Written Statement of Employment

_________________________________________________________________________________
Name of employer: Making Community Work & Grow (MCWG)

_________________________________________________________________________________
Name of employee: Rachid Choaibi
Address: 20 Dart Street
London
W10 4JS

Job title: Community Engagement Officer & Fund Raiser

_________________________________________________________________________________

1. Contract of employment
 Your employment with Making Community Work & Grow (MCWG) began on 15th March 2019.
 Your employment contract is permanent
 Your employment will include a three (3) months Probationary Period and MCWG reserves the right to extend
the probationary period at its sole discretion. During or at the end of the period of probation or any extension
thereof, employment may be terminated at any time by either party giving to the other party one-week (1)
notice without assigning any reasons whatsoever. Confirmation shall depend upon satisfactory review of your
performance, conduct and aptitude during the probation period

2. Job description - Main Duties and Responsibilities:

 Lead on fundraising and ensure there is a constant revenue through timely fundraising and developing a
strategy to form new streams of revenue. This includes fundraising, monitoring and applying for grants
and donations.
 Provide administrative support to the chairman and board of trustees.
 Communicate effectively with all stakeholders and provide updates often to the relevant stakeholders
regarding budgeting, finance, administration, marketing and operations.
 Provide a report and be present at monthly meetings with the board of trustees.
 Oversee all application and reporting deadlines.
 Maintain and update charity’s contact database.
 Responsible for the overall finance of the organisation and ensuring there is a long-term strategy in
place. Budgeting, invoices, payroll and expenditure management.
 Provide operational support to the Al Amana school and the school staff.
 Be present at events to greet and orientate guests, including potential funders and local dignitaries (e.g.
Mayor of RBKC etc and others).
 Lead on Health and Safety both within the office and for events.
 To oversee the day-to-day operations at MCWG Centre.
 To manage the Centre in accordance with the parameters of and under the direction set by the Trustees.
 To promote the use of the Centre by, amongst other things, maintaining the Centre’s website and maximising
marketing/publicity opportunities.
 To develop services and facilities in accordance with the aims MCWG Strategic Plan.

Making Communities Work & Grow, 19 Golborne Road, North Kensington, London W10 5NY
Tel: 020 8969 0722 | Web: www.mcwg.org.uk | Email: info@mcwg.org.uk
Registration Number: 1045064
 To encourage local services and activities to be run from the Centre, for example Youth sessions, social
events, advice services and annual general meetings.
 To set appropriate hire charges and terms and conditions of hire in consultation with the Trustees
 To ensure the Centre has an up to date User Induction Pack and procedures for using the Centre.
 To liaise with all staff and users to ensure the smooth running of the Centre and its activities.
 To ensure, that the building is suitably maintained through the day to day repairs, maintenance programmes
and external service contracts.
 To be responsible for health and safety in the building including, in conjunction with the trustees, the review
and updating of policies and procedures.
 To develop and implement constructive working relationships with user groups and volunteers so as to
enhance the services provided and to deliver improvements to the Centre.
 Manage changes and improvements in consultation with the Trustees
 Ensure that enquiries are dealt with responsibly and within timescales.
 Manage the Centre operational staff and volunteers, including motivating teams to deliver emerging
objectives, ensuring coaching, appraisal and systems are developed and adhered to.
 Monitoring, Evaluating and Reporting,
 Manage the monitoring of workshops, training, volunteering and Young people’s progression
 Work closely with the external evaluators of the programme
 Manage the Programme budget, with full risk control management
 Communicate risks, issues and concerns relating to the programme’s finances immediately to Trustees
Welcoming users into the buildings, ensuring everything is running smoothly and supporting users engaging
with the activities
 Leading on the development and delivery of specific projects across MCWG.
 Having conversations with users, identifying issues affecting them and how their needs can be met
 Ensuring that all projects are properly documented, are delivered within budget and that work is evaluated and
reported in accordance with contractual and funding commitments
 Keeping registers, writing evaluation reports and inputting data into our management information system
 Leading in the management of outreach activities, both independently and in partnership with other local
services
 Developing and maintaining strong community relationships with external stakeholders i.e. schools and
colleges, and developing relationships with youth networks in Kensington and Chelsea
 Staying informed on legislation, local and national issues, and best practice
 Ensuring child protection procedures are followed and that the safeguarding of young people is paramount
 Carry out all duties in accordance with MCWG’s policies on Health and Safety, Child Protection and Data
Protection, and with relevant legislation
 Any other duties appropriate to the post as directed by MCWG trustees

Making Communities Work & Grow, 19 Golborne Road, North Kensington, London W10 5NY
Tel: 020 8969 0722 | Web: www.mcwg.org.uk | Email: info@mcwg.org.uk
Registration Number: 1045064
3. Job location(s)
Your main place of work is: 19 Golborne Road, North Kensington, London W10 5NY

4. Working overseas
You may be expected to work overseas.

5. Pay
Your rate of pay is £35,000 gross per year
The basic pay is to be paid monthly 

6. Hours of work
You are employed to work Full Time.
Your normal working hours will be 37.5 hours per week, excluding lunch breaks.
You will work on the following days: Monday to Sunday.
You will regularly be required to work weekends

7. Holidays
You are entitled to 28 days holiday per year.
This includes public holidays.
You will occasionally be required to work public holidays.
Your holiday year begins on 1st January.
Unused entitlement may not be carried forward to the next holiday year.

8. Sickness absence
If you cannot work because of illness, you must inform a Trustee of MCWG as early as possible on the first day and
each subsequent day when you are unable to work.
Self-certification is allowed for a maximum of 3 days after which a Doctor's Certificate must be provided.
You are not entitled to contractual sick pay. You may be entitled to statutory sick pay.

9. Pension scheme
You will be automatically enrolled into NEST pension scheme. NEST is a straightforward pension scheme that gives
you one retirement pot for life. If you’d like to know more about NEST you can visit their website at
www.nestpensions.org.uk. Once you’ve been enrolled you’ll be able to activate an online account that lets you take
control of your retirement pot.

10. Collective agreements with trade unions

There are no collective agreements with trade unions or other employee groups affecting this employment.

11. Ending the employment

This employment is subject to each party's right to terminate in accordance with the terms of this statement.
If you want to leave this employment, you must give us minimum notice;
The notice period is:
 One month if your period of continuous employment is longer than one month but shorter than two years
 One week for each year of continuous employment up to a maximum of 12 weeks
Making Communities Work & Grow, 19 Golborne Road, North Kensington, London W10 5NY
Tel: 020 8969 0722 | Web: www.mcwg.org.uk | Email: info@mcwg.org.uk
Registration Number: 1045064
We must give you minimum statutory notice if we want to end this employment.

12. Disciplinary procedure

It is Company policy that the following procedure should be followed when an employee is being disciplined or
dismissed. The procedure provides that in normal cases a series of warnings will be given before discipline or
dismissal is contemplated. The stages of the procedure that apply when discipline or dismissal is being contemplated
comply with the statutory dismissal and grievance procedures.
Matters which may be dealt with under this disciplinary and dismissal procedure include discipline and dismissal for
the following reasons:
 misconduct
 sub-standard performance
 harassment or victimisation
 misuse of company facilities including computer facilities (e.g. e-mail and the Internet)
 poor timekeeping
 unauthorised absences
Minor cases of misconduct and most cases of poor performance may be dealt with by informal advice, coaching and
counselling. An informal oral warning may be given, which does not count as part of the formal (or statutory)
disciplinary procedure. No formal record of this type of warning will be kept.
If there is no improvement or the matter is serious enough, you will be invited to a disciplinary meeting at which the
matter can be properly discussed. You will be allowed to bring a work colleague or Trade Union representative to the
meeting. The outcome of the meeting will be communicated to you. There are the following possible outcomes:

Oral warning
In the case of minor infringements, you may be given a formal oral warning. A note of the oral warning will be kept on
your file but will be disregarded for disciplinary purposes after a period of six months. You have the right to appeal
against a formal oral warning.

Written warning
If the infringement is more serious or there is no improvement in conduct after a formal oral warning you will be given
a formal written warning giving details of the complaint, the improvement or change in behaviour required, the
timescale allowed for this, the right of appeal and the fact that a final written warning may be given if there is no
sustained satisfactory improvement or change. A copy of the written warning will be kept on file but will be disregarded
for disciplinary purposes after a period of 12 months.

Final written warning

Where there is a failure to improve or change behaviour during the currency of a prior formal written warning, or where
the infringement is sufficiently serious, you may be given a final written warning. This will give details of the complaint,
warn that failure to improve will lead to dismissal and refer to the right of appeal. The final written warning will be kept
on file but will normally be disregarded for disciplinary purposes after a period of 12 months.

Dismissal
If your conduct or performance still fails to improve the final step will be to contemplate dismissal. If your employer is
contemplating dismissing, you he must follow the "Standard Disciplinary and Dismissal Procedure" which is a statutory
requirement. Failure to do so will usually result in a finding of automatically unfair dismissal.

The Standard Disciplinary and Dismissal Procedure

Step 1: Employer gives employee a written statement and calls a hearing

Making Communities Work & Grow, 19 Golborne Road, North Kensington, London W10 5NY
Tel: 020 8969 0722 | Web: www.mcwg.org.uk | Email: info@mcwg.org.uk
Registration Number: 1045064
The employer will set out in writing your alleged conduct, characteristics or other circumstances which lead him/her to
contemplate dismissing or taking disciplinary action against you. The employer will inform you, in the written statement
of the basis on which he has made the allegations against you. If possible, the employer will provide you with copies
of any relevant evidence against you. The employer will invite you to a hearing to discuss the matter.

Step 2: Meeting is held, and employer informs employee of the outcome

The meeting will take place before any action, other than suspension on full pay, is taken. The meeting will be held
without undue delay but only when you have had a reasonable opportunity to consider your response to the
employer's written statement and any further verbal explanation the employer has provided. You must take all
reasonable steps to attend the meeting.
After the meeting the employer will inform you of his/her decision and notify you of your right to appeal against the
decision if you are not satisfied with it. You must appeal to complete the statutory procedure.

Step 3: Appeal against the disciplinary decision if necessary

If you wish to appeal you must inform Ahmed Ghazoini in writing within a reasonable time. If you do this the employer
will invite you to attend a further meeting. You must take all reasonable steps to attend the meeting. If practicable a
more senior manager not previously involved in the disciplinary procedure will hear the appeal. The appeal hearing
may take place before or after dismissal or disciplinary action has taken effect. After the appeal hearing the employer
will inform you of his/her final decision and will confirm it in writing as soon as practicable.

Gross misconduct
If after investigation it is confirmed that you have committed one of the following offences (the list is not exhaustive),
you will normally be dismissed:
 theft
 fraud and deliberate falsification of records
 physical violence
 serious bullying or harassment
 deliberate damage to property
 serious insubordination
 misuse of an organisation's property or name
 bringing the employer into serious disrepute
 serious incapability whilst on duty brought on by alcohol or illegal drugs
 serious negligence which causes or might cause unacceptable loss, damage or injury
 serious infringement of health and safety rules
 serious breach of confidence (subject to the Public Interest (Disclosure) Act 1998).
While the alleged gross misconduct is being investigated, you may be suspended, during which time you will be paid.
Any decision to dismiss will be taken by your employer only after a full investigation.
The Standard Disciplinary and Dismissal Procedure applies to dismissals for gross misconduct.

Modified Dismissal Procedure

In a few cases of gross misconduct, the employer may be justified in dismissing immediately without conducting an
investigation. In these cases, a two-step "Modified Dismissal Procedure" will be followed, otherwise the dismissal will
be automatically unfair.

Step 1: Employer gives written statement

Making Communities Work & Grow, 19 Golborne Road, North Kensington, London W10 5NY
Tel: 020 8969 0722 | Web: www.mcwg.org.uk | Email: info@mcwg.org.uk
Registration Number: 1045064
The employer must give you a written statement setting out the conduct that has resulted in the dismissal and
informing you of the right to appeal against the decision to dismiss. You must appeal to complete the statutory
procedure.

Step 2: Appeal against the disciplinary decision

If you wish to appeal you must inform Ahmed Ghazoini. A meeting must be held (in accordance with the general
principles set out above). The employer must inform you of his decision following the meeting.

General Principles
The following principles apply to the Standard Dismissal and Disciplinary Procedure and the Modified Dismissal
Procedure set out above:
1. The Trustees if MCWG have the authority to discipline you in accordance with this procedure.
2. You have the right to be accompanied to any meeting by a Trade Union representative or a fellow employee.
3. Each step in the procedure will be taken without unreasonable delay and hearings will be held at reasonable
times and locations.
4. Meetings will be conducted in a manner that enables both employer and employee to explain their cases.
5. Records will be kept detailing the nature of any breach of disciplinary rules or unsatisfactory performance, your
defence or mitigation, the action taken and the reasons for it, whether an appeal was lodged, its outcome and
any subsequent developments. These records will be kept confidential.

13. Grievance procedure

It is Company policy to ensure that any employee with a grievance has access to a procedure, which can lead to a
speedy resolution of the grievance in a fair manner.
Most routine complaints and grievances are best resolved informally in discussion with your immediate line manager.
Where the grievance cannot be resolved informally it will be dealt with under the following procedure that complies
with the statutory standard three-step grievance procedure.

The Standard Grievance Procedure

Step 1: Employee gives written statement of grievance

You must put your grievance in a written statement of grievance and send a copy to the Trustees of MCWG. Where
the grievance is against the line manager the matter should be raised with a more senior manager if there is one.

Step 2: Meeting is held, and employer informs employee of the outcome

The employer will invite you to attend a meeting to discuss the grievance. The meeting will only take place once you
have informed the employer of the basis for the grievance you have set out in your written statement, and the
employer has had a reasonable opportunity to consider what response to make. You must take all reasonable steps to
attend the meeting.
After the meeting the employer must inform you of the decision taken in response to the grievance and notify you of
your right to appeal if you are not satisfied with the employer's decision. You must appeal to complete the statutory
procedure.

Step 3: Appeal if necessary

If you wish to appeal you must inform the employer. The employer will then invite you to attend another meeting. You
must take all reasonable steps to attend. If reasonably practicable, a more senior manager who has not been involved

Making Communities Work & Grow, 19 Golborne Road, North Kensington, London W10 5NY
Tel: 020 8969 0722 | Web: www.mcwg.org.uk | Email: info@mcwg.org.uk
Registration Number: 1045064
in the grievance procedure so far will deal with the appeal. After the meeting the employer must inform you of the
decision taken.

The Modified Grievance Procedure

The Modified Grievance Procedure will apply in relation to your grievance only if:
 you no longer work for the employer
 you have agreed with your employer in writing that it will apply
 you raised it before you left, but the standard procedure wasn't completed, or you didn't raise it until after you
left
There are two steps within the Modified Grievance Procedure:

Step 1: Employee gives written statement of grievance

You must put your grievance in a written statement and send a copy to the employer.

Step 2: Employer gives written response

The employer must write back to you giving his response to the points you have raised.

Principles Applicable to the Standard and Modified Grievance Procedure

1. Each step in the grievance procedure should be carried out without unreasonable delay. The times and
locations of meetings should be reasonable.
2. Meetings must be conducted in a way that allows both parties to explain their case.
3. Records should be kept detailing the nature of the grievance raised, the employer's response, any action taken
and the reasons for it. These records should be kept confidential.
4. You have the right to be accompanied to the hearing by a Trade Union representative or a fellow employee.
5. There are some cases in which the statutory procedure does not have to be followed or does not have to be
followed in full, for example where your grievance is about the fact the employer intends to dismiss you. In
these cases, the employer will not necessarily follow the statutory procedures set out above.

If you want to seek resolution of a grievance you must contact the Trustees of MCWG.
Right to an Injunction
I acknowledge and agree that if I breach or threaten to breach any of the terms of this agreement, Employer will
sustain irreparable harm and will be entitled to obtain an injunction to stop any breach or threatened breach of this
agreement.
Reasonableness
I acknowledge that the restrictions in this agreement are reasonable and necessary for the protection of Employer.
Survivability
This non-compete agreement shall be in full force and effect during the period of employment and for 6 months
following employment termination, notwithstanding the cause or reason for termination.
Entire Agreement
This is the entire agreement between the parties. It replaces and supersedes any and all oral agreements between the
parties, as well as any prior writings. This agreement binds and benefits the heirs, successors and assignees of the
parties.

Making Communities Work & Grow, 19 Golborne Road, North Kensington, London W10 5NY
Tel: 020 8969 0722 | Web: www.mcwg.org.uk | Email: info@mcwg.org.uk
Registration Number: 1045064
By your signature below you acknowledge that you have read and understand the foregoing Agreement, that you
agree to comply with all the terms of the Agreement, and that you have received a copy of the Agreement.

_______________________________________ _______________________
Signature of Employee Date

Making Communities Work & Grow, 19 Golborne Road, North Kensington, London W10 5NY
Tel: 020 8969 0722 | Web: www.mcwg.org.uk | Email: info@mcwg.org.uk
Registration Number: 1045064