Temporary Worker Handbook

CRS Group Holdings LTD
1st Floor, 6–7 Clock Park, Bognor Regis, PO22 9NH
Telephone: 01243 866886 | Email: info@crsgroup.ltd

Welcome to CRS Group Holdings LTD

We are pleased to welcome you as a temporary worker  with CRS Group Holdings LTD. This handbook has been designed to provide you with essential information about our policies, procedures, and what you can expect during your time with us.

Please read this handbook carefully and keep it for future reference. If you have any questions, don’t hesitate to contact your consultant or line manager.

1. About CRS Group Holdings LTD

CRS Group Holdings LTD provides tailored recruitment and staffing solutions. We value integrity, professionalism, and the welfare of all our workers. As a temporary worker, you are an essential part of the service we deliver to our clients.  We are a multi national agency that prides itself on over 25 years of service to various clients ensuring quality of service to both clients and our temporary workers

2. Your Assignment

You are engaged by CRS Group Holdings LTD to work on a temporary basis for our clients. Your assignment details will be confirmed before your start date, including:

• Job title and description
• Start date and location
• Working hours
• Pay rate
• Supervisor contact

Please notify us immediately if there is a change in your circumstances that may affect your assignment.

3. Employment Status

You are engaged as a temporary worker, not as an employee of CRS Group Holdings LTD or the client/Hirer company. Your engagement is on an “as required” basis. This means:

• You are not guaranteed ongoing work.
• Assignments may start or end at short notice.
• You are paid only for hours worked.

 

4. Conduct and Expectations

We expect all temporary workers to:

• Arrive on time and dress appropriately for the assignment., should you find yourself running late for an assignment, please ensure you contact your consultant/line manager asap with an arrival time.
• Follow the instructions of the client’s on-site supervisor.
• Comply with all health and safety procedures.
• Behave professionally and respectfully at all times.
• Notify us immediately if you are unable to attend work.
• We do not hire anyone under the age of 16
• We will never ask you to relinquish your passport, bank cards, birth certificates etc or hold your wages
• We will never ask you for monies in order to find you a position, we ask if this is ever requested that you report immediately to CRS Group so that we can inform the correct authorities, equally you should never be charged by anyone within the UK or outside to find you work.

Repeated misconduct or failure to comply may lead to your removal from the assignment and further action.

5. Pay and Hours

• You are paid weekly in arrears via bank transfer into your designated bank account, we do not encourage you to give bank details of another person, we will help facilitate for you to gain your own bank account for your wages to be paid into.  Pay is on a Friday by close of business, Payslips are on a Friday into your email account, please check your spam/Junk box before requesting a duplicate.
• Timesheets or digital time logs must be submitted by the deadline each week.
• Pay is subject to tax and National Insurance deductions as required by law.
• Overtime and holiday pay entitlements will be explained based on your assignment and working time.

Payment queries: Contact our payroll team at info@crsgroup.ltd or call 01243 866886.

6. Holiday Entitlement

You are entitled to statutory paid holiday (currently 5.6 weeks per year pro rata). To book holiday:

• Request in writing to your CRS consultant, giving at least one week’s notice.
• Holiday must be approved in advance.
• Holiday pay is calculated based on average pay over the previous 52 weeks.

Unused holiday does not carry over from one year to the next. The Holiday year runs from 1^st April till 31^st March.

7. Sickness and Absence

If you are unable to attend work due to illness:

• Inform CRS Group Holdings LTD as soon as possible, preferably before your shift starts.
• Unauthorised absences may result in removal from your assignment.

8. Health and Safety

Your safety is important. As a temporary worker:

• You must comply with the client’s site-specific health and safety rules.
• Immediately report any accident, incident, or unsafe condition to your supervisor and CRS Group Holdings LTD.
• Use protective equipment (PPE) provided and follow training.
• We have attached a manual handling guide at the end of this Handbook

If you feel unsafe at any time, stop work and contact CRS Group Holdings LTD immediately.

9. Equality and Diversity

CRS Group Holdings LTD is committed to promoting equality, diversity, and inclusion. Discrimination, harassment, or victimisation of any kind will not be tolerated. You must treat everyone with dignity and respect, regardless of:

• Race, gender, sexual orientation, religion, age, disability, or background.

We take allegations of Harassment, Bullying, discrimination and victimisation very seriously, we deal with it in the most robust way including informing the police.  Everyone has the right to a respectful workplace.

Report any concerns confidentially to your consultant or email: info@crsgroup.ltd

10. Data Protection

We comply with the Data Protection Act 2018 and the UK GDPR. Your personal data is:

• Collected and processed only for lawful employment purposes.
• Stored securely.
• Not shared with third parties without your knowledge unless legally required.

Our full Data Protection Policy is attached with this Handbook.

11. Modern Slavery and Ethical Employment

CRS Group Holdings LTD has a zero-tolerance policy on modern slavery. We:

• Ensure all workers are engaged voluntarily and paid fairly.
• Conduct due diligence on suppliers and clients.
• Train staff to identify and report any signs of forced labour or exploitation.

The full policy is attached to this Handbook

If you suspect any abuse, report it in confidence to info@crsgroup.ltd or call 01243 866886.

12. Ending Assignments

Your assignment may end:

• When the client no longer requires your services.
• If you breach workplace conduct rules.
• If you voluntarily leave or request a change.

We will do our best to find you alternative work but cannot guarantee this. Any outstanding pay will be processed in your final wage.

13. Complaints and Concerns

We encourage open communication. If you have concerns or wish to raise a complaint:

• • Contact your CRS consultant directly.
  • Or email: info@crsgroup.ltd

• All concerns will be treated confidentially and fairly.

14. Workplace Conduct: Appropriate and Inappropriate behaviour

As an employment agency, we are committed to supporting safe, respectful, and professional workplaces. All employees placed by our agency are expected to uphold high standards of conduct, regardless of the industry or role. This includes knowing what appropriate behaviour looks like — and avoiding inappropriate behaviour that may harm others or reflect poorly on your placement.

Appropriate Workplace behaviour

Professionalism and respect are the foundation of workplace success. Appropriate behavior includes, but is not limited to:

• Using respectful and professional language
  Speak clearly, courteously, and appropriately in all work-related communication. Avoid slang, profanity, or overly personal discussions.
• Following workplace rules and policies
  Adhere to the guidelines set by both your placement site and this agency, including dress code, timekeeping, and safety procedures.
• Being punctual and reliable
  Arrive on time, complete your tasks efficiently, and communicate proactively if issues arise.
• Respecting others
  Treat all coworkers, supervisors, and clients with courtesy, regardless of their background, role, or beliefs.
• Maintaining confidentiality
  Respect the privacy of clients, customers, and coworkers. Do not share sensitive or confidential information.
• Contributing to a positive work environment
  Support teamwork, cooperate with others, and handle conflict calmly and respectfully.

 

Inappropriate Workplace Behaviour

Inappropriate behaviour damages workplace culture and may result in disciplinary action. This includes, but is not limited to:

• Inappropriate language or conversations
  Avoid making inappropriate jokes, sexual or suggestive remarks, political or religious commentary, or engaging in gossip. Conversations should always remain respectful and suitable for a professional setting.
• Harassment or bullying
  Any unwelcome behaviour that is intimidating, hostile, or offensive — whether verbal, physical, or written — is strictly prohibited.
• Discrimination
  Making comments, jokes, or actions based on race, gender, religion, age, sexual orientation, disability, or other protected characteristics is not tolerated.
• Disruptive or unprofessional conduct
  Arguing, refusing to follow instructions, excessive phone use, or undermining supervisors or coworkers are not acceptable.
• Physical misconduct
  Aggression, threats, or any unwanted physical contact are serious violations.

Consequences of Misconduct

If a worker is found to be engaging in inappropriate behaviour, the agency may take disciplinary action, including removal from the assignment, suspension from future work opportunities, or permanent termination of representation.

If you experience or witness inappropriate behaviour at work, report it to your supervisor or your agency contact immediately.

15. Acknowledgement

By continuing to work with CRS Group Holdings LTD, you confirm that you have read, understood, and agreed to the contents of this handbook.

Contact Details

CRS Group Holdings LTD
1st Floor, 6–7 Clock Park
Bognor Regis
PO22 9NH
01243 866886
info@crsgroup.ltd

 

 

 

Personal Hygiene & Food Production Hygiene

As a food handler, you have a legal obligation to maintain high hygiene standards to prevent contamination. You must follow site-specific food safety rules and these general principles:

Personal Hygiene Rules:

• Stay clean at all times.
• Change protective clothing at the start of and during shifts if needed.
• Wash hands and footwear when entering or leaving production areas.
• Wash hands regularly and especially:
  • After toilet use
  • After touching hair, face, or skin
  • After coughing/sneezing
• Do not wear coveralls in:
  • Canteens
  • Toilets
  • Smoke areas
  • Outside the premises
• No jewellery allowed except a plain wedding band.
• Nails must be short, clean, and unvarnished.
• No touching of food that falls on the floor—report it immediately.
• No eating, drinking, chewing gum or sweets in the factory.
• Always use tissues or handkerchiefs for sneezing/coughing; wash hands afterwards.
• Clean-as-you-go policy: Keep work areas tidy.
• Report illnesses such as:
  • Food poisoning
  • Typhoid/Paratyphoid
  • Dysentery
  • Hepatitis
  • Influenza
  • Ear/throat infections
  • Upset stomach
  • Open sores
  • Eczema
  • COVID-19

 

 

 

 

Manual Handling – Safe Lifting Techniques

1. Plan Your Lift

• Assess the load: Check weight, size, and stability.
• Clear the path: Ensure the area is free from obstacles.
• Get assistance: If the load is too heavy or awkward, ask for help.(CPR First Aid, Backsafe)

2. Position Your Feet

• Stand with feet shoulder-width apart.
• Place one foot slightly in front of the other for balance.

3. Bend Your Knees

• Squat down to the load, keeping your back straight.
• Avoid bending at the waist.

4. Get a Firm Grip

• Use your whole hand to grip the load.
• Ensure the grip is secure before lifting.(swift-safety.co.uk)

5. Lift with Your Legs

• Straighten your legs to lift, not your back.
• Keep the load close to your body.

6. Keep the Load Close

• Hold the load at waist height.
• Keep elbows bent and close to your body.(EHS Insight, swift-safety.co.uk)

7. Avoid Twisting

• Turn with your feet, not your torso.
• Move in the direction you want to go.(caledoniasigns.co.uk)

8. Lower Carefully

• Bend your knees to lower the load.
• Keep your back straight and controlled.

Additional Tips

• Use lifting aids: Employ trolleys or hoists when available.
• Wear appropriate footwear: Ensure shoes provide good support and grip.
• Stay fit and healthy: Regular exercise can improve strength and flexibility.

Agency Worker Regulations (AWR)

Effective Since: October 1, 2011
Purpose: Ensure agency workers receive fair treatment compared to permanent staff.

First Day Rights:

• Equal access to:
  • Canteens
  • PPE
  • Car parks
  • Lockers
• Information about permanent vacancies must be accessible (e.g., on noticeboards).

12-Week Rights:

After 12 weeks of continuous service, agency workers are entitled to equal pay, holiday, and overtime terms as permanent staff in the same role.

When the 12-Week Clock Resets to Zero:

• New assignment with a different company.
• Same company, but different job role.
• Break of 6 weeks or more between assignments.

When the Clock Pauses (but doesn’t reset):

• Certified sickness or jury service (up to 28 weeks).
• Pregnancy-related leave (up to 26 weeks after childbirth).
• Maternity, paternity, or adoption leave (up to 26 weeks).
• Paid annual leave.

 

 

CRS Group Holdings LTD – Data Protection Policy 2023

Introduction

All organisations that process personal data are required to comply with data protection legislation. This includes, in particular, the Data Protection Act and the EU General Data Protection Regulation (together the ‘Data Protection Laws’). The Data Protection Laws give individuals (known as ‘data subjects’) certain rights over their personal data whilst imposing certain obligations on the organisations that process their data.

Employers and recruitment businesses collect and process the personal data of data subjects and so are defined as data controllers.

Data controllers need to produce appropriate documentation to demonstrate compliance with the GDPR regulations. Under Article 24 of the regulations, this shall include the implementation of appropriate data protection policies. This policy provides a template to set out how CRS Group Holdings LTD implements the Data Protection Laws.

Key Definitions

• Consent: Freely given, specific, informed, and unambiguous indication of an individual’s wishes.
• Data Controller: Determines the purposes and means of processing personal data.
• Data Processor: Processes personal data on behalf of the controller.
• Personal Data: Any data that can identify a living individual.
• Special Categories of Personal Data: Includes data on racial or ethnic origin, political opinions, religious beliefs, trade union membership, health, genetics, biometrics, sex life, sexual orientation, and criminal convictions.
• Processing: Any operation on personal data such as collection, storage, use, disclosure, or deletion.
• Personal Data Breach: A breach of security leading to accidental or unlawful destruction, loss, or unauthorised access to personal data.

Scope and Purpose

This policy applies to personal data processed about current and former employees, workers, job applicants, agency workers, and individual client contacts. If you fall into one of these categories, then you are a data subject.

You should read this policy alongside your contract and any privacy notices provided to you.

Company Commitment

CRS Group Holdings LTD takes data privacy seriously. We intend to comply with our legal obligations under the Data Protection Act 2018 and GDPR. We have security and retention policies in place to ensure that data is stored, managed, and deleted appropriately.

Our Data Protection Officer (DPO) is Sarah Duke.

• Email: info@crsgroup.ltd
• Phone: 01243 866886
• Address: 1st Floor, 6–7 Clock Park, Bognor Regis, PO22 9NH

Data Protection Principles

We will ensure personal data is:

1. Processed lawfully, fairly, and transparently.
2. Collected for specified, explicit, and legitimate purposes.
3. Adequate, relevant, and limited to what is necessary.
4. Accurate and kept up to date.
5. Not kept longer than necessary.
6. Processed securely.
7. Not transferred outside the EEA without adequate protection.

Personal Data We Collect

We may collect the following:

• Recruitment data (CVs, references, qualifications).
• Contact details.
• Emergency contacts.
• Employment details (salary, benefits, contracts).
• Financial details (bank, tax, NI).
• Identification and right-to-work data.
• Disciplinary and grievance records.
• Performance, attendance, and training data.
• CCTV images or other visual data.

Special Categories of Personal Data

We may process:

• Racial/ethnic origin, religious beliefs, or sexual orientation (e.g. for equal opportunities).
• Health or disability information (e.g. for workplace adjustments).
• Trade union membership (e.g. for payroll deductions).
• Criminal record data (where legally required).

Why We Process Your Data

We process personal data to:

• Fulfil employment contracts (e.g. payroll, benefits).
• Meet legal obligations (e.g. HMRC reporting).
• Pursue legitimate interests (e.g. performance monitoring, security).
• Protect vital interests (e.g. health and safety).

We may also need to process data:

• For legal claims.
• To comply with occupational health obligations.
• With your explicit consent (where required).

Privacy by Design

We implement measures such as:

• Data minimisation
• Anonymisation or pseudonymisation
• Access controls
• Cybersecurity safeguards

We assess risks using Data Protection Impact Assessments (DPIAs) when updating or creating new procedures.

Sharing Your Data

We may share your data with:

• Group companies
• Contractors, service providers, or agents
• Legal or regulatory authorities

We require third parties to protect data under written agreements. We do not transfer data outside the EEA unless appropriate safeguards are in place.

How to Handle Personal Data (Employee Guidelines)

Everyone working for CRS Group Holdings LTD must:

• Only access and use data for authorised purposes.
• Keep data secure and password protected.
• Not share personal data informally.
• Regularly review and update data.
• Use encryption or anonymisation where appropriate.
• Not store data on personal devices without permission.
• Lock screens and secure physical documents.

Report any concerns or breaches immediately to Sarah Duke at info@crsgroup.ltd or call 01243 866886.

Data Breaches

If you discover or suspect a data breach, notify the DPO immediately:

• Email: info@crsgroup.ltd
• Phone: 01243 866886
• Address: 1st Floor, 6–7 Clock Park, Bognor Regis, PO22 9NH

Serious breaches must be reported to the ICO within 72 hours. If there is a high risk to individuals, we will inform them without undue delay.

Subject Access Requests (SARs)

You have the right to request access to your personal data. To do this:

• Write to: Data Protection Officer
  CRS Group Holdings LTD
  1st Floor, 6–7 Clock Park, Bognor Regis, PO22 9NH
• Or email: info@crsgroup.ltd

We will respond within one month (or up to two additional months for complex cases).

Your Rights as a Data Subject

You have the right to:

• Access your data
• Request rectification or deletion
• Restrict processing
• Object to processing
• Data portability
• Be informed of data breaches
• Withdraw consent
• Complain to the Information Commissioner’s Office (www.ico.org.uk)

Review and Changes

This policy may be amended at any time. It does not form part of your contract but reflects our commitment to compliance and good practice.

For any questions, contact Sarah Duke at info@crsgroup.ltd or 01243 866886.

Modern Slavery and Human Trafficking Policy

CRS Group Holdings LTD

1. Policy Statement

CRS Group Holdings LTD is committed to preventing modern slavery and human trafficking in all areas of its business and supply chains. We have a zero-tolerance approach to slavery, servitude, forced or compulsory labour, and human trafficking.

We are committed to acting ethically and with integrity in all business dealings and relationships and to implementing and enforcing effective systems and controls to ensure modern slavery is not taking place anywhere in our business or in any of our supply chains.

________________________________________

2. Purpose

The purpose of this policy is to:

• Set out our responsibilities in observing and upholding our position on modern slavery and human trafficking;
• Provide information to employees, suppliers, and contractors to help them understand their responsibilities;
• Ensure compliance with section 54 of the Modern Slavery Act 2015.

________________________________________

3. Scope

This policy applies to all individuals working for CRS Group Holdings LTD or on our behalf in any capacity, including employees at all levels, directors, agency workers, seconded workers, volunteers, interns, agents, contractors, external consultants, third-party representatives, and business partners.

________________________________________

4. Our Commitments

• We do not use forced or involuntary labour.
• We do not employ child labour.
• We are transparent in our recruitment and employment practices.
• We engage only with suppliers and contractors who share our values and meet legal standards regarding modern slavery.

________________________________________

5. Due Diligence Processes

To identify and mitigate the risk of modern slavery and human trafficking:

• We carry out checks on suppliers to ensure they comply with legal and ethical standards.
• We communicate our anti-slavery expectations to all suppliers and contractors.
• We maintain supplier contracts that include modern slavery clauses where appropriate.
• We regularly review supply chain relationships and undertake risk assessments.

________________________________________

6. Responsibilities

The Directors are responsible for ensuring this policy complies with our legal and ethical obligations and that all employees and suppliers understand and comply with it.

Managers at all levels are responsible for ensuring those reporting to them understand and comply with this policy.

Employees must report any concerns or suspected violations of this policy.

________________________________________

7. Risk Assessment and Auditing

We continually assess the risk of modern slavery occurring in our supply chain and operations. Where necessary, we audit suppliers and request evidence of their own compliance with anti-slavery laws.

________________________________________

8. Reporting Concerns

We encourage employees to raise concerns about any issue or suspicion of modern slavery in any part of our business or supply chains. Reports can be made confidentially via:

• Email: info@crsgroup.ltd
• Phone: 01243 866886
• Post: Data Protection Officer, CRS Group Holdings LTD, 1st Floor, 6–7 Clock Park, Bognor Regis, PO22 9NH

Reports will be investigated promptly, and appropriate action will be taken.

________________________________________

9. Training and Awareness

We provide training to key staff to ensure awareness of the risks of modern slavery and human trafficking in our operations and supply chains.

Training includes:

• How to identify signs of modern slavery
• How to respond to concerns
• Responsibilities under the Modern Slavery Act

________________________________________

10. Breaches of This Policy

Any employee who breaches this policy may face disciplinary action, which could lead to dismissal for misconduct or gross misconduct. We may terminate our relationship with individuals and organisations working on our behalf if they are found to have breached this policy.

________________________________________

11. Review

This policy will be reviewed annually and updated as required to reflect changes in legislation or organisational needs.

Approved by:

Sarah Duke

Director

CRS Group Holdings LTD

Date: 21/05/2025