# CASUAL WORKER AGREEMENT
Date: 15 April 2029
Parties: Harbour City Museum Trust and Callum Reid
## 1. Parties and purpose
Harbour City Museum Trust engages Callum Reid as a casual worker to cover visitor-services shifts at its Liverpool waterfront museum. This framework gives no guaranteed hours and creates no obligation for the Trust to offer work or Callum to accept it; a binding engagement arises only when a shift is accepted.
## 2. Scope, price and subject
The Trust offers shifts through its portal stating date, hours, duties and location. Callum may accept or decline without penalty, although he must give 24 hours’ notice if he later cannot attend an accepted shift. The Trust may cancel with 24 hours’ notice and will pay an accepted shift cancelled within four hours of start.
## 3. Operating duties
Callum is paid £13.10 per hour by PAYE, with holiday pay accrued and paid when leave is taken using the statutory calculation applicable at the time. The Trust records hours and breaks and pays at least the National Minimum Wage. Working Time Regulations rest breaks and the right to refuse unlawful working-time arrangements are preserved.
## 4. Compliance, records and controls
During each accepted shift Callum is a worker under Employment Rights Act 1996 section 230(3)(b), not an independent contractor. He receives non-discrimination and whistleblowing protection and statutory holiday rights; no entitlement is implied between shifts to unfair dismissal, redundancy pay or notice beyond any separate engagement.
## 5. Term, ending and remedies
If qualifying earnings and age conditions are met, the Trust assesses auto-enrolment for each pay reference period and provides the statutory opt-out route. Callum must complete right-to-work verification, visitor safeguarding, fire safety and data-protection training before taking relevant shifts.
## 6. Liability and reservations
Callum follows reasonable instructions, protects visitor information, wears the Trust’s identification and reports incidents. Either party may end this casual framework by written notice, but ending it does not cancel an already accepted shift unless the parties agree or serious misconduct, safety risk or loss of right to work requires immediate action.
## 7. Governing law and signatures
English law governs and the Employment Tribunal has jurisdiction for statutory claims. Callum and the Trust’s Operations Manager Helen Ward sign on 15 April 2029. The parties acknowledge that a tribunal may determine status from the reality of each engagement, regardless of a label in this agreement.