# JOB SHARE AGREEMENT
Date: 1 April 2029
Parties: Wycliffe Museum Trust, Aisha Rahman and Tom Bennett
## 1. Parties and purpose
Wycliffe Museum Trust employs Aisha Rahman and Tom Bennett as joint Visitor Services Managers. From 1 April 2029 this written variation creates a job share without merging their separate contracts: Aisha works Monday to Wednesday, Tom Wednesday afternoon to Friday, each at 0.6 FTE, with a paid Wednesday overlap from 13:00 to 17:00.
## 2. Scope, price and subject
The full-time salary of £42,000 is pro-rated to £25,200 each, paid monthly, with pension, annual leave, bank-holiday treatment and contractual sick pay calculated under the relevant individual contract. The arrangement does not reduce either employee’s statutory rights or entitlement to family-related leave.
## 3. Operating duties
Each partner is accountable for their own shifts, decisions and performance, while shared objectives cover visitor safety, rota accuracy and a £30,000 events budget. They keep one handover log, update the ticketing system before leaving, and copy the other partner on material supplier, safeguarding and incident communications.
## 4. Compliance, records and controls
A partner who is ill follows the absence policy and notifies the Trust and the other partner as soon as practicable. The Trust decides whether the other partner may work additional paid hours, appoints temporary cover or closes a service; the healthy partner is not automatically required to absorb unlimited work. Annual leave is booked with adequate handover.
## 5. Term, ending and remedies
Appraisals and disciplinary action are individual, even where a shared objective is missed. The Trust provides equal access to training, promotion and consultation and assesses any impact of the pattern under the Equality Act 2010. Maternity, adoption, parental, carers’ and other statutory leave are accommodated without penalising either partner.
## 6. Liability and reservations
Either employee may request to end the job share on eight weeks’ notice. The Trust will consult, consider redeployment or a revised pattern and confirm the decision in writing; ending the job share does not itself dismiss either employee. Material breach, loss of right to work or gross misconduct remains governed by the employment contracts and procedure.
## 7. Governing law and signatures
English law governs and statutory Employment Tribunal rights are preserved; courts of England and Wales hear ordinary contractual claims. The Trust’s HR director Grace Holt, Aisha and Tom sign on 1 April 2029. This variation should be read with each existing statement of terms, policies and collective consultation duties.