1) Employment basics

• Statement of particulars: You will receive written particulars on or before day one (ERA 1996 s.1).
• Hours & location: As per your contract; changes follow consultation and notice.
• Probation: Typically [3–6 months], extendable.
• Pay: Monthly in arrears to your nominated UK bank account; at least National Minimum/Living Wage.
• Right to work: You must maintain valid permission to work in the UK; we conduct checks under immigration rules.

2) Recruitment, vetting & onboarding

• Recruitment is merit‑based and non‑discriminatory. We may use skills tests appropriate to the role.
• Roles with safety‑critical duties may require background checks and pre‑employment medicals where lawful and proportionate.
• KYC/security: Where access to classified or export‑controlled data is required, additional checks and clearances may apply.

3) Equal opportunities & dignity at work

• We prohibit discrimination, harassment and victimisation on protected grounds under the Equality Act 2010.
• Reasonable adjustments are available for disability and health conditions. Request via HR; we will consult and act promptly.
• Bullying/harassment complaints are investigated under the grievance procedure; serious cases may be gross misconduct.

4) Working time, rest & overtime

• We follow the Working Time Regulations 1998 (average 48‑hour week unless you sign an opt‑out, daily/weekly rest, paid annual leave).
• Overtime/standby: arrangements and rates are set out in your contract or local policy.
• Fatigue risk management applies in field and marine operations; breaks and rotations are mandatory.

5) Pay, leave & benefits

• Holiday: Minimum statutory entitlement (5.6 weeks FTE) plus company holidays as set out in your contract.
• Sickness absence: Follow the reporting procedure; SSP and any company sick pay per contract. We may require fit notes/occupational health.
• Family leave: Statutory maternity, paternity, adoption, shared parental, and parental bereavement leave/pay per current UK law.
• Flexible working: Employees may request flexible working from day one; we will consult and respond in line with legislation.
• Expenses: Reasonable business expenses reimbursed with receipts, per the Expenses Policy.

6) Health & Safety

• We are committed to a safe workplace under HSWA 1974 and supporting regulations (e.g., Management Regs, PUWER, PPE).
• Report accidents, near misses, hazards immediately. RIDDOR reporting is coordinated by H&S.
• Marine/field operations require RA/MS (risk assessments/method statements), PPE, toolbox talks, and stop‑work authority.

7) Conduct, security & substance policy

• IT/InfoSec: Acceptable Use, password hygiene, MFA, encryption, and confidentiality are mandatory.
• BYOD: Allowed only with MDM and security controls; business data remains our property.
• Drugs & alcohol: Zero tolerance for safety‑critical work; testing may be required where lawful and proportionate.
• Social media: Be professional; do not disclose confidential or export‑controlled information.

8) Data protection (employees)

We process employee data in accordance with the UK GDPR and our Privacy Policy and Fair Processing Notice. Access requests should be sent to info@usvmarix.com.

9) Whistleblowing

We encourage you to raise concerns about wrongdoing, safety, environmental damage, or legal breaches. Protected disclosures are handled under the Public Interest Disclosure Act 1998. Contact: info@usvmarix.com. Retaliation is prohibited.

10) Grievance procedure

1. Informal resolution with your line manager where possible.
2. Formal written grievance to HR; we will investigate and invite you to a meeting (you may be accompanied).
3. Outcome in writing with reasons.
4. Appeal to a different manager/appeal officer.

11) Disciplinary & capability

We follow fair procedures aligned with the Acas Code of Practice:

• Investigation; written notification of allegations; meeting with right to be accompanied; decision with reasons; right of appeal.
• Sanctions (non‑exhaustive): first written warning; final written warning; dismissal (with notice or summary for gross misconduct).
• Capability: performance improvement plans with support, objectives, and review points.

12) Confidentiality, IP & conflicts

• Confidential information must not be disclosed outside work duties. This obligation continues after employment.
• IP created in the course of employment is owned by the company; assignment and moral rights waivers may be required.
• Conflicts of interest must be declared (e.g., secondary employment, supplier relationships).

13) Anti‑bribery, gifts & modern slavery

• We prohibit bribery and facilitation payments (Bribery Act 2010). Gifts/hospitality must be modest and recorded.
• We oppose modern slavery; concerns should be reported immediately. A statement is published where legally required.

14) Marine & field operations addendum

• Only competent, authorised personnel may operate or supervise USVs or associated plant.
• Mandatory controls: mission risk assessment, geo‑fencing, fail‑safes, watch‑keeping and deconfliction consistent with COLREGs and local notices to mariners.
• Environmental care: spill response, wildlife protection, waste handling in line with site rules and law.

15) Leavers, notice & property

• Notice periods are set out in your contract; garden leave may apply.
• Return all company property and data on or before your last day. We may withhold final pay until assets are returned (where lawful).
• References are given at our discretion and may be factual only.