Right to work checks Sample Clauses
The 'Right to work checks' clause establishes the requirement for an employer to verify that an employee is legally permitted to work in a specific country or jurisdiction. In practice, this involves the employer reviewing and retaining copies of official documents, such as passports or work visas, before employment begins and sometimes at regular intervals thereafter. This clause helps ensure compliance with immigration and employment laws, protecting the employer from legal penalties and preventing unauthorized employment.
Right to work checks. Under the NHS Education Contract, the Substantive Employer has warranted that: The Secondee has the right to work in the United Kingdom; Identity and right to work checks have been completed for the Secondee; The Substantive Employer holds evidence of the completion of identity and right to work checks in respect of the Secondee; and If the Secondee’s right to work in the United Kingdom is conditional on any matter, the Secondee’s right to work in the United Kingdom is not affected by the Secondee entering into this Agreement. If, during the Secondment Period, the Substantive Employer or the Secondee becomes aware that the Secondee does not or may not have the right to work in the UK, they must inform ▇▇▇ immediately. The Substantive Employer will, on request by ▇▇▇, provide copies of the evidence of the identity and right to work checks held by the Substantive Employer, and the Secondee agrees that the Substantive Employer may do so. In the event that the Secondee is no longer legally entitled to work or remain in the UK, the Secondment will automatically terminate without notice.
Right to work checks. In respect of all personnel engaged or used by the Supplier in connection with the provision of the Services or otherwise under this Agreement (whether at University premises or otherwise), the Supplier shall comply with UK immigration legislation and shall ensure full compliance with the UK Border Agency's guidance for employers on the prevention of illegal working, including the Immigration, Asylum and Nationality ▇▇▇ ▇▇▇▇. The University expects and requires that proper “right to work checks”, including repeat checks for individuals with limited right to work in the United Kingdom, will have 1 FOIA [Freedom of Information Action 2000] & EIR [Environmental Information Regulations 2004] been carried out for all personnel engaged or used by the Supplier in connection with the provision of the Services or otherwise under this Agreement, and that the Supplier complies fully with its record-keeping and reporting responsibilities for any migrant workers sponsored by the Supplier under Tier 2 or Tier 5 of the UK Border Agency's points based immigration system.
Right to work checks. All Agency Workers must be eligible to work in the UK. The Agency is expected to use its best endeavours not to introduce to the Company any Agency Worker who does not have the right to work in the UK. The Agency must confirm the eligibility to work in the UK of an Agency Worker by:-
(i) checking and
(ii) (ii) taking photocopies of the original appropriate documentation before introducing the Agency Worker to the Company.
Right to work checks. A right to work in the UK check must be carried out before the student undertakes any work. The People Team carry out the right to work checks and upon receipt of an approved SAF we will reach out to the individual to arrange this. UK Visas & Immigration Regulations No student should work more than 6 or 10 hours per week. Students at degree level on student visas must not work more hours than stated on their visa. Most student visas stipulate a 20 hour per week working limit in any given week during term time or until the course is completed, however this should not be an issue given the limited hours that should be allocated ( 6 or 10 hours).
Right to work checks. All Candidates and Temporary Resources must be eligible to work in the United Kingdom (UK). Though the Hirer will employ successful Candidates (and therefore will be legally responsible for ensuring that successful Candidates have the right to work in the UK) the Relevant Supplier is expected to take reasonable steps not to Introduce to the Hirer any Candidate or Temporary Resource who does not have the right to work in the UK. If the Vendor or Relevant Supplier sources a Candidate who does not at the time of Introduction have the right to work in the UK but may be of interest to the Hirer, the Vendor will confirm with the Hirer (and then the Relevant Supplier) whether the Hirer is prepared to consider that Candidate’s application. For the avoidance of doubt, the Hirer will be responsible for obtaining any necessary right to work permissions for any Candidate it wishes to engage.