BACKGROUND CHECKS AND RIGHT-TO-WORK VERIFICATION
This section outlines the Employee’s responsibilities when handling personal data or sensitive information while delivering IT and cybersecurity services.
During the course of employment, the Employee may process or access personal data belonging to clients, employees, or third parties.
The Employee must ensure that all personal data is processed lawfully, securely, and only for authorised business purposes.
Employees must comply with applicable data protection legislation including:
- The UK General Data Protection Regulation
- The Data Protection Act 2018
Employees must:
- Only access data necessary for assigned tasks
- Protect personal data from unauthorised disclosure
- Avoid copying or transferring personal data unnecessarily
- Immediately report any suspected data breach
Failure to comply with data protection requirements may result in disciplinary action and could expose the company to regulatory penalties.
CLIENT SITE CONDUCT AND ACCESS RULES
This section explains the professional standards and behavioural expectations when employees are working at client locations.
When attending client premises, the Employee must adhere to all client policies, including:
- Security procedures
- Visitor policies
- Health and safety rules
- Access restrictions
Employees must:
- Sign in where required
- Wear identification badges where applicable
- Follow instructions provided by client representatives
- Respect client property and workplace environments
Employees must not:
- Access systems without permission
- Use client equipment for personal purposes
- Disclose confidential information observed at client locations
Any violation of client policies may result in removal from the site and disciplinary action.
TRAVEL AND INTERNATIONAL WORK POLICY
This section explains travel requirements for assignments across the United Kingdom and Europe.
The Employee acknowledges that the company may provide services across multiple locations including:
- The United Kingdom
- European service regions
- Remote support environments
Employees may occasionally be required to travel to client sites located outside their immediate area.
Travel assignments may include:
- Regional travel within the United Kingdom
- Travel to European locations where the company operates
- Remote project support
Where international travel is required, the Employee must ensure that they have:
- A valid passport
- Any required travel documentation
- Compliance with applicable visa or entry requirements
The Employer will provide reasonable notice where possible for travel assignments.
Travel expenses may be reimbursed in accordance with the company’s expense policy.
RECORD KEEPING AND DOCUMENTATION REQUIREMENTS
This section explains the importance of maintaining accurate service documentation for operational and compliance purposes.
Employees must maintain accurate records for all work performed including:
- Service tickets
- Job completion reports
- System updates
- Client communications
- Technical documentation
All records must be submitted through the company’s Employee Portal or service management system.
Accurate documentation is essential for:
- Client service records
- Billing processes
- Technical troubleshooting
- Regulatory compliance
Failure to maintain accurate documentation may result in delays in payment or disciplinary action.
DISCIPLINARY PROCEDURES
This section explains the process the company may follow if an employee breaches company policies or fails to meet expected standards.
Where concerns arise regarding the Employee’s conduct or performance, the Employer may initiate disciplinary procedures.
Disciplinary actions may include:
- Informal warnings
- Formal written warnings
- Performance improvement plans
- Suspension of work assignments
- Termination of employment
The Employer will follow fair procedures in accordance with UK employment practices.
Serious misconduct may result in summary dismissal without notice.
Examples of serious misconduct may include:
- Theft or fraud
- Data breaches
- Security violations
- Unauthorised access to systems
- Harassment or abusive behaviour
EQUAL OPPORTUNITIES AND NON-DISCRIMINATION
This section confirms the company’s commitment to fair and equal treatment in the workplace.
The Employer is committed to providing a workplace that is free from discrimination, harassment, and unfair treatment.
Employment decisions will not be based on:
- Gender
- Race or ethnicity
- Religion or belief
- Disability
- Sexual orientation
- Age
These protections align with the principles set out under the Equality Act 2010.
Employees are expected to treat colleagues, clients, and third parties with respect and professionalism.
Any incidents of harassment or discrimination should be reported to management.
CONTRACT VARIATION
This section explains how the employment contract may be amended in the future.
The Employer reserves the right to update or modify company policies and operational procedures where necessary.
Any significant changes to employment terms will be communicated to the Employee in writing.
Minor operational changes may be implemented as part of normal business operations.
IT SECURITY INCIDENT REPORTING POLICY
This section explains the Employee’s responsibility to immediately report cybersecurity incidents, system vulnerabilities, or suspected security threats affecting company or client systems.
Due to the nature of Managed IT and Cybersecurity services, the Employee may encounter situations involving security vulnerabilities, system compromises, or suspected cyber threats.
The Employee must immediately report any suspected or confirmed security incident to the company’s management or designated security team.
Examples of reportable incidents include:
- Suspicious system activity
- Malware infections
- Unauthorised system access
- Data breaches or data loss
- Compromised credentials or passwords
- Ransomware or phishing attempts
- Misconfigured security controls
Employees must not attempt to conceal, ignore, or delay reporting any potential security risk.
Prompt reporting is essential to allow the company to implement appropriate response measures and protect affected systems.
Failure to report a security incident may result in disciplinary action and may expose the company and its clients to serious operational and legal risks.
CYBER LIABILITY AND PROFESSIONAL RESPONSIBILITY
This section outlines the Employee’s professional responsibility when working with critical IT infrastructure and sensitive client systems.
The Employee acknowledges that the services provided by the company may involve access to critical IT infrastructure, sensitive data, and cybersecurity systems.
Employees must perform all work with reasonable care, professional diligence, and in accordance with recognised industry standards.
Employees must follow:
- Company operational procedures
- Security best practices
- Client system access rules
- Technical implementation guidelines
Where errors occur, the Employee must promptly notify management and assist in resolving the issue.
Employees must not intentionally modify, disable, or bypass security controls without proper authorisation.
The Employee acknowledges that negligent or reckless behaviour may expose the company to operational risks or financial damages.
TRAINING AND PROFESSIONAL DEVELOPMENT
This section outlines the company’s commitment to technical training and the Employee’s responsibility to complete required courses and certifications.
To maintain high professional standards, the Employee may be required to complete technical training and professional development programs.
Training may include areas such as:
- Cybersecurity awareness
- Data protection compliance
- IT infrastructure management
- Network security
- Client service procedures
- Health and safety compliance
Employees may also be assigned specialised training courses through the company’s partner training organisations including:
DC Global Academy
or other authorised certification providers.
Training programs may include preparation for recognised industry certifications.
Where certification exams require a fee, the company may provide a voucher code to cover the initial examination cost.
If the Employee fails the certification examination, the Employee may be required to pay for subsequent exam attempts at their own expense until the certification is successfully completed.
Where certain technical roles require completion of a specific certification or course:
- The Employee will not be assigned to such work until the training has been successfully completed.
- The Employee must demonstrate the necessary knowledge and competence before performing specialised tasks.
Employees are expected to actively participate in professional development activities to maintain their technical skills and knowledge.
USE OF PERSONAL DEVICES (BYOD POLICY)
This section explains the rules for using personal devices when accessing company or client systems.
Employees may occasionally use personal devices such as laptops or mobile phones to access company systems.
Where personal devices are used for work purposes, they must comply with company security standards including:
- Updated operating systems
- Secure passwords or biometric authentication
- Anti-malware protection
- Secure internet connections
Employees must not store sensitive client information on personal devices unless authorised by the company.
If a personal device used for work purposes is lost, stolen, or compromised, the Employee must immediately notify management.
The company may require additional security software to be installed on personal devices used for work.
SOCIAL MEDIA AND PUBLIC COMMUNICATIONS
This section explains the Employee’s responsibilities when discussing the company, clients, or work activities in public forums or on social media.
Employees must act responsibly when using social media or public communication platforms.
Employees must not disclose confidential information relating to:
- Company operations
- Client systems
- Technical infrastructure
- Security procedures
- Business strategies
Employees must not publish photographs or information from client locations without explicit permission.
Employees must avoid making public statements that could harm the reputation of the company or its clients.
Only authorised representatives may communicate with the media or make official public statements on behalf of the company.
SECURITY POLICY
Due to the nature of the services provided by the Employer, strict security standards must be followed at all times.
The Employer operates within a technology environment involving sensitive information, client systems, and confidential infrastructure.
Employees must comply with all internal security policies and with relevant legislation including:
- UK GDPR
- Data Protection Act 2018
- Network and Information Systems Regulations where applicable
- Client contractual security obligations
Employee Security Responsibilities
Employees must:
- Protect all client and company data from unauthorised access
- Use only approved software and security tools
- Follow company cybersecurity procedures
- Use secure authentication methods
- Protect passwords and credentials
- Lock systems when unattended
- Ensure devices are protected from theft or misuse
- Report suspicious activity immediately
Employees must not:
- Share login credentials
- Install unauthorised software
- Access systems without proper permission
- Remove company data from authorised systems
- Transfer client data to personal devices
Security Incident Reporting
Any suspected security incident must be reported immediately to management or the security team.
Examples include:
- Unauthorised system access
- Lost or stolen devices
- Malware infections
- Suspicious emails or phishing attempts
- Client data exposure
Failure to report security incidents may result in disciplinary action.
Security Clearance
Certain projects or assignments may require security clearance or background verification depending on client requirements.
The Employee agrees to cooperate with any security vetting processes required for specific projects.
Failure to meet security clearance requirements may limit assignment eligibility or termination.
The Employee acknowledges that during employment they may gain access to confidential information relating to:
- Client networks and systems
- Cybersecurity infrastructure
- Technical documentation
- Business processes
- Company intellectual property
- Customer personal data
The Employee agrees to maintain strict confidentiality regarding all such information.
Confidential information includes but is not limited to:
- Passwords and authentication credentials
- Network diagrams
- Server configurations
- Security policies
- Client databases
- Financial or operational records
- Software systems and internal tools
Employees must not disclose confidential information to any third party without prior written consent from the Employer.
This obligation applies during employment and continues indefinitely after employment ends.
Any breach of confidentiality may result in disciplinary action, termination, and possible legal action.
The Employer is committed to maintaining a safe and healthy working environment in accordance with:
- Health and Safety at Work etc. Act 1974
- Relevant workplace safety regulations
Employees must comply with all company health and safety policies.
Employee Responsibilities
Employees must:
- Take reasonable care for their own health and safety
- Follow safety procedures while working on equipment
- Use tools and equipment correctly
- Wear protective equipment where required
- Follow safety rules at client locations
Field Work Safety
When performing on-site technical work, employees must:
- Follow electrical safety procedures
- Ensure safe handling of equipment
- Avoid working on live electrical systems unless qualified
- Maintain a safe working area
- Avoid actions that may cause injury or damage
Incident Reporting
Employees must immediately report:
- Workplace injuries
- Unsafe conditions
- Equipment hazards
- Client site safety concerns
Failure to follow health and safety procedures may result in disciplinary action.
Employees must notify management as soon as reasonably possible if they are unable to attend scheduled work due to illness or other legitimate reasons.
Notification should be provided:
As soon as possible before the scheduled assignment
Through the employee portal, phone call, or email
Employees may be required to provide medical documentation where absence exceeds statutory thresholds.
Eligibility for sick pay will follow statutory regulations under UK law.
Employees must avoid accepting assignments while unfit for work if doing so could compromise safety or service quality.
Repeated unexplained absence or misuse of sick leave may result in disciplinary action.
All intellectual property created or developed by the Employee during employment remains the property of the Employer.
This includes but is not limited to:
- Technical documentation
- Software scripts
- Automation tools
- System configurations
- Cybersecurity procedures
- Technical solutions
- Training materials
Any work created during employment which relates to the business activities of the Employer shall automatically become the property of the Employer.
Employees must not use or distribute company intellectual property without written permission.
This obligation continues after employment ends.
Employees are expected to comply with all company policies, procedures, and professional standards.
Failure to comply may result in disciplinary action which may include:
- Verbal warning
- Written warning
- Suspension
- Termination of employment
Serious misconduct may lead to immediate termination without notice.
Examples of serious misconduct include:
- Security breaches
- Fraud or theft
- Unauthorised access to systems
- Harassment or discrimination
- Gross negligence
END OF EMPLOYMENT OBLIGATIONS
This section explains the Employee’s responsibilities when employment ends.
Upon termination of employment, the Employee must immediately return all company property including:
- Laptops and equipment
- Security tokens or authentication devices
- Identification badges
- Company documents
- Software licenses
Employees must also:
- Remove company data from personal devices
- Return any confidential information in their possession
- Assist with the transition of ongoing client work where required
Employees must not retain copies of confidential information after employment ends.
GOVERNING LAW
Some description about this sectionThis section confirms which legal system governs the employment contract.
This Employment Contract shall be governed by and interpreted in accordance with the laws of England and Wales.
Any disputes arising from this agreement shall fall under the jurisdiction of the courts of England and Wales.
The contract is intended to comply with relevant UK employment legislation including:
- The Employment Rights Act 1996
- The Equality Act 2010
- The UK General Data Protection Regulation
- The Data Protection Act 2018
Where employees perform assignments in other European jurisdictions, local laws and regulations may also apply where required.
