Out and About Friday 26th October

We have 66 relief chef currently out working here is a list of them all

Sarah Pozzi at Dalhousie Castle, Jim Miller at Garth Hotel, Michael Njororge at Inn on the Tay, Ryan Williamson at Heathmount Hotel, Steve Moffat at Hotel Eilean Iarmain, Steve Nye at The Cairndale Hotel, Jamie Atkinson at Inn on the Tay, Karim Nasri at The Moorings Hotel in Fort William, Tony Philip at Ardlui Hotel, David Maxwell at Nethy Bridge Hotel, Shaun Murray at Stonefield Castle, Bruce Robertson at Breadalbane Hotel, Scott Macintyre at Royal Hotel, Scott Murdoch at Glenburn Hotel, Michael Staniland at Islay House, Sebastian Luszcynski at Cairngorm Hotel, Ionel Rizea at Dalhousie Castle, Jonny Lewis at Mackays, Phil Smith at Lochnell Hotel, Dale Paton at The Lovat, David Young at Kames Hotel, Pawel Cimek at Ballachulish Hotel, Glenn Richards at The Old Manor Hotel, David Thompson at Nethy Bridge Hotel, Philippe Alamichel at Balcary Bay Hotel, Stuart Agnew at Holborn Hotel, Tom Smyth at Formartine’s, Ross Hunter at Ben Loyal Hotel, David Bedo at Kitchen Brasserie, Frank Davie at The Lovat, Mark Dickson at Bowes Hotel, Lillian Clarkson at Glencoe House, gareth Connolly at Grant Arms, Johan Sikkema at Mustard Seed, leon Edgson at Carrbridge Kitchen, Paul Sellers at Nevis Bank Inn, Tim Morris at East Haugh House, Robin McRindle at Kingsmills Hotel, Tom Williams at Classroom Restaurant, Glyn Musker at Kirkwall Hotel, Patrick Johnstone at Ballintaggart, Graeme Kennedy at Ballintaggart, Taylor Mcfarlane at Pierhouse Hotel, Maciej Resinski at glenburn Hotel, George McCallum at Balmacara Hotel, Chris Campbell at Glenburn Hotel, Mark Shaw at Old Manor Hotel, Daniel Haig at Buccleuch and Queensberry Hotel, Richard Gunn at Ben Loyal Hotel, Mike Scotford at Ardanaseig Hotel, Keren Tweedie at Old Manor Hotel, Stephen Mackenzie at Cairndale Hotel, Chris Wright at Hotel Eilean Iarmain, Chris Roberti at Kinlochewe Hotel, Graham McLeish at Buccleuch and Queensberry Hotel, Stuart Gibson at Boat Inn, Jason Paxton at Nethy Bridge Hotel, Stephen Kessell at Eglington Arms, Bill Brankin at Kingsknowes Hotel, Scott Bolton at Coul House, Blair Mackay at East Haugh House, Thomas Mclean at loch melfort, Francis Thyaka at Caladh Hotel, Callum MacMichael at Cross Keys Hotel.

Thanks to you all for working hard and completing your stints. We really to appreciate it 😊

Dismissal in the workplace

Dismissal is when your employer ends your employment - they don’t always have to give you notice.

If you’re dismissed, your employer must show they’ve:
• a valid reason that they can justify
• acted reasonably in the circumstances
They must also:
• be consistent - eg not dismiss you for doing something that they let other employees do
• have investigated the situation fully before dismissing you - eg if a complaint was made about you

Notice period
You must be given at least the notice stated in your contract or the statutory minimum notice period, whichever is longer.
There are some situations where you can be dismissed immediately - eg for violence.

Getting your dismissal in writing
You have the right to ask for a written statement from your employer giving the reasons why you’ve been dismissed if you’re an employee and have completed 2 years’ service.
Reasons you can be dismissed
There are some situations when your employer can dismiss you fairly.

Not being able to do your job properly
You may not be able to do your job properly if, for example, you:
• haven’t been able to keep up with important changes to your job - eg a new system
• can’t get along with your colleagues
Before taking any action, your employer should:
• follow disciplinary procedures - eg warn you that your work isn’t satisfactory
• give you a chance to improve - eg by training you
You can be dismissed if you have a persistent or long-term illness that makes it impossible for you to do your job.
Before taking any action, your employer should:
• look for ways to support you - eg considering whether the job itself is making you sick and needs changing
• give you reasonable time to recover from your illness
If you have a disability (which may include long-term illness), your employer has a legal duty to support disability in the workplace.

Redundancy is a form of dismissal and is fair in most cases.
If the reason you are selected for redundancy is unfair then you will have been unfairly dismissed.

You can be dismissed for ‘gross misconduct’ without your employer going through the normal disciplinary procedures. This can happen if, for example, you’re violent towards a colleague, customer or property.
Your employer should always investigate the circumstances before making a dismissal, even in possible gross misconduct cases.

Unfair dismissal
Your dismissal could be unfair if your employer doesn’t:
• have a good reason for dismissing you
• follow the company’s formal disciplinary or dismissal process

Constructive dismissal
Constructive dismissal is when you’re forced to leave your job against your will because of your employer’s conduct.
The reasons you leave your job must be serious, for example, they:
• don’t pay you or suddenly demote you for no reason
• force you to accept unreasonable changes to how you work - eg tell you to work night shifts when your contract is only for day work
• let other employees harass or bully you
Your employer’s breach of contract may be one serious incident or a series of incidents that are serious when taken together.
You should try and sort any issues out by speaking to your employer to solve the dispute.
What to do if you're dismissed
If you’re threatened with dismissal (or are dismissed) you can get help from a third party to solve the issue by mediation, conciliation and arbitration.

Employment tribunals
If you’ve been unable to solve a problem between you and your employer, you can normally go to an employment tribunal.

Qualifying period to claim unfair dismissal
You must have worked for your employer for a minimum period before you qualify for the right to claim unfair dismissal at a tribunal. If you’re classed as an employee and started your job:
• on or after 6 April 2012 - the qualifying period is normally 2 years

Out and About Friday 19th October

We have 71 chefs out working on relief all over Scotland, 19 chefs confirmed for this week so far.

We now have a policy in place for taking new relief chefs on over the winter.

I am still waiting on a lot of current Hygiene Certificates to be sent over, you can email them over to

Jade is still on annual leave and will return to work on Monday, I have been going through junior positions and the availability for bother Senior and Junior Chefs is getting better with most jobs on our list getting candidates.

If you are a junior chef and are needing help to write a good CV or just need help to tweak it please get in touch as we will be more than happy to help with this. Call 01683 222830.

Back to relief here are some of the chefs we have out just now

Tom Smyth is at Formartine’s in Ellon

Steve Nye and Stuart MacColl are both at The Oban Bay Hotel

Philippe Alamichel is at Balcary Bay Hotel working mainly on Pastry

David Thompson (new relief chef) is work with Jason Paxton at The Nethy Bridge Hotel

Martin Hamilton is over in Shetland at The Scalloway Hotel

Leon Edgson is a the Carrbridge Kitchen covering Sous Chef position to the end of the school holidays

Pawel Cimek is at the Ballachulish Hotel

David young is at the Kames Hotel

Lillian Clarkson is home in Glencoe and working at Glencoe House

Keren Tweedie is acting head chef at the Old Manor Hotel

Thanks so much to all our relief chefs and Hoteliers for all your support 😊

Policy for relief chefs coming in over the winter

Relief has remained steady, but we are expecting the work to slow down in November as expected for the time of year before picking up again in December.

If you are not working and have availability please do send a copy of your CV in and we will chase references as standard.

We can mark you available but priority is given to those who have work on placements via CIS over the summer.

For existing chefs who have done work all year round would suggest 40 – 60% chance of getting you work over the winter.

If you can also get in touch with your availability for Christmas and New year.

Maternity and Paternity Pay

Maternity Leave

Statutory Maternity Leave is 52 weeks. It’s made up of:

· Ordinary Maternity Leave - first 26 weeks

· Additional Maternity Leave - last 26 weeks

You don’t have to take 52 weeks but you must take 2 weeks’ leave after your baby is born (or 4 weeks if you work in a factory).

Statutory Maternity Pay (SMP) is paid for up to 39 weeks. You get:

· 90% of your average weekly earnings (before tax) for the first 6 weeks

· £145.18 or 90% of your average weekly earnings (whichever is lower) for the next 33 weeks

SMP is paid in the same way as your wages (for example monthly or weekly). Tax and National Insurance will be deducted.

Paternity Leave

You can choose to take either 1 or 2 weeks. You get the same amount of leave if your partner has a multiple birth (such as twins).

You must take your leave in one go. A week is the same amount of days that you normally work in a week - for example, a week is 2 days if you only work on Mondays and Tuesdays.

Leave for antenatal appointments

You can take unpaid leave to accompany a pregnant woman to 2 antenatal appointments if you’re:

· the baby’s father

· the expectant mother’s spouse or civil partner

· in a long-term relationship with the expectant mother

· the intended parent (if you’re having a baby through a surrogacy arrangement)

You can take up to 6 and a half hours per appointment. Your employer can choose to give you longer.

You can apply for leave immediately if you’re a permanent employee. You’ll need to have been doing a job for 12 weeks before you qualify if you’re an agency worker.

Start and end dates

Leave cannot start before the birth. It must end within 56 days of the birth.

You must give your employer 28 days’ notice if you want to change your start date.

You do not have to give a precise date when you want to take leave (for example 1 February). Instead you can give a general time, such as the day of the birth or 1 week after the birth.