The Employment Policy page
, Careers page
and the Salaries page
cover key elements of eligibility and remuneration. They don't however highlight the benefits that are offered to
every member of staff and all new vacancies will be subject to these. Ultimately it is your offer letter of employment,
subsequent contract and Employee Handbook that counts and we reserve the right to alter these as we see fit without notice
It is the industrial norm to perhaps skew benefits to the Board members, senior executives and sales
resources and dilute these progressively (some aggressively) to all other staff to the bare minimum for those on the lower
We take a dim view of this as in an organisation those roles in the lower bands are just as important
in many respects as those other organisations wish to highly reward. We offer the same core benefits to ALL staff irrespective
of grade. We believe in rewarding all highly for success and only success. The core belief is that we all benefit from the
success not just a select few.
Annual Appraisals - in January each year - drive the two bonus schemes
available. All staff get the first scheme of performance-related bonus which is between 0% and 10% of gross salary before
Tax and NI paid in the end of March Salary run. The second scheme is a profit-share limited to a maximum of 10% of gross salary
before Tax and NI, and all staff are eligible for this if the Company's performance is there and they were employed since
the 1st March - our year end is 31st August and the accounts will be ratified in time for this to be paid at the end of November
Weekly Development - Half a day a week will be paid for your personal development and whilst not
compulsory it is encouraged to do this on-site and make use of the on-site facilities. A small bursary of £500 is made
available to each employee annually to enable the best possible outcome of this personal development. This is not in lieu
of other training but complementary to allow all employees to have the opportunity to better themselves (legally).
Sponsored Study - by application. We actively encourage all staff to undertake personal development in germane areas
of interest. We set an annual budget aside for this training and subject firstly to personal development plans and appraisals,
this allocation additionally covers staff to make open and committed application(s) for further sponsorship for such study
in their own time as is reasonable, applicable and affordable.
Employee Membership - the Company will negotiate
from time to time with several key institutions to develop Corporate Membership / Partnership arrangements that have
as a by-product staff discounts in their shops, cafes and facilities along with reduced or even free entrance to the institution's
attractions. Each staff member will be able to book such events or apply internally for such staff membership card(s). A
key part of these negotiations will be that staff may be able to volunteer with the institutions on an exchange programme
and as these develop all staff will be advised.
Creche/Academy - we are currently designing into the AREA17
site the ability for working parents to have access to a secured creche/pre-school, academy and after school club capable
of handling some 120 children. This will be made available at reduced rates that will be highly competitive.
- we value health and wellbeing in all our staff and as such we will offer all staff the ability to sign up to and contribute
towards a private health plan for themselves and their immediate family. Staff may use the gym on a first-come first-served
basis and likewise the pool when it is set for the shallow use position (which should be most non-office hours). Annual free
medicals will be undertaken by the on-site medical team along with eye testing as previously covered.
- surely not a benefit! Well we believe so we have seen so many companies tie themselves in knots promoting people into roles
in recognition for achievement and then finding the employee is far from doing what they are really good at. With that in
mind we promote in post and advancement from one salary band to another 'in post' is possible and is a key part of
our appraisal and advancement process. As are career progression into new areas, roles and responsibilities within the
See our pages for all the details of our Employee Benefits grouped into:
Please contact us
for more information on this or refer to our Company Handbook as some of these benefits are subject to terms.