Capitalising opportunities

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1 Capitalising opportunities 1

2 Welcome We are an internationally established supplier of human resource services throughout Europe and the US, representing many years of experience in employing over 23,000 staff on behalf of small and medium sized enterprises. The process of staff outsourcing is a well-established concept which essentially transfers the legal and to independent specialist employer companies. Bond Street Capital is structured in such a way that cost savings can be achieved and passed on to your business. We have been operating since 1992, originally offering umbrella companies Technology sector, whereby we employed several thousand contractors through the auspices of Guernsey Our business model has evolved with prevailing legislation and we now focus applied to all UK based businesses with a Payroll in excess of 15,000 per month. 2

3 The Network Bond Street Capital Outsourced Service Providers Payroll Bureaus Human Resource Lawyers Human Resource Outsourcers Accountants 3

4 Our Value 1 Reduce your employment costs 2 Safeguard your business against lawsuits 3 Reduce your time spent dealing with Payroll & HR 4 Have access to HR lawyers for advice and guidance 5 Provide a high quality of care to your staff 4

5 Payroll and Human Resource Services As an Employer, you will have noticed that Employment Legislation in the UK these obligations is complex and can become a time consuming task which is not core to your company s activities. Providing a professional Payroll and Human Resource Service, we understand and appreciate that each business is unique, therefore our services made to meet the requirements of your organisation, and designed to cover the legal and essential requirements of Human Resource management. Transition to our Service could not be easier. We take full control of importing your existing Payroll and staff data from your current systems into our own. 5

6 Payroll Services 1 2 Processing and calculations of all Payroll Earnings, including Directors Payroll and bonus calculations 3 Production of sealed payslips 4 Production of standard reports 5 Staff Records including timesheets, rotas, cost and budget controls 6 7 Secure data backup 8 End of Year Procedures and Processing 9 6

7 Human Resource Services 1 2 Staff Contracts and Handbooks 3 4 Disciplinary and Grievance Procedures 5 Employment Law Compliance and Tribunal Representation 6 7 Training and Development of staff 8 7

8 How We Achieve Payroll Savings Payroll taxes. The treaty in question dates back to 1955 and, when adopted in conjunction with a non-eu company, gives rise to an offset or rebate that in turn can be shared with the client. This is not to be confused with a tax scheme and, in any event, the treaty is used exclusively by our group of companies meaning that the client does not, at any stage, participate in the process. As such, all we are providing is an outsourced direct labour supply, for which we invoice the client on a client, but this arrangement deliberately compartmentalises the methods by which the savings are achieved, thus protecting the client from any changes to legislation that makes savings possible. The very nature of our business, and structure required to facilitate savings, means that theoretically we do not have a consolidated corporate structure. Our business model relies on a network of disparate entities registered in the of America. Our client agreements are constructed so that our clients are fully protected at all times. The client continues to pay the net salaries to their personnel, avoiding the need to remit the whole Payroll to our organisation. We generally extend credit to our clients, meaning that the Payroll liabilities are only due to be paid 30 days after the month there are no lock-in clauses. Either party is at liberty to terminate the agreement by providing the other 28 days written notice without reason. 8

9 Staff Management Contracts of Employment Permanent employees, whether full or part-time, must have a written statement of their main Terms of Employment, in other words a Contract of Employment. There are prescribed particulars and other legal requirements in preparing a Contract of Employment if any of these go wrong they can have serious adverse consequences. changing and with our in-house team of experts we will keep these contracts under constant review to make sure there are no nasty surprises. The work place must be safe and sound There is a wall of legislation relating to Health & Safety at Work and, unless you can afford your own dedicated Health & Safety personnel, you will We have a dedicated team of Health & Safety experts who will review your existing practices advising of any changes needed, as well as assume responsibility to train and monitor your staff and premises to ward against accidents. 9

10 Staff Management Employers Insurance Employers must have adequate insurance in place to protect their staff and the public and there are many well-known insurance companies willing to supply inexpensive cover. This gives the impression that it s all very simple. But ensuring that your policy is truly comprehensive and provides you with We have a team of experienced specialist brokers who ensure that the policy meets the needs of the business and is supplied at a competitive price. Employers must Register and Operate a PAYE Scheme with HMRC costs to your business can be substantial. This is the heart of the outsourcing solution you need not operate a PAYE scheme at all as it is a specialist employer who takes a transfer of your staff all the hassle and costs of running your own PAYE scheme. 10

11 Staff Management Employee Entitlements Employees are entitled to paid holidays, in respect of the hours worked and agreed. Some are entitled to statutory sick pay, others to maternity and paternity leave. All have the right not to suffer discrimination on grounds of race, religion or ethnic origin, age or sexual orientation. This is an increasingly complex area. Employees accrue redundancy entitlements that stay with them no matter how their employment is restructured and they cannot be dismissed or made redundant without very detailed consideration and detailed disciplinary procedures and protocols. The transfer of your staff to a new employer preserves their existing entitlements to redundancy but places the obligation for procedural compliance and payment of any sums due to the new employer. All these statutory provisions make the requirement for a detailed staff handbook and disciplinary protocol essential. We will review or implement an appropriate handbook for your business and make sure it is adhered to by our staff who are in-situ at your business. All the legal and statutory requirements related to the employment of your staff become ours as they are transferred into our employment via a full TUPE 11

12 Our Philosophy Our business philosophy is built on the principle of doing the right thing each and every day with honesty and integrity. nonsense, professional advice and a range of services to our clients that will meet their needs and expectations. We believe this differentiates our Company from others. 12

13 Contact Us You can call us from 9.00am to 6.00pm, arrange for one of our advisors to call you. We are happy to visit anywhere in the UK that is convenient for you. Bond Street Capital London 52 Berkeley Square London W1J 5BT Tel: e: w: 13

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