Terms & Conditions

TERMS & CONDITIONS
(THE SCALE OF FEES)
Terms valid from: 1/5/2018– 31/12/2018

DATABASE SELECTION (PERMANENT POSITIONS)

Salary Under £30,000 20%
£30,000 – £44,999 25%
£45,000 and Over 30%

DATABASE SELECTION (CONTRACT POSITIONS)

Salary Under £30,000 30%
£30,000 and Over 35%

RETAINED SEARCH

Charged in 3 Stages:

One third on the commencement of the project
One third at 45 days, short-list or 1st client interview – whichever comes first
One third on offer and acceptance, adjusted to reflect the final agreed remuneration

By negotiation for multiple and international assignments

RETAINED ADVERTISED SELECTION

Salary Under £30,000 20%
£30,000 and Over 25%

Charged as Retained Search

Fee Structure

Fees relating to Database Selection (Permanent positions), Retained Search and Retained Advertised Selection are expressed as a percentage of the first year’s remuneration including golden “hellos,” guaranteed bonus and allowances. The provision of a car is valued at Â£5,000. The minimum fee payable is Â£1,500.

Fees relating to Database Selection (Contract positions) are expressed as a percentage of the gross annual salary package earned by the Contractor and pro-rated for the term of the Contract. The gross salary package will be calculated including golden “hellos,” guaranteed bonus and any other allowances. The provision of a car is valued at Â£5,000. Should the contract be for a period in excess of one year then the fee will be calculated on the first year’s gross annual salary package as detailed above. The minimum fee payable is Â£1,500. If a contractor is taken on permanently at the end of a fixed term contract, then a full permanent fee will apply and is not refundable under any circumstances.

TEMPORARY STAFF
These fees are agreed prior to the commencement of the assignment (see attached terms). Invoices for Temporary Staff must be paid within 7 days.

ADDITIONAL CHARGES
All prior-agreed advertising and production costs, travel and interview expenses, medical screening and personality profiling/ psychometric testing will be charged to the client.

VALUE ADDED TAX
Where applicable, VAT or equivalent will be charged at the ruling rate.

FULL TERMS AND CONDITIONS
These follow:

a) All and any business undertaken by ABPM Recruitment Limited (“the Consultancy”) is transacted subject to the terms and conditions hereinafter set out each of which shall be incorporated or implied in any agreement between the Consultancy and its Clients. In the event of conflict between these terms and conditions and any other terms and conditions, the former shall prevail unless expressly agreed to the contrary by the Consultancy in writing.

b) The arrangement by the Consultancy of an interview, of an applicant introduced by the Consultancy, with the Client shall be deemed to be acceptance of and agreement to these terms and conditions by the Client except that where the Consultancy is engaged by the Client for a retained assignment, these terms and conditions shall apply upon the acceptance by the Client. In respect of a register search the arrangement by the Consultancy or Client of an interview, of an applicant introduced by the Consultancy, with the Client shall be deemed to be acceptance of and agreement to these terms and conditions by the Client. The acceptance of these Terms and Conditions by the Client shall be deemed to be an acceptance by not just the Client but by all of the Companies and Firms who are in the same Group of Companies or Firms as the client or who have a formal association with them.

c) In respect to the Register Search for either Permanent or Contract workers, the Client shall pay a fee (“the introduction fee”) which shall become payable on offer and acceptance of a position by the applicant. If the Client engages the Consultancy to carry out a retained assignment, fees will be payable as follows: A first instalment due immediately upon commencement of the assignment and not returnable under any circumstances. A second instalment, also non-refundable, payable, when a candidate is interviewed by the client or the short list of candidates is agreed with the client, or 45 days from the commencement of the assignment whichever comes first. A third instalment payable on the day the applicant introduced by the Consultancy to the Client accepts the offer of employment. The fees charged will be in accordance with the Consultancy’s scale of fees plus Value Added Tax or its equivalent (“the scale of fees”)

d) In the event that any applicant introduced by the Consultancy is rejected by the Client, or the applicant rejects an offer of employment by the Client and then the applicant is subsequently employed or made an offer of employment by the Client within twelve months of the initial introduction date, the Client shall pay the introduction fee to the Consultancy in accordance with Condition c. above.

e) In the event that the Client introduces an applicant, introduced to the Client by the Consultancy, to another person, firm or corporation resulting in the engagement of the applicant by that person, firm or corporation within twelve months of the initial introduction date of the applicant to the Client, the Client shall pay to the Consultancy the introduction fee in accordance with Condition c. above. Any engagement during this period by a Company or Firm which is in the same Group of Companies or Firms as the client or which is formally associated with the Client shall be deemed to be an introduction by the Client.

f) Upon a retained assignment, the Client shall pay fees to the Consultancy in accordance with the scale of fees. In the event that the retained assignment is not completed as a result of circumstances beyond the consultancyâ€™s control (eg.: where the client company alters for reason that the post is no longer available) then the fee will still be payable. However, by negotiation an appropriate reduction will be considered if we are notified of the cancellation. This reduction would be proportionate to the extent to which the assignment remains uncompleted.

g) The Consultancy is able to provide an advertising service to the Client, for which the production charges incurred by the Consultancy are payable by the Client. If a cancellation of an advertisement occurs after any charges are levied on the Consultancy, the client will be liable for the charges that are incurred by the Consultancy.

h) If a contractor’s fixed term contract is extended during or upon completion of the contract, then a renewal fee will become payable. If a further contract is offered at any point during the following 12 months after the date of completion of a previous contract, then a renewal fee will become payable. If a contractor is taken permanently at the end of a fixed term contract, then a full permanent fee will apply and is not refundable under any circumstances.

i) Providing that the consultant has the prior agreement of the Client, the Consultancy shall reimburse an applicant attending an interview on behalf of the Client with travelling and out of pocket expenses, and such costs shall be paid by the Client.

j) Register Search –
In the event that any Permanent applicant terminates, or the Client terminates the engagement of any Permanent applicant within thirteen weeks of the specified date upon which such applicant commenced work for the Client and provided: –

(1) That the Client notifies the Consultancy in writing of the termination of engagement within seven days thereof; and
(2) That the Client or any subsidiary or associated company of the Client shall not make an offer to or engage the applicant within twelve months from the date of the termination of the engagement; and
(3) That the termination is not due to redundancy; and
(4) All monies due from the Client have been paid in accordance with these terms and conditions, then the Consultancy shall endeavour to seek a replacement at no extra cost to the Client except for additional advertising costs (which costs shall be agreed prior to advertising). If the Consultancy is unable to find a replacement, the Client shall receive a credit against the fee payable under Condition c. above, which shall be calculated as a proportion of the introduction (completion) fee as follows:-
i. Up to 13 weeks’ service – Pro Rata refund on each full week outstanding in the 13 -week periods.
ii. This rebate does not apply to applicants employed on a Contract basis or for applications introduced via Retained Assignments.

Retained Assignment –
In the event that the assignment is not completed as a result of circumstances beyond the consultancy’s control (eg: where the client company alters its mind about the specification; finds a candidate from its own sources; decides not to continue with the assignment for the reason that the post is no longer available) then the fee will still be payable. However, an appropriate reduction will be considered if we are notified of the cancellation. This reduction would be proportionate to the extent to which the assignment remains uncompleted.

If the applicant terminates, or the Client terminates the employment of any applicant within six months of the specified date upon which such applicant commenced work for the Client and provided:

(1) that the Client notifies the Consultancy in writing of the termination of engagement within seven days thereof; and
(2) that the Client or any subsidiary or associated company of the Client shall not engage the applicant within six months from the date of the termination of the
engagement; and
(3) that the termination is not due to redundancy; and
(4) all monies due from the Client have been paid in accordance with these terms and conditions, then the Consultancy shall meet with the Client to objectively assess the situation and decide on a appropriate plan of action.

k. Unless with the prior agreement of the Consultancy in writing the Client shall be responsible for taking up any references (including the confirmation of any professional or academic qualifications) and shall satisfy itself as to the suitability of any applicant prior to the engagement of an applicant by the Client. The Client shall be responsible for arranging all medical examinations and investigations of the applicant, checking ID for immigration purposes and for obtaining any work and other permits.

l. The Consultancy shall endeavour to ensure the suitability of any applicant introduced to the Client and to maintain a high standard of service and integrity, but the Consultancy makes no warranty, express or implied, as to the suitability of any applicant introduced to the Client.

m. The Consultancy shall not be liable to the Client for any loss, liability, damage, costs, claims or expenses suffered or incurred by the Client arising from, or connected with, the recruitment or engagement of any applicant by the Client, howsoever arising.

n. All monies due hereunder shall be paid by the Client within fourteen days of the date of invoice. Monies due for the placement of Temporary Staff must be paid within 7 days.

o. The minimum fee for the recruitment of either a Permanent or Contract member of staff will be £1,500.

p. These terms cannot be varied save in writing and signed by a Director of the Consultancy.

TERMS & CONDITIONS OF BUSINESS
TEMPORARY WORKERS
Terms valid from: 1/5/2018– 31/12/2018

1. DEFINITIONS

1.1 In these Terms of Business the following definitions apply:

“Assignment” means the period during which the Temporary Worker is supplied by the Employment Business to render services to the Client;

“Client” means the person, firm or corporate body together with any subsidiary or associated company as defined by the Companies Act 1985 to whom the Temporary Worker is supplied or introduced;

“The Employment Business” means ABPM Recruitment Ltd of 36 Park Row, Leeds, LS1 5JL (Registered Office);

“Engages/Engaged/Engagement” means the engagement, employment or use of the Temporary Worker directly by the Client or any third party or through any other employment business on a permanent or temporary basis, whether under a contract of service or for services; an agency, license, franchise or partnership arrangement; or any other engagement; directly or through a limited company of which the Temporary Worker is an officer or employee;

“Temporary Worker” means the individual who is introduced by the Employment Business to render services to the Client;

“Transfer Fee” means the fee payable in accordance with clause 7.1 below and Regulation 10 of the Conduct of Employment Agencies and Employment Businesses Regulations 2003;

“Introduction Fee” means the fee payable in accordance with clause 7.2 below and Regulation 10 of the Conduct of Employment Agencies and Employment Businesses Regulations 2003;

“Introduction” means (i) the Client’s interview of a Temporary Worker in person or by telephone, following the Client’s instruction to the Employment Business to supply a Temporary Worker; or (ii) the passing to the Client of a curriculum vitae or information which identifies the Temporary Worker; and which leads to an Engagement of that Temporary Worker;

“Remuneration” includes base salary or fees, guaranteed and/or anticipated bonus and commission earnings, allowances, inducement payments, the benefit of a company car and all other payments and taxable (and, where applicable, non-taxable) emoluments payable to or receivable by the Temporary Worker for services rendered to or on behalf of the Client or any third party. Where a company car is provided, a notional amount of £5000 will be added to the salary in order to calculate the Employment Business’ fee;

1.2 Unless the context otherwise requires, references to the singular include the plural.

1.3 The headings contained in these Terms are for convenience only and do not affect their interpretation.

2. THE CONTRACT

2.1 These Terms constitute the contract between the Employment Business and the Client for the supply of the Temporary Worker’s services by the Employment Business to the Client and are deemed to be accepted by the Client by virtue of its request for, interview with or Engagement of the Temporary Worker or the passing of any information about the Temporary Worker to any third party following an Introduction.

2.2 These Terms contain the entire agreement between the parties and unless otherwise agreed in writing by a Director of the Employment Business, these Terms prevail over any terms of business or purchase conditions put forward by the Client.

2.3 No variation or alteration to these Terms shall be valid unless the details of such variation are agreed between the Employment Business and the Client and are set out in writing and a copy of the varied terms is given to the Client stating the date on or after which such varied terms shall apply.

3 CHARGES

3.1 The Client agrees to pay such hourly charges of the Employment Business as shall be notified to and agreed with the Client. The hourly charges are calculated according to the number of hours worked by the Temporary Worker (to the nearest 5 minutes) and comprise mainly the Temporary Worker’s hourly rate but also include the Employment Business’ commission calculated as a percentage of the Temporary Worker’s hourly rate, employer’s National Insurance contributions and any travel, hotel or other expenses as may have been agreed with the Client or, if there is no such agreement, such expenses as are reasonable. VAT, if applicable, is payable on the entirety of these charges.

3.2 The charges are invoiced to the Client on a weekly basis and are payable within 7 days. The Employment Business reserves the right to charge interest on any overdue amounts at the rate of 8% per annum from the due date until the date of payment.

3.3 There are no rebates payable in respect of the charges of the Employment Business.

4 INFORMATION TO BE PROVIDED

4.1 When making an Introduction of a Temporary Worker to the Client the Employment Business shall inform the Client of the identity of the Temporary Worker; that the Temporary Worker has the necessary or required experience, training, qualifications and any authorisation required by law or a professional body to work in the Assignment; whether the Temporary Worker will be employed by the Employment Business under a contract of service or apprenticeship or a contract for services; and that the Temporary Worker is willing to work in the Assignment.

4.2 Where such information is not given in paper form or by electronic 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 Introduced for 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 Client, unless the Client requests that the information be resubmitted.

5 TIME SHEETS

5.1 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) the Client shall sign the Employment Business’ time sheet verifying the number of hours worked by the Temporary Worker during that week.

5.2 Signature of the time sheet by the Client is confirmation of the number of hours worked. If the Client is unable to sign a time sheet produced for authentication by the Temporary Worker because the Client disputes the hours claimed, the Client shall inform the Employment Business as soon as is reasonably practicable and shall co-operate fully and in a timely fashion with the Employment Business to enable the Employment Business to establish what hours, if any, were worked by the Temporary Worker. Failure to sign the time sheet does not absolve the Client’s obligation to pay the charges in respect of the hours worked.

5.3 The Client shall not be entitled to decline to sign a timesheet on the basis that he is dissatisfied with the work performed by the Temporary Worker. In cases of unsuitable work the Client should apply the provisions of clause 10.1 below.

6. PAYMENT OF THE TEMPORARY WORKER

6.1 The Employment Business assumes responsibility for paying the Temporary Worker and where appropriate, for the deduction and payment of National Insurance Contributions and PAYE Income Tax applicable to the Temporary Worker pursuant to sections 44-47 of the Income Tax (Earnings and Pensions) Act 2003.

7. TRANSFER AND INTRODUCTION FEES

7.1 Transfer fees where a worker has been supplied

7.1.1 In the event of the Engagement by the Client of a Temporary Worker supplied by the Employment Business for an Assignment either (1) directly or (2) pursuant to being supplied by another employment business, during the Assignment or within whichever is the longer of either;

• 14 weeks from the start of the first Assignment (each new assignment where there has been a break of more than 42 days (6 weeks) since the end of a previous Assignment shall also be considered to be the ‘first Assignment’ for these purposes); or
• 8 weeks from the day after the last day the Temporary Worker worked on the Assignment

the Client shall be liable, to either an extended period of hire or a Transfer Fee the length or amount of which is to be agreed between the Employment Business and the Client

7.1.2 The Client must give the Employment Business 5 days written notice in advance of the Engagement if the Client elects to take the Temporary Worker for the period of extended hire

7.1.3 If the Client does not give such notice before the Temporary Worker is engaged the parties agree that the Transfer Fee shall be due.

7.1.4 If the parties do not agree a period of extended hire or a Transfer Fee in accordance with 7.1.1 then the following shall be deemed to have been agreed:

a) The length of the extended period of hire shall be 6 months during which the Client shall pay the current hourly charge agreed pursuant to clause 3.1 for each hour the Temporary Worker is so employed or supplied; or

b) The amount of the Transfer fee shall be a percentage of the Remuneration applicable during the first 12 months of the Engagement as follows:

Salary – Permanent Positions under £30,000 20%
£30,000 – £44,999 25%
£45,000 and over 30%

Salary – Contract Positions under £30,000 30%
£30,000 and over 35%

If the actual amount of the Remuneration is not known, the hourly charges agreed pursuant to clause 3.1, will be multiplied by 300 in order to arrive at a Transfer Fee. No refund of the Transfer Fee will be paid in the event that the Engagement subsequently terminates. VAT is payable in addition to any fee due.

However, where the client does not give such notice before the Temporary Worker is Engaged the parties agree that the Transfer Fee shall be due.

7.2 Introduction Fees where a worker is introduced but not supplied.

7.2.1. In the event that there is an Introduction of a Temporary Worker to the Client which does not result in the supply of that Temporary Worker by the Employment Business to the Client, but which leads to an Engagement of the Temporary Worker by the Client either (1) directly or (2) pursuant to being supplied by another employment business within 6 months from the date of the Introduction the Client shall be liable, to either a period of hire or an Introduction Fee, the length or amount to be agreed between the Employment Business and the Client.

7.2.2 The Client must give the Employment Business 5 days written notice in advance of the Engagement if the Client elects to take the Temporary Worker for the period of hire

7.2.3 If the Client does not give such notice before the Temporary Worker is engaged the parties agree that the Introduction Fee shall be due.

7.2.4 If the parties do not agree a period of hire or an Introduction Fee in accordance with 7.2.1 then the following shall be deemed to have been agreed:

a) The length of the period of hire shall be 6 months during which the Client shall pay the hourly charge agreed pursuant to clause 3.1 for each hour the Temporary Worker is so employed or supplied; or

b) The amount of the Introduction fee shall be a percentage of the Remuneration applicable during the first 12 months of the Engagement as follows:

Salary under £30,000 20%
£30,000 – £44,999 25%
£45,000 and over 30%

However, where the client does not give such notice before the Temporary Worker is Engaged the parties agree that the Introduction Fee shall be due.

7.3 Fixed Term Contracts

7.3.1 In the event that the Engagement of the Temporary Worker is for a fixed term of less than 12 months, the fee in clause 7.1.1(b), calculated as a percentage of the Remuneration, will apply pro-rata. If the Engagement is extended beyond the initial fixed term or if the Client re-engages the Temporary Worker within 3 months of the termination of the first Engagement the Client shall be liable to pay a further fee based on the additional Remuneration applicable for the period of Engagement following the initial fixed term up to the termination of the second Engagement or the first anniversary of its commencement, whichever is sooner.

7.4 Inability to supply during the period of hire

7.4.1 If the Client elects for a period of hire, as set out above in clause 7.1 or 7.2, but before the end of such period Engages the Temporary Worker supplied by the Employment Business either directly or pursuant to being supplied by another employment business or the Temporary Worker chooses not to be supplied for an extended period of hire, the Transfer or Introduction Fee calculated in accordance with either 7.1(b) or 7.2(b) may be charged, reduced by such percentage to reflect the period of extended hire already undertaken by the Temporary Worker and paid for by the Client.

7.4.2 Where period(s) of absence due to illness or injury prevent the Temporary Worker from being employed or supplied for 4 or more days, which shall be qualifying days for the purposes of Statutory Sick Pay (SSP), during the period of hire as set out above, the period of hire shall be extended by a period equivalent to the total period of absence.

7.5 Transfer Fees where there has been an Introduction to and Engagement by a Third Party

7.5.1 In the event that the Temporary Worker supplied to a Client is introduced by the Client to a third party which results in the Engagement of the Temporary Worker by the third party during the Assignment or within whichever is the longer of either

• 14 weeks from the start of the first Assignment (each new assignment where there has been a break of more than 42 days (6 weeks) since the end of the previous Assignment shall also be considered to be the ‘first Assignment’ for these purposes); or

• 8 weeks from the day after the last day the Temporary Worker worked on the Assignment the Client shall be liable to pay a Transfer Fee,
the amount of which is to be agreed between the Employment Business and the Client.

7.5.2 If the parties do not agree a Transfer Fee in accordance with 7.5.1 then the Client will be liable to pay a Transfer Fee calculated in accordance with clause 7.1.4 (b) above.

7.6 Introduction Fees where there has been an Introduction but no Supply resulting in an Engagement by a Third Party

7.6.1 In the event that there is an Introduction of a Temporary Worker to the Client which does not result in the supply of that Temporary Worker by the Employment Business to the Client, but the Temporary Worker is introduced by the Client to a third party which results in the Engagement of the Temporary Worker by the third party within 6 months from the date of Introduction the Client shall be liable, to an Introduction Fee calculated in accordance with clause 7.2.4 (b) above.

8. LIABILITY

8.1 Whilst every effort is made by the Employment Business to give satisfaction to the Client by ensuring reasonable standards of skills, integrity and reliability from Temporary Workers and further to provide them in accordance with the Client’s booking details, the Employment Business is not liable for any loss, expense, damage or delay arising from any failure to provide any Temporary Worker for all or part of the period of booking or from the negligence, dishonesty, misconduct or lack of skill of the Temporary Worker. For the avoidance of doubt, the Employment Business does not exclude liability for death or personal injury arising from its own negligence.

8.2 Temporary Workers supplied by the Employment Business are engaged under contracts for services. They are not the employees of the Employment Business but are deemed to be under the supervision, direction and control of the Client from the time they report to take up duties and for the duration of the Assignment. The Client agrees to be responsible for all acts, errors or omissions of the Temporary Worker, whether wilful, negligent or otherwise as though the Temporary Worker was on the payroll of the Client. The Client will also comply in all respects with all statutes including, for the avoidance of doubt, the Working Time Regulations, Health and Safety At Work Act etc, by-laws, codes of practice and legal requirements to which the Client is ordinarily subject in respect of the Client’s own staff (excluding the matters specifically mentioned in Clause 6 above), including in particular the provision of adequate Employer’s and Public Liability Insurance cover for the Temporary Worker during all Assignments.

8.3 The Client shall advise the Employment Business of any special health and safety matters about which the Employment Business is required to inform the Temporary Worker and about any requirements imposed by law or by any professional body, which must be satisfied if the Temporary Worker is to fill the Assignment. The Client will assist the Employment Business in complying with the Employment Business’ duties under the Working Time Regulations by supplying any relevant information about the Assignment requested by the Employment Business and the Client will not do anything to cause the Employment Business to be in breach of its obligations under these Regulations. Where the Client requires or may require the services of a Temporary Worker for more than 48 hours in any week, the Client must notify the Employment Business of this requirement before the commencement of that week.

8.4 The Client undertakes that it knows of no reason why it would be detrimental to the interests of the Temporary Worker for the Temporary Worker to fill the Assignment.

8.5 The Client undertakes not to request the supply of a Temporary Worker to perform the duties normally performed by a worker who is taking part in official industrial action or duties normally performed someone who has been transferred by the Client to perform the duties of the person on strike or taking official industrial action.

8.6 The Client shall indemnify and keep indemnified the Employment Business against any costs, claims or liabilities incurred by the Employment Business arising out of any Assignment or arising out of any non-compliance with clauses 8.2, 8.3 and 8.5 and/or as a result of any breach of these Terms by the Client.

9. SPECIAL SITUATIONS

9.1 Where the Temporary Worker is required by law, or any professional body to have any qualifications or authorisations to work on the Assignment or the Assignment involves caring for or attending one or more persons under the age of eighteen or any person who by reason of age, infirmity or who is otherwise in need of care or attention, the Employment Business will take all reasonably practicable steps to obtain and offer to provide to the Client:

 Copies of any relevant qualifications or authorisations of the Temporary Worker, and
 Two references from persons not related to the Temporary Worker who have agreed that the references they provide may be disclosed to the Client and has taken all reasonably practicable steps to confirm that the Temporary Worker is suitable for the Assignment. If the Employment Business is unable to do any of the above it shall inform the Client of the steps it has taken to obtain this information in any event.

10. TERMINATION

10.1 The Client undertakes to supervise the Temporary Worker sufficiently to ensure the Client’s satisfaction with the Temporary Worker’s standards of workmanship. If the Client reasonably considers that the services of the Temporary Worker are unsatisfactory, the Client may terminate the Assignment either by instructing the Temporary Worker to leave the Assignment immediately, or by directing the Employment Business to remove the Temporary Worker. The Employment Business may, in such circumstances, reduce or cancel the charges for the time worked by that Temporary Worker, provided that the Assignment terminates: –

a) Within four hours of the Temporary Worker commencing the Assignment where the booking is for more than seven hours; or

b) Within two hours for bookings of seven hours or less;

And also provided that notification of the unsuitability of the Temporary Worker is confirmed in writing to the Employment Business within 48 hours of the termination of the Assignment.

10.2 Any of the Client, the Employment Business or the Temporary Worker may terminate an Assignment at any time without prior notice and without liability.

10.3 The Client shall notify the Employment Business immediately and without delay and in any event within 4 hours if the Temporary Worker fails to attend work or notifies the Client that the Temporary Worker is unable to attend work for any reason.

10.4 The Employment Business shall notify the Client immediately if it receives or otherwise obtains information which gives it reasonable grounds to believe that a Temporary Worker supplied to the Client is unsuitable for the Assignment and shall be entitled to terminate the Assignment forthwith by notice in writing without prior notice and without liability.

11. LAW

11.1 These Terms are governed by the law of England & Wales and are subject to the exclusive jurisdiction of the Courts of England & Wales.

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