken.

Declaration

This is a declaration that I have produced my latest licence, and that I have informed of any pending convictions, endorsements or disqualifications.
I have also provided a DVLA licence check, dated today showing any convictions, endorsements or disqualifications held on my licence.

Since obtaining my licence, I have had no changes in my health, which could affect my entitlement to drive. These include any of the following:

• Epilepsy
• Fits or blackouts
• Angina or other heart conditions
• Repeated attacks of sudden giddiness that prevents you from functioning normally
• An implanted cardiac pacemaker
• An implanted cardiac defibrillator
• Persistent alcohol abuse or dependency
• Persistent drug abuse or dependency
• Narcolepsy or sleep apnoea syndrome
• Stroke, with long term symptoms
• Any severe head injury involving hospital treatment
• Any chronic neurological condition
• Any chronic neurological condition
• Loss or deterioration of sight
• Any persistent limb problems for which you’re driving is restricted
• Diabetes controlled by tablets

I am aware that if any of the above affects me I will inform the DVLA as soon as possible. I understand that I must also inform Customer Dedicated Logistics.
Failure to inform the DVLA of any medical changes is a criminal offence punishable by a fine.

I am also aware I must inform Customer Dedicated Logistics of any changes to my licence including endorsements, convictions, or disqualifications.

Criminal record declaration

The Rehabilitation of Offenders Act 1974 requires applicants to give details of any convictions that are not spent. The information given will be treated in the strictest of confidence and only taken into account where, in the reasonable opinion of CDL, the offence is relevant to the post to which you are applying. Failure to declare a conviction result in CDL terminating an assignment if the offence is not declared and later comes to light.

Work engagements

Data protection

CDL will collect and process personal data from you, which may include sensitive data for carrying out its business of supplying temporary workers to clients and to find you suitable assignments. DVLA checks will be carried out via the DVLA website every 3 months. The company may also collect personal data about you from third parties, such as references and third-party agencies to verify information such as professional qualification and educational background. We may disclose your personal data to clients for the purposes of an assignment or periodic review. By completing this form, you hereby consent to us collecting and processing your personal data and disclosing this information to clients and other relevant third parties for the purposes outlined above.

If this contract is terminated, or you enter new terms on engagement with a different organisation, in circumstances where you continue to work for the same client, we may endorse your personal information to that organisation at the client’s request. We may divulge your personal information to third parties who may provide you information about their products and assignments.

1. DEFINITIONS
1. In these Terms of Engagement the following definitions apply:
   “Assignment” - means the period during which the Temporary Worker is supplied to render services to the Client;
   “Client” - means the person, firm or corporate body requiring the services of the Temporary Worker together with any subsidiary or associated company as defined by the Companies Act 1985;
   “Employment Business” - means Customer Dedicated Logistics, Southway Drive, North Common, Bristol, BS30 5LW;
   “Temporary Worker” - means the individual who is introduced by the Employment Business to render services to the Client;
   “Relevant Period” - means the longer period of either 14 weeks from the first day on which the Temporary Worker worked for the Client, or 8 weeks from the day after the Temporary Worker was last supplied by the Employment Business to the Client.
   The ‘first day’ will be the first occasion on which a temporary worker is supplied to work for the client or the first day of an assignment where there has been more than 42 days since the end of any previous assignment.
2. Unless the context otherwise requires, references to the singular include the plural.
3. The headings contained in these Terms are for convenience only and do not affect their interpretation
2. THE CONTRACT
1. These Terms constitute a contract for services between the Employment business and the Temporary Worker and they govern all Assignment undertaken by the Temporary Worker. However, no contract shall exist between the Employment Business and the Temporary Worker between Assignments.
2. For the avoidance of doubt, these Terms shall not give rise to a contract of employment between the Employment Business and the Temporary Worker. The Temporary Worker is engaged as a self-employed worker, although the Employment Business is required to make statutory deductions for the Temporary Worker’s remuneration in accordance with clause 4.1
3. No variation or alteration to these Terms shall be valid unless the details of such variation are agreed between the Employment Business and the Temporary Worker and set out in writing and a copy of the varied terms is given to the Temporary Worker staring the date on or after which such varied terms shall apply.
3. ASSIGNMENTS
1. The Employment Business will endeavour to obtain suitable Assignments for the Temporary Worker.The Temporary Worker shall not be obliged to accept an Assignment offered by the Employment Business.
2. The Temporary Worker acknowledges that the nature of temporary work means that there many be periods when no suitable work is available and agrees: that the suitability of the work to be offered shall be determined solely by the Employment Business: that the Employment Business shall incur no liability to the Temporary Worker should it fail to offer opportunities to work in any other category; and that no contract shall exist between the Temporary Worker and the Employment Business during periods when the Temporary Worker is not working on an Assignment
3. At the same time as an Assignment is offered to the Temporary Worker the Employment Business shall inform the Temporary Worker of the identity of the Client, and if applicable the nature of their business; the date the work is to commence and the duration or likely duration of the work; the type of work, location and hours during which the Temporary Worker would be required to work; the rate of remuneration that will be paid and any expenses payable by or to the Temporary Worker; and any risks to health and safety known to the Client and the steps the Client has taken to prevent or control such risks. In addition the Employment Business shall inform the Temporary Worker what experience, training, qualifications and any authorisation required by law or a professional body the Client considers necessary or which are required by law to work in the Assignment.
4. Where such information is not given in paper form or by electric means it shall be confirmed by such means by the end of the third business day (excluding Saturday, Sunday and any public or bank holiday) following save where the Temporary Worker is being offered an assignment in the same position as one in which the Temporary Worker had previously been supplied within the previous five business days and such information has already been given to the Temporary Worker.
5. For the purpose of calculating the average number of weekly hours worked by the Temporary Worker on an Assignment, the start date for the relevant averaging period under the Working Time Regulations shall be the date on which the Temporary Worker commences the first Assignment.
6. If, before the first Assignment, during the course of an Assignment or within the Relevant Period the Client wishes to employ the Temporary Worker direct or through another employment business. The Temporary Worker acknowledges that the Employment Business will be entitled either to charge the Client a fee or to agree an extension of the hiring period with the Client at the end of which the Temporary Worker man be engaged directly by the Client or through another employment business without further charge to the Client. In addition the Employment Business will be entitled to charge a fee to the Client if the Client introduces the Temporary Worker to a third party who subsequently engages the Temporary Worker within the Relevant Period.
4. REMUNERATION
1. The Employment Business shall pay to the Temporary Worker remuneration calculated at a minimum hourly rate being the minimum rate of remuneration that the Employment Business reasonably expects to achieve, for all hours worked. The actual rate will be notified on a per Assignment basis, for each hour worked during an Assignment (to the nearest quarter hour) to be paid weekly in arrears, subject to deductions in respect of PAYE pursuant to Section 44-47 of the Income Tax (Earnings and Pensions) Act 2003 and Class 1 National Insurance Contributions and any other deductions which the Employment Business may be required by law to make
2. Subject to any statutory entitlement under the relevant legislation, the Temporary Worker is not entitled to receive payment from the Employment Business or Clients for time not spent on Assignment, whether in respect of holidays, illness or absence for any other reason unless otherwise agreed.
5. STATUTORY LEAVE
1. For the purposes of calculating entitlement to paid annual leave pursuant or Working Time Regulations 1998 under the clause, the leave year commences on the date that the Temporary Worker starts an Assignment or a series of Assignments.
2. Under the Working Time Regulations 1998, the Temporary Worker is entitled to 4 weeks’ paid leave per leave year. All entitlement to leave must be taken during the course of the leave year in which it accrues and none may be carried forward to the next year.
3. Where a Temporary Worker wishes to take paid leave during the course of an assignment, they should notify the Employment Business of the dates of their intended absence giving notice of at lease twice the length of the period of leave that they wish to take with a minimum of one full weeks’ notice. In certain circumstances the Employment Business may give counter-notice to the Temporary Worker to postpone or reduce the amount of leave that the Temporary Worker wishes to take and in such circumstances the Employment Business will inform the Temporary Worker in writing giving at least the same length of notice as the period of leave that has been requested.
4. Entitlement to payment for leave accrues in proportion to the amount of time worked continuously by the Temporary Worker on Assignment during the leave year. The amount of payment which the Temporary Worker will receive in respect of periods of annual leave taken during the course of an Assignment will be calculated in accordance with and paid in proportion to the number of hours which the Temporary Worker has worked on Assignment.
5. In the course of any Assignment during the first leave year the Temporary Worker is entitled to request leave at the rate of one-twelfth of the Temporary Worker’s total holiday entitlement in each month of the leave year
6. Where a Bank holiday or other public holiday falls during an Assignment the Employment Business may at its discretion request the Temporary Worker upon giving one week’s notice to take a Bank holiday or other public holiday as part of their paid annual leave entitlement.
7. Where this contract is terminated by either party and a P45 is requested, the Temporary Worker shall be entitled to a payment in lieu of any untaken leave where the amount of leave taken is less than the amount accrued in accordance with clause 5.4 above
8. None of the provisions of this clause regarding the statutory entitlement to paid leave shall affect the Temporary Worker’s status as a self employed worker.
6. SICKNESS ABSENCE
1. The Temporary Worker may be eligible for Statutory Sick Pay provided they meet the relevant statutory criteria
2. For the purposes of the Statutory Sick Pay scheme there is one qualifying day per week during an assignment and that qualifying day shall be the Wednesday in every week.
7. TIME SHEETS
1. At the end of each week of an Assignment (or at the end of the Assignment where it is for a period of one week or less or is completed before the end of a week) the Temporary Worker shall deliver to the Employment Business a time sheet duly completed to indicate the number of hours worked during the preceding week (or such lesser period) and signed by an authorised representative of the Client.
2. Subject to clause 7.3 The Employment Business shall pay the Temporary Worker for all hours worked regardless of whether the Employment Business has received payment from the Client for those hours.
3. Where the Temporary Worker fails to submit a properly authenticated time sheet the Employment Business shall, in timely fashion, conduct further investigations into the hours claimed by the Temporary Worker and the reasons that the Client has refused to sign a time sheet in respect of those hours. This may delay any payment due to the Temporary Worker. The Employment Business shall make no payment to the Temporary Worker for hours not worked.
4. For the avoidance of doubt and for the purposes of the Working Time Regulations, the Temporary Worker’s working time shall only consist of those periods during which they are carrying out activities or duties for the Client as part of the Assignment. Time spent travelling to the Client’s premises; lunch breaks and other rest breaks shall not count as part of the Temporary Workers working time for these purposes.
8. CONDUCT OF ASSIGNMENTS
1. The Temporary Worker is not obliged to accept any Assignment offered by the Employment Business but if they do so, during every Assignment and afterwards where appropriate, they will
1. Co-operate with the Client’s reasonable instructions and accept the direction, supervision and control of any responsible person in the Clients organisation;
2. Observe any relevant rules and regulations of the Client’s establishment (including normal hours of work) to which attention has been drawn or which the Temporary Worker might reasonably be expected to ascertain
3. Take all reasonable steps to safeguard their own health and safety and that of any other person who any be present or be affected by their actions on the Assignment and comply with the Health and Safety policies and procedures of the Client;
4. Not engage in any conduct detrimental to the interests of the Client;
5. Not at any time divulge to any person, nor use for their own or any other person’s benefit, any confidential information relating to the Client’s or the Employment Business’ employees, business affairs, transactions or finances.
2. If the Temporary Worker is unable for any reason to attend work during the course of an Assignment they should inform the Client and/or the Employment Business within one hours of the commencement of the Assignment or shift.
3. If, either before or during the course of an Assignment, the Temporary Worker becomes aware of any reason why they may not be suitable for an Assignment, the Temporary Worker shall notify the Employment Business without delay.
9. TERMINATION
1. The Employment Business or the Client may terminate the Temporary Worker’s Assignment at any time without prior notice or liability.
2. The Temporary Worker may terminate an Assignment at any time without prior notice or liability.
3. If the Temporary Worker does not inform the Client or the Employment Business (in accordance with clause 9.2) should they be unable to attend work during the course of an assignment this will be treated as termination of the assignment by the Temporary Worker in accordance with clause 9.2 unless the Temporary Worker can show that exceptional circumstances prevented them from complying with clause 9.2
4. If the Temporary Worker is absent during the course of an assignment and the contract has not been otherwise terminated under clauses 9.1, 9.2 or 9.3 above the Employment Business will be entitled to terminate the contract in accordance with clause 9.1 if the work to which the absent worker was assigned is no longer available form the Temporary Worker.
5. If the Temporary Worker does not report to the Employment Business to notify their availability for work for a period of three weeks, the Employment Business will forward their P45 to their last known address.
10. DEDUCTIONS OF WAGES
1. The Company reserves the right to require you to repay to the Company, either by deduction from salary or any other method acceptable to the Company:
1. Any amounts of remuneration, expenses or any other payments (statutory, discretionary etc.) which are overpaid to you, whether by mistake or through any misrepresentation or otherwise, including holiday granted in advance of it being accrued:
2. Any other sums owed to the Company by you, including, but not limited to, outstanding loans, uniforms, training, Company equipment, advance, expenses
3. One day’s pay for each excess day taken, if you have taken more holiday than you accrued at the date your employment terminates
11. LAW
1. These Terms or governed by the law of England & Wales/Scotland and are subject to the exclusive Jurisdiction of the Courts of England & Wales

Upload documents