The Careers page and the Salaries pagecover key elements of eligibility and renumeration. They don't however highlight the benefits that are offered to every member of staff and all new vacancies will be subject to these. Ultimately it is your offer letter of emplyment and subsequent contract that counts and we reserve the right to alter these as we see fit without notice here.

It is the industrial norm to perhaps skew benefits to the board members, senior executives and sales resources and dilute these progressively (some aggressively) to all other staff to the bare minimum for those on the lower bands.

We take a dim view of this as in an organisation those roles in the lower bands are just as important in many respects as those other organisations wish to highly reward. We offer the same core benefits to ALL staff irrespective of grade.We believe in rewarding all highly for success and only success. The core belief is that we all benefit from the success not just a select few.

Pension - We currently support opted out personal schemes or SERPS only and do not support an ADM Shine Technologies Ltd specific pension however we intend to do so. The Social Security Act 1973 (SSA 73) brought in major improvements and this Act continues to make additions on a regular basis. The Pension Schemes Act 1993 (PSA 93) and the Pensions Act 1995 added further protection, the latter introducing the Occupational Pensions Regulatory Authority (OPRA) to regulate employer pensions. It is a defined contribution scheme we are currently looking at.

Give as you Earn - We are registered with an appropriate Give as you Earn scheme provider so that we may operate a give as you earn scheme which enables you to make direct donations to any UK registered charity of your choice.

Shift Allowance - is currently set at an additional 25% of salary and we have a schedule of additional benefits for call out allowances and travel expenses.

Annual Appraisals - in January each year drive the two bonus schemes available - all staff get the first scheme of performance related bonus which is between 0% and 10% of gross salary before Tax and NI paid in end of March Salary run. The second scheme is a profit share limited to a maximum of 10% of gross salary before Tax and NI, and all staff are eligible for this if the companies performance is there and that they were employed since the 1st March - our year end is 31st August and the accounts will be ratified in time for this to be paid at the end of November Salary run.

Free Eye Test - habitual users of VDUs, data tablets and lasers will receive free eye tests in accord with our company handbook. All other staff may have such and will be offered at annual on-site health reviews. Defective Colour Vision is compassionately managed on a risk basis and will not be a barrier to employment - certain aerospace 'licensed' roles preclude such, however we have an inclusive policy of employment whilst meeting our legal obligations to Aerospace and Defence.

Working Hours - will be 37.5 hrs for clerical and 40 hrs for all others. Out of hours overtime rates apply and this can be commuted to Time Off In Lieu, Added to leave card or Paid at the prevailing/pro-rata rate. We operate core hours for every role and outside of those core hours the rest are worked on a flexible basis.

Weekly Development - Half a day a week will be paid for your personal development and whilst not compulsory it is encouraged to do this on-site and make use of the on-site facilities. A small bursary of £500 is made available to each employee annually to enable the best possible outcome of this personal development. This is not in lieu of other training but complementary to allow all employees to have the opportunity to better themselves (legally).

Leave Entitlements - are 30 days per annum pro rata paid at your basic hourly rate rising every three years full service by a day to a maximum of 40 days per annum [inclusive of statutory holidays]. Special Leave, Paternity, Maternity and TA/Reservist Leave are additional and by mutual agreement. TA/Reservist, Special Engagements, Civil Contingency Reaction Forces [CCRF], High Readiness Reserve [HRR] status and Camp Leave also accommodated by mutual agreement on very supportive terms [see SaBRE as to why we do this]. Up to a maximum of 30 days extra paid leave is offered to TA/Reservists plus a further 100 days unpaid in any one year. By special agreement this may be exceptionally extended further still by up to an additional maximum of 30 days extra paid leave for High Readiness Reserve [HRR] status.

Sponsored Study - by application. we actively encourage all staff to undertake personal development in germane areas of interest. We set an annual budget aside for this training and subject firstly to personal development plans and appraisals, this allocation additionally covers staff to make open and committed application(s) for further sponsorship for such study in their own time as is reasonable, applicable and affordable.

Relocation Package - discretionary package to help relocate you and if applicable your family to our part of the UK. This will be advised and discussed as part of the selection process. It will be a mix of paid for expenses, lump sum(s) and bridging advances of salary over an extended time-frame (for example 5 years), the final agreed package will be compliant to the latest HM Revenue & Customs guidelines and reporting requirements. 

Creche/Academy - we are currently designing into the AREA17 site the ability for working parents to have access to a secured creche/pre-school, academy and after school club capable of handling some 120 children. This will be made available at reduced rates that will be highly competitive.

OHS - we value health and well being in all our staff and as such we will offer all staff the ability to sign up to and contribute towards a private health plan for themselves and their immediate family. Staff may use the gym on a first come first served basis and likewise the pool when it is set for the shallow use position (which should be most non-office hours). Annual free medicals will be undertaken by the onsite medical team along with eye testing as previously covered.

Company Cars - we aren't keen! That said we offer an opt in - opt out scheme for all staff and HR/Commercial Office can furnish more details on this. Some companies miss that they have a duty of care - even on opt out and we manage these risks and turn that around into a positive programme of training and driver support - for all staff. All 'work' drivers will receive further training and regular reviews, all other 'drivers' will receive training to help reduce their travel risks, plan journeys well and enjoy driving to its full. All staff will have optional training for performance, snow and skid pan where (& when) possible. All staff will be offered Econon Driving Care training to reduce wear, improve your safety and reduce fuel costs to name a few of its benefits.

Tools - all science/technical grades (including board members) get a corporate extensive toolkit in roller cabinets, all other grades a data-tablet or suitable high end needs for their role. Additionally PPE will be provided as are necessary to the role. Everyone in the company receives a set of Maglites, Car Winter Safety Kit, Car Emergency & First Aid Kit, Holts Tyre Weld [for emergency use only) and all engineers/technicians a Swiss Army Multi-tool knife [incl guidelines against generally carrying such outside of site]. Middle three swapped for Motorbike Equivalents as appropriate.

Corporate Clothing - all grades will receive a corporate fleece with the company name and logo embroidered on it. Then as necessary to your role you will receive also that which is applicable - shirts, trousers or skirts, boots, webbing, clean room suits, clogs and masks, over coats, aprons, fleece(s), high quality RAB cold weather protection and all weathers high quality RAB external clothing. These will be marked with the company name and logo. ID badges and lanyards will also be issued and changed periodically. Those who really can't do any feather we will select alternatives including looking at Mammut.

Advancement - surely not a benefit! Well we believe so we have seen so many companies tie themselves in knots promoting people into roles in recognition for achievement and then finding the employee is far from doing what they are really good at. With that in mind we promote in post and advancement from one salary band to another 'in post' is possible and is a key part of our appraisal and advancement process. As are career progression into new areas, roles and responsibilities within the company.

Please contact us for more information on this or refer to our company handbook as some of these benefits are subject to terms.