These are the basic questions that you may be asked and need answers to whilst interviewing staff or you need answers to if you are going to work for a company.

There will be others which we will be delighted to add to the list, if you would keep us updated.

1. What are the hours?
2. What breaks am I entitled to?
3. Is there the opportunity for paid overtime?
4. What are the arrangements for bank holiday working? Will I be paid more than my basic wage, or be given time off in lieu?
5. How long is the probation period?
6. Is it a permanent post or a temporary position i.e. One year?
7. Who will I report to?
8. What will my duties be?
9. How much holiday entitlement will I have?
10. What is my notice period (give and receive)?
11. Do I need to supply my own clothes, or is a uniform provided?
12. When will I be paid?
13. How will I be paid (cheque, cash, bank credit)?
14. Do I get free/subsidised meals while on duty?
15. Am I entitled to pension? If so, what is my contribution, and what is the employer’s contribution?
16. What (if any) assistance will you provide for further training/personal license?
17. What specific skills am I expected to demonstrate?
18. How will I be assessed that I’m doing the job well?
19. Why has the job become vacant?
20. What changes are there for promotion/advancement?
21. If the role requires heavy lifting: What are the Health & Safety guidelines for lifting heavy items and what precautions am I required to take?
22. If working late at night: What arrangements are there to ensure my personal safety when leaving the premises and going home?

23. What is my actual job description?

24. The BII and other Trainers have courses specifically for staff, to make them aware of their responsibilities in respect of the Licensing Laws, they provide a book which is an abridged version of the manual for the essential Licensing Qualification (APLH). The book costs about £5.00 from the BII it is well worth buying one and keeping it available for the staff to refer to on any issue, also get every member of the staff to read it and sign a statement saying that they understand it, it comes under due diligence. It will not remove your responsility, but it ensures that your staff have been made aware of their responsibilities and go in your favour should an error occur.

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