AWR Checklist

• Do you know what the AWR means to YOU? Here is a checklist of questions which you need to ask:

Pay and benefits

1. Do you believe that you have employed workers that carry out comparable jobs with those carried out by temporary agency workers, either at the same or different locations?

2. Do you operate formal pay bands?

2a. If yes, are they based on experience and seniority? (Please set out in full per job description in ascending order from entry level)

3. What are the current overtime rates being offered to employed workers?

4. What bonus payments and commissions are currently offered to employed workers?

5. Are bonuses linked to performance/pick rate?

Holidays

5. How many days holiday are your employed workers entitled to?

6. Does holiday entitlement increase with seniority?

6a. If yes, what is the qualification based on?

Collective facilities and permanent employment opportunities

7. What collective facilities are currently open to your employed workforce?

8. Are any of these facilities currently available to temporary agency workers?

9. Could you objectively justify why you would not want to offer these collective facilities to temporary agency workers?

10. How do you advertise internal vacancies?

11. Have you considered how you will make temporary agency workers aware of internal vacancies with effect from 1 October 2011 if not before?

Maternity Rights for temporary agency workers

12. If a pregnant temporary agency worker’s assignment is terminated, will the agency be able to source suitable alternative work with you?

13. Are there any health and safety issues at your locations which may pose particular concern to pregnant temporary agency workers and which may mean their assignments must be terminated.

Complaints

14. Do you have any mechanism in place at your locations to deal with complaints from temporary agency workers over and above procedures set out in existing SLA’s?

15. Have you recognised one or more trade unions?

General

14. Do you use a managed service contractor who supervises and directs the use of temporary agency workers either on their premises or your own?

16. Have you considered the use of temporary labour only in relation to certain job roles?

16a. If yes which job roles do you have no comparable employed workers?

17. Would you consider transferring existing employed supervisory staff to an existing or newly formed managed service contractor?

18. Have you appointed a specific individual/department to be responsible for implementation of the AWR?