Scammer Impersonating Williams Cowbell and Barr. Jack Layton / Fake Visa / Job Scam Fraud

This is a fake job scam! There is no job! Do not send documents or money!  Read http://www.scam-job-emails.tk and http://www.never-wire-money-to-strangers.tk
If you are not interviewed face to face, in person, the job offer is Always a scam! If you are asked to pay fees for a visa or work permit or anything else, the job offer is a scam! No real company or embassy ever uses a free email address!

 

 Thames Valley Park; Reading; Berkshire, RG6 1WG, United Kingdom.

CONTRACT/AGREEMENT OF EMPLOYMENT

We refer to your earlier forwarded application for job engagement as a Welding Inspector at Chrystal Hostel with relations to our client Mr. Williams D Cowbell of 112 Montrose Avenue, Edgware/Greater London, HA8, England, United Kingdom.

On the above subject matter, congratulation to have successfully emerged as a welder to work

Under the contract scheme of my client here in London at ExxonMobil UK.

JOB POST: Welding Inspector

DUTY: Your duties include: You are to work under the directives of my client (Williams Cowbell).

During your normal working hours you shall devote your whole time, attention and abilities to carrying out your duties unless prevented by ill health from doing so and shall not during your employment enter into any welder-sharing arrangement without the prior written consent of the Employer.

PLACE OF WORK: Your place of work is [Exxonmobil]

HOURS OF WORK: You will work from [8:00am – 5:pm] and at such other times as may be agreed

Between you and the Employer.

PAY, BENEFITS AND EXPENSES: Your rate of pay is £ 3500 (Three Thousand Five HUNDRED Pounds Biweekly) and 200 Pounds Pocket money paid every week. The Employer will be responsible for the payment of tax. Additional hours worked outside normal working hours will be paid at the rate of 20GPB Pounds per hour. You will be paid by [Cash, Cheque or Bank Transfer], depending on how you want your payment. There is no pension scheme applicable to your employment.

VISA & WORK/RESIDENCE PERMIT: Applicants are required to secure their active Expatriate Work Approval Certificate from the office of the UKHO, on know account should the employee request the employer to process his/her work permit without the provision of Expatriate Work Approval Certificate which will automatically disqualify the job applicant. Contact the UKHO on their email.

CAR OPTION: You are entitled to use a vehicle provided by the Employer and the Employer shall bear the cost of maintaining, taxing, licensing and insuring such vehicle and the cost of all petrol and running expenses incurred in the use of such vehicle by you in the proper performance of your duties.  The use of such vehicle is conditional upon you having a full, clean and valid UK driving license, complying with the terms of any insurance policy applying to the vehicle used, taking good care of the vehicle and keeping it secured and locked at all times when not in use and notifying the Employer immediately of any defects or accident or damage involving the vehicle or any theft thereof.

MOBILE PHONE OPTION: You are entitled to use a mobile telephone provided by the Employer and the Employer shall bear the cost of maintaining, renting and insuring such mobile telephone and the cost of all calls incurred in the use of the mobile telephone by you in the proper performance of your duties. All personal calls not made in the proper performance of your duties shall be paid by you.  On termination of your employment for whatever reason you will be required to return the mobile telephone to the Employer.

FULL-TIME ACCOMODATION OPTION: You are entitled to reside in the accommodation with the Employer. You will not be required to pay rent or any other outgoings in respect of such accommodation but you must vacate the accommodation immediately on the termination of your employment.  You must not allow anyone else to reside in the accommodation with you without the prior agreement of the Employer.  You will not have exclusive possession of such accommodation and the Employer has the right to enter the accommodation at any time.

HOLIDAYS: Your holiday year runs from June to July and you are entitled to 3 HOLIDAY per year, to be taken at such times as may be agreed with the Employer. Your holiday pay is £200.In addition, you are entitled to the following public holidays: [June/July Yearly Leave, Christmas/New Year, Easter Holidays].

ABSENCE FROM WORK / ILLNESS: If you are unable to come to work for any reason you, or someone on your behalf, must inform the Employer on time of the first day.

If you are absent due to illness for eight or more days, you must provide the Employer with a medical certificate signed by a GP explaining the reason for your absence.  For shorter periods of absence due to illness of between four and seven days you must complete a self-certification form.  The Employer shall be entitled to employ a temporary replacement in your absence. You are entitled to Statutory Sick Pay only.

ENDING EMPLOYMENT: Your employment with us is under for 3years contract, subject Clauses under section 9.2 and 9.3 and to general rights of termination under the law. The amount of notice of termination of your employment you are required to give your employer one month Period.

SUMMARY TERMINATION OF EMPLOYMENT: The Employer shall be entitled to terminate your employment at any time by giving written notice of immediate termination to you in any of the following circumstances:

If you commit a criminal offence;

If you seriously or persistently breach any provision of this agreement;

If you are found guilty of serious misconduct or dishonesty or willful neglect whether during the performance of your duties or otherwise.

RETURING PROPERTY: Upon the termination of your employment for whatever reason you will deliver up any property in your possession relating to the Employer.

CONFIDENTIALITY: You undertake not to divulge or allow to be divulged, at any time during the

course of or following termination of your employment, any information designated as confidential by the Employer or any other personal information concerning the household or family of the Employer which has at any time come to your knowledge during your employment.

DISCIPLINARY AND DISMISSAL PROCEDURE: The following procedure should be followed if you are to be disciplined or dismissed. Matters which may be dealt with under this disciplinary and dismissal procedure include discipline and dismissal for the following reasons:

misconduct

sub-standard performance

poor timekeeping or unauthorised absences

failure to follow instructions

Minor cases of misconduct and most cases of poor performance may be dealt with by an informal oral warning, 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 friend or relative 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 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 behavior 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 satisfactory improvement or change.
A copy of the written warning will be kept on file but will be disregarded for disciplinary purposes after 11 months.

Final written warning: Where there is a failure to improve or change behavior 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 11 months.

Dismissal: If your conduct or performance still fails to improve the final step will be to contemplate dismissal. If the Employer is contemplating dismissing you the "Standard Disciplinary and Dismissal Procedure" must be followed which is a statutory requirement.

Gross misconduct: If, after investigation, it is confirmed that you have committed one of the following offences, you will normally be dismissed:

physical violence

alcohol or drug abuse during working hours

deliberate damage to property

serious infringement of health and safety regulations

serious insubordination

theft and /or fraud

negligence which causes serious consequences for the [ Children] or the Employer

communicating confidential information

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 the 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 you immediately without conducting an investigation.  In these cases a two-step "Modified Dismissal Procedure" will be followed:

Step 1: Written statement

The Employer must write to you setting out what you have done, or failed to do that resulted in dismissal.  You must also be told that you have the right of appeal against this dismissal.

Step 2: Appeal

If you wish to appeal you must inform the Employer within 5 working days.  The Employer will then arrange a meeting to hear the appeal within 7 working days.  Following the appeal meeting the Employer must inform you of the decision, making clear that it is final.

TERMINATION OF CONTRACT AGREEMENT:

This Agreement may be terminated: -

1. If the employee did not meet up with the acquisition of his/her Expatriate Work Approval Certificate.

2. If the services stated therein are not rendered satisfactorily.

3. If the duration of the Agreement stated therein expires and no extension has been given.

I HAVE READ AND UNDERSTAND THE ABOVE TERMS AND CONDITION.

                                                           ACCEPT JOB OFFER

By signing and dating this letter below, I, ____________________________________,

Tel:_______________________ Accept the job offer position of _________________by Exxonmobil

Signature: ______________________________    Date: _______________________

                                           Signed By Barr. Jack Layton  

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