Job Shop Code of Practice
The Newcastle University Union Society Student Job Shop is a Student Employment Service acting as an information exchange rather than an Employment Agency. Its aim is to help employers with part time and temporary vacancies make contact with appropriate students who are looking for work.
The Job Shop will not enter into any contracts with students or employers. Instead all contracts are to be agreed directly between employer and student. As such, the role of the Job Shop might best be understood as being similar to a Job Centre rather than a commercial employment agency. The Job Shop will advertise employers' vacancies but students are required to reply to these adverts directly. The Job Shop will not be involved in advising either students or employers on the other's suitability.
The Job Shop and The Students
• The Job Shop will endeavour to assist employers in locating suitable student employees by placing an advertisement for the vacancy on a noticeboard and website where it can be accessed by students registered with the Job Shop.
• The Job Shop reserves the right not to advertise an employer's vacancy.
• The employer must make clear the nature of the work offered, and specify clearly any skills required, the proposed wages and other terms. If they are able, the employer should also state the number and distribution of hours to be worked and the date that the employment will end.
• It is the responsibility of the employer to let all candidates know the result of an application as soon as possible, and to inform the Job Shop when the post has been filled.
• The employer should be aware of students' study obligations and not ask them to work in excess of 16 hours per week, except during vacation periods or other periods when a student does not have the usual pressure of study.
• It is the duty of the employer to meet all the statutory legal requirements with regard to students employed via the Job Shop. In particular the employer is reminded of the following requirements:
payment of National Insurance contribution, tax or where appropriate, submission of "Declaration of Income forms P38(s) to the Inland Revenue.
adherence to health and safety regulations
provision of adequate insurance
compliance with legislation against discrimination in employment on basis of gender, ethnic origin, disability, age, etc.
provision of a written statement of particulars of employment
• The Job Shop reserves the right to refuse advertising any vacancy which does not meet National Minimum Wage. We do not advertise "Commission Only" positions that do not guarantee to meet NMW, or genuine self-employment opportunities.
• The Job Shop may choose not to handle a vacancy if an employer wishes to recruit students in order to replace employees with whom the employer is in industrial dispute. In the event of the Job Shop choosing to advertise such a vacancy, full information will be made available to the students interested in applying.
• The employer shall satisfy itself as to the suitability of any employee and shall be responsible for taking up any references provided by the employee before engaging the student. It will be the employer's responsibility to ensure that the student is suitably qualified and not prevented from working for any legal, medical or other reason. The Job Shop accepts no liability for the acts or omissions of any student during their employment.
• If an employer finds that a student recruited via the Job Shop does not fulfil reasonable expectations, bearing in mind the job specification notified, the Job Shop will re-advertise the vacancy and endeavour to put forward a replacement, if requested by the employer.
• The Job Shop has some students registered with its Service who are under 18 years of age, therefore all employers must clarify for themselves upon recruitment, the age of each applicant for themselves and whether the students are legally allowed to undertake all of the duties required of their post.
Whilst the Job Shop has the discretion to take action against any party breaching any of the issues outlined above in any event, access to its services will be withdrawn from any person or organisation breaching this Code of Practice.
These proposals are without prejudice to legal obligations which may operate in respect of these matters under Acts of Parliament or governmental regulations relating to race relations, employment protection, sex discrimination etc. It is strongly recommended that good equal opportunities practice be extended into areas not covered by law.
Download an Employers Code of Practice sheet to sign and return (for potential employers)
Please Ensure That You Are Familiar With Your Responsibilities Under The Code Of Practice
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