Team Updates

Yes

Yes, so long as you advise us and it doesn't conflict with your work at Imago

Yes, all Imago venues will close over the Christmas period, reopening on 2 January of the following year

If you are currently an employee without any break in service (apart from Maternity Leave for example) then your prior service will be taken into account. This will be noted on your Employment Agreement (contract)

This would depend on individual needs and business requirements. Please discuss with your Manager on a 1-2-1 basis

Managers will discuss with employees on an individual basis. We'll listen to why you want unpaid leave and accommodate it whenever we can

There's currently no change to how it's calculated

For permanent employees you should give 1 week in the first 3 months of employment and then 1 month ongoing

Formal consultation is a process with specific rules about how we communicate and consult with individuals about proposed changes.

Because of the need to work to a model that is reflective of the hospitality industry. A model that is designed to be more flexible - flexing up with business needs.

We will confirm the minimum guaranteed hours and the average hours worked and provide references upon request

We will confirm the minimum guaranteed hours and the average hours worked and provide references upon request

We'll talk to you on a 1-2-1 basis to understand your reasons for your decision and to advise of your next steps

You can remain as a Casual worker so long as you sign the updated Casual Worker terms.

In line with business need, which is our current practice.

Yes, when business needs and where your skill set allows

That's fine, although Imago will have more hours to be fulfilled, we respect your individual decision.

With respect to payment, where rotas are in excess of minimum hours, you will be paid for every hour worked. If the hours worked are less than the minimum guaranteed, you will be paid for your minimum hours.

It's unlikely, but if that were to happen you'd be paid up to the number of your contractual guaranteed minimum hours

We will work individually with you to ensure that you can continue to receive Universal Credit or any other benefits

Your pension contributions will be based on your hours worked. In our current system, overtime is not pensionable.

The model will allow you to work extra hours dependant on business needs

If you don't feel able to sign the contract we'll talk to you on a 1-2-1 basis to understand your reasons for that and then agree next steps together

We hope you don't decide to resign, but if you do then your notice terms will be as per your current contract of employment

You are legally entitled to a (paid) break appropriate to the length of your shift

At the moment and as stated in each meeting the plan is not to implement a redundancy process

Each role will be placed in a banding to ensure consistency of approach regarding benefits and pay. It will also help as we plan individual development. We'll talk to you more about this over the coming months

No - this is personal choice

In the same way as now by working closely with your manager

Our sales forecasting and visibility will help us to provide rotas two weeks in advance. We'll also work with you to ensure that your personal commitments are taken into account

No

We'll do what we can to balance your personal and our busness needs as we always have

It's an individual personalised development plan designed to give you the skills to not only grow your career within Imago but also outside of it if that's what you want.

Yes we can accommodate that, please talk with your line manager

Yes, we have to pay them because they are guaranteed

Yes, but you'll get paid closer to realtime

For many reasons it's important that you work as much as possible on one site. However, from time to time, you may need to work at another site

Yes, but we're hoping you won't need to

2 weeks notice

In becoming less reliant on casual labour we can change, with your support, from a high headcount with low reward, to a low headcount with high reward and by doing so increase overall productivity

Yes as detailed in the presentations this week we are replacing with better pay and conditions.

We don't have any shareholders. We are a subsidiary of LU

Yes

This will depend on what you were working historically.

No, we hope to use our current workforce to cover this

This current process is part of our long-term strategy and our business plan is based on this model.

We will look to increase revenue and control our costs across the business

We looked at our lowest earning month and built the business model from there to enable flexing up