Part-Time Driver/Labourer
| Posting date: | 03 October 2025 |
|---|---|
| Hours: | Part time |
| Closing date: | 02 November 2025 |
| Location: | Coventry, West Midlands |
| Remote working: | On-site only |
| Company: | Timber Yard Direct Ltd |
| Job type: | Temporary |
| Job reference: |
Summary
Here is an extensive description of the job role and expectations, as well as company policies.
Role: Part-Time Driver/Labourer
1. Job Title & Duties
You are employed as a Part-Time Driver/Labourer. Your duties include:
- Driving Company vehicles to deliver goods (where licensed and authorised).
- Loading and unloading materials safely.
- Labouring and manual handling.
- Yard duties, stock organisation, and cleaning.
- Supporting colleagues in the shop, yard, and office as required.
While this role focuses on deliveries and labouring, you will be expected to carry out all other duties as set out for Multi-Skilled Operatives.
The phrase 'that’s not my job' will not be accepted. All reasonable instructions must be followed.
If you hold a relevant licence or qualification, you must use it when required. Refusal will be treated as gross misconduct.
2. Place of Work
Your normal place of work is Timber Yard Direct Ltd, [address]. The Company may require you to work at other locations within a 30-mile radius.
3. Hours of Work
- Contracted for 2–3 days per week (normally between 17–25.5 hours), as agreed with management.
- Normal working day: 8:00am–5:00pm.
- Must clock in and out daily.
- Lateness or early leaving will be deducted from pay as follows:
* 1–15 minutes = 15 minutes deducted
* 16–30 minutes = 30 minutes deducted
* 31–45 minutes = 45 minutes deducted
* 46–60 minutes = 1 hour deducted
- Breaks:
* One paid 30-minute lunch break each day.
* Up to two 15-minute breaks may be permitted, but these are unpaid and discretionary.
4. Pay
- Pay is (begins at) the national minimum wage per month, pro-rata to your contracted hours, paid monthly in arrears to your bank account.
- Overtime may be required; rates at management’s discretion.
5. Probation
- 6-month probation.
- During and after probation, either party must give 1 month’s notice to terminate employment.
- The Company may extend probation if needed.
6. Holidays
- Pro-rata entitlement to 28 days holiday per year (including bank holidays).
- Holiday accrues monthly.
- 5 days must be taken at Christmas shutdown and 5 during the summer shutdown (deducted pro-rata).
- Remaining days must be booked with at least 2 weeks’ notice.
- Last-minute requests will normally be refused.
- Only one employee off at a time unless authorised.
- Holiday cannot be used to cover sickness absence.
- Holiday not used cannot be carried over except by law.
- On leaving: unused holiday will be paid; excess holiday taken will be deducted.
7. Sickness & Absence
- You must telephone the Director/Manager personally before your shift if unwell. Texts, emails, or messages via others will not be accepted.
- Fit Notes are required after 7 days.
- The Company may require medical evidence for shorter absences if patterns arise.
- No 'light duty' roles exist: if unfit to complete all duties, do not attend work.
- Return-to-Work form must be completed with management after every absence.
8. Uniform & PPE
- Uniform issued after 1 month. Must be worn at all times.
- Before issue: plain, clean clothing only. Competitor uniforms or offensive slogans are prohibited.
- Uniform must be kept clean and serviceable.
- Reasonable wear & tear → Company replaces.
- Lost/damaged through negligence → employee pays.
- Uniform is Company property, to be returned on leaving.
- PPE must be worn when instructed (hi-vis, boots, gloves, masks/respirators, ear/eye protection).
9. Behaviour in Uniform
- Employees represent the Company in uniform, at work or outside.
- Reasonable social use (fuel, shopping, a pint after work) is acceptable if behaviour remains professional.
- Being drunk, disorderly, aggressive, or engaging in illegal activity in uniform = gross misconduct.
10. Vehicles
- Only authorised/licensed staff may drive Company vehicles.
- Daily vehicle checks must be completed by drivers; weekly/monthly /annual checks by managers.
- Unsafe vehicles must not be driven.
- Vehicles are for Company business only unless authorised.
- Taking a vehicle home requires a signed Vehicle Take-Home Agreement.
- Vehicles taken home must be stored off-road and secure.
- Fuel used outside business must be replaced by the driver.
- Drivers are responsible for fines, penalties, and accidents.
- No unauthorised passengers (family, friends, partners).
- Vehicles must be kept clean and tidy.
11. Confidentiality & Security
- All customer, supplier, and Company information is confidential.
- Keys, padlock codes, alarm codes, logins, and passwords must not be shared.
- Confidentiality obligations continue after employment ends.
12. Disciplinary
- Misconduct includes lateness, poor timekeeping, uniform/PPE breaches, minor policy breaches.
- Gross misconduct includes refusal of duties, misuse of vehicles, theft, violence, H&S breaches, being drunk in uniform, slander, damage to reputation.
- Disciplinary stages: verbal warning → written warning → final written warning → dismissal.
- Gross misconduct may result in immediate dismissal without notice.
13. Entire Agreement
This contract, together with the Employee Handbook and any signed forms, constitutes the entire agreement of employment.
Role: Part-Time Driver/Labourer
1. Job Title & Duties
You are employed as a Part-Time Driver/Labourer. Your duties include:
- Driving Company vehicles to deliver goods (where licensed and authorised).
- Loading and unloading materials safely.
- Labouring and manual handling.
- Yard duties, stock organisation, and cleaning.
- Supporting colleagues in the shop, yard, and office as required.
While this role focuses on deliveries and labouring, you will be expected to carry out all other duties as set out for Multi-Skilled Operatives.
The phrase 'that’s not my job' will not be accepted. All reasonable instructions must be followed.
If you hold a relevant licence or qualification, you must use it when required. Refusal will be treated as gross misconduct.
2. Place of Work
Your normal place of work is Timber Yard Direct Ltd, [address]. The Company may require you to work at other locations within a 30-mile radius.
3. Hours of Work
- Contracted for 2–3 days per week (normally between 17–25.5 hours), as agreed with management.
- Normal working day: 8:00am–5:00pm.
- Must clock in and out daily.
- Lateness or early leaving will be deducted from pay as follows:
* 1–15 minutes = 15 minutes deducted
* 16–30 minutes = 30 minutes deducted
* 31–45 minutes = 45 minutes deducted
* 46–60 minutes = 1 hour deducted
- Breaks:
* One paid 30-minute lunch break each day.
* Up to two 15-minute breaks may be permitted, but these are unpaid and discretionary.
4. Pay
- Pay is (begins at) the national minimum wage per month, pro-rata to your contracted hours, paid monthly in arrears to your bank account.
- Overtime may be required; rates at management’s discretion.
5. Probation
- 6-month probation.
- During and after probation, either party must give 1 month’s notice to terminate employment.
- The Company may extend probation if needed.
6. Holidays
- Pro-rata entitlement to 28 days holiday per year (including bank holidays).
- Holiday accrues monthly.
- 5 days must be taken at Christmas shutdown and 5 during the summer shutdown (deducted pro-rata).
- Remaining days must be booked with at least 2 weeks’ notice.
- Last-minute requests will normally be refused.
- Only one employee off at a time unless authorised.
- Holiday cannot be used to cover sickness absence.
- Holiday not used cannot be carried over except by law.
- On leaving: unused holiday will be paid; excess holiday taken will be deducted.
7. Sickness & Absence
- You must telephone the Director/Manager personally before your shift if unwell. Texts, emails, or messages via others will not be accepted.
- Fit Notes are required after 7 days.
- The Company may require medical evidence for shorter absences if patterns arise.
- No 'light duty' roles exist: if unfit to complete all duties, do not attend work.
- Return-to-Work form must be completed with management after every absence.
8. Uniform & PPE
- Uniform issued after 1 month. Must be worn at all times.
- Before issue: plain, clean clothing only. Competitor uniforms or offensive slogans are prohibited.
- Uniform must be kept clean and serviceable.
- Reasonable wear & tear → Company replaces.
- Lost/damaged through negligence → employee pays.
- Uniform is Company property, to be returned on leaving.
- PPE must be worn when instructed (hi-vis, boots, gloves, masks/respirators, ear/eye protection).
9. Behaviour in Uniform
- Employees represent the Company in uniform, at work or outside.
- Reasonable social use (fuel, shopping, a pint after work) is acceptable if behaviour remains professional.
- Being drunk, disorderly, aggressive, or engaging in illegal activity in uniform = gross misconduct.
10. Vehicles
- Only authorised/licensed staff may drive Company vehicles.
- Daily vehicle checks must be completed by drivers; weekly/monthly /annual checks by managers.
- Unsafe vehicles must not be driven.
- Vehicles are for Company business only unless authorised.
- Taking a vehicle home requires a signed Vehicle Take-Home Agreement.
- Vehicles taken home must be stored off-road and secure.
- Fuel used outside business must be replaced by the driver.
- Drivers are responsible for fines, penalties, and accidents.
- No unauthorised passengers (family, friends, partners).
- Vehicles must be kept clean and tidy.
11. Confidentiality & Security
- All customer, supplier, and Company information is confidential.
- Keys, padlock codes, alarm codes, logins, and passwords must not be shared.
- Confidentiality obligations continue after employment ends.
12. Disciplinary
- Misconduct includes lateness, poor timekeeping, uniform/PPE breaches, minor policy breaches.
- Gross misconduct includes refusal of duties, misuse of vehicles, theft, violence, H&S breaches, being drunk in uniform, slander, damage to reputation.
- Disciplinary stages: verbal warning → written warning → final written warning → dismissal.
- Gross misconduct may result in immediate dismissal without notice.
13. Entire Agreement
This contract, together with the Employee Handbook and any signed forms, constitutes the entire agreement of employment.