Our details & commitments

EMPLOYMENT DETAILS

Before we get into the details, we wanted to let you know that we’ve tried hard to write a contract fit for ‘a new type of team’ but there may still be things you don’t fully understand.

If so, that’s absolutely fine, please just reach out - hello@joinrora.com - and we will be more than happy to clear things up.

1. A NEW TYPE OF TEAM

1.1 👋 We’re RORA, a trading name of Quantico Analytics Limited of 1 Long Lane, London SE1 4PG (we’ll call ourselves, “we”, “our” or “us” going forward).

1.2 Our purpose - why we exist - is to create teams where everyone (you included) can do work you care about, supported by a group of people you love.

1.3 It’s ambitious.

2. OUR CONTRACT

2.1 Our employment contracts are made up of two documents:

These employment ‘Details & Commitments’ which are the same for everyone in the team and lives here on our website for everyone to see.
Your ‘Employment Agreement’ which sets out the particulars of your role and the choices that you have made. You’ll sign this one.

2.2 In your Employment Agreement you’ll get the chance to choose things like how many days you want to work, how much holiday you want and what benefits you’d like.

2.3 Together they make up the employment contract with you. So please read both before signing.

3. WORK YOU CARE ABOUT

3.1 At RORA, you will spend approximately 90% of your time embedded in our partner’s teams.

3.2 In our partner teams, we commit to providing you with:

Impactful work with some of the most exciting companies in the world.
Varied opportunities to get stuck into lots of different challenges while with us.
Freedom and trust to fully own the work you do.

3.3 Just to be clear - this doesn’t mean:

You can pick & choose your partners (though you can as a contractor).
You’ll always do the glamorous stuff - you’ll be rolling up yourselves with everyone else.
You’ll have someone else checking up on you and the work you do.

3.4 In our partner teams, you commit to:

Doing work to the very best of your ability and to the standard we’d expect of anyone at your grade.
Proactively manage the mutually agreed priorities with your partners and achieve them within reasonable deadlines.
Acknowledge mistakes when they happen, have difficult conversations and work to fix them rapidly - ensuring they don’t happen again.
Being fiercely protective over your time (and the time of those in the team).

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4. WITH PEOPLE YOU LOVE

4.1 As part of the RORA team, you’ll spend roughly 10% of your time growing and developing.

4.2 Within the wider team, we commit to providing you with:

a clear and transparent development pathway where reward is pegged to progression.
a system of regular feedback, appraisal and progression opportunities.
the tools to support your ability to work in ways that suit you best.
a continuous focus on learning and training to get the best out of everyone in the team.
iterative improvements to challenge the way we work to get the best for everyone in the team.

4.3 So we’re on the same page - this doesn’t mean that you’ll get:

guaranteed progression every appraisal cycle.
a spoon-fed course for learning - you’ll need to shape your own development.
a role that never changes - we’re always looking to iterate and improve.

4.4 With the wider team, you commit to:

ask for help.
provide timely, open & honest feedback with the wider team - at each appraisal but not waiting for one to give feedback
take on board feedback yourself, learn from it and grow.
engage in, and sometimes lead on, learning & development sessions.

5. OUR PRINCIPLES

5.1 We strive to always work to five key principles - these are our mantra.

5.2 When you work with us you’re committing to:

Challenge everything
Get clever not bored
Always be iterating
Fix your own bike
Be yourself

5.2 You can read more about our principles of working at RORA in our Team Handbook.

6. YOUR EMPLOYMENT

6.1 Your employment is permanent and will continue until brought to an end by either you or RORA, based on the ‘End of Employment’ section of this Agreement.

6.2 All employment benefits mentioned within the Agreement will start to accrue from zero from your start date.

6.3 You are required at all times to align with RORA’s rules, policies and procedures as set out in the Candidate Handbook and Team Handbook. These policies and procedures may be amended from time to time.

6.4 Your duties and job description are set out in your relevant skills ladder.

7. YOUR HOURS OF WORK

7.1 Normal working hours are 8 hours per day, from Monday to Friday.

7.2 But you have flexibility over how you manage:

the working hours over the week (‘the working week’); and
the working hours over the day (‘the working hours’).

7.3 The process that shapes your working week is set out in the Candidate Handbook. The specifics of what this looks like in practice and the impact on your gross salary is set out in the Employment Agreement section.

7.4 How work hours are allocated over a particular day is set by you, with the agreement of team members and/or partners; we really encourage open communication on this.

7.5 While RORA tries its best to accommodate a person’s choice in relation to their working week, it may sometimes need to make adjustments (but only where necessary).

7.7 We do not offer overtime payment for any hours worked on top of these hours except where specifically agreed between us in writing.

8. WHERE YOU'LL BE WORKING

8.1 Your main place of work is RORA’s office, located at 1 Long Lane, London, SE1 4PG.

8.2 As mentioned in our Partner Terms and Conditions, you may be required to work from Partner offices from time to time.

8.3 RORA supports flexible working arrangements and encourages good communication, so the location of where you work each day should meet your own needs and those of RORA and its Partners.

8.4 Sometimes, you may want to work from overseas, but you should agree to this beforehand with RORA and you must discuss this with a member of the PeopleOps squad before working overseas. This is so that we can assess any health and safety impact, any potential business impact, and monitor overall time spent abroad for tax compliance purposes.

9. YOUR SALARY & BENEFITS

9.1 Your salary per annum is set out in the Employment Agreement section. This figure is calculated in line with the preferences you have selected in relation to holiday entitlements, working hours and other benefits.

9.2 Salary will accrue from day to day and be payable monthly in arrears into a bank account of your choice on or around the last working day of each month.

9.3 Employee benefit details are in the Candidate and Team Handbook. We may vary the levels of the benefits at any time and/or the providers.

9.4 Your benefits do not continue past your last day at RORA.

9.5 You give permission for us to deduct any money which is due to you, for instance: overpayments, loans, holiday taken above your accrued entitlement, and the cost of replacing or repairing any loss or damage to RORA property.

9.6 We will let you know in writing if there is any deduction or recovery of overpayment and, where we can, we will speak with you about the method of payment and the period over which the recovery will occur, for example a payment plan.

10. YOUR TRAINING

10.1 As a member of RORA, you will be expected to undertake learning and development opportunities during your employment.

10.2 Training and development generally takes the form of 0.5 days of internal learning and development but this will be pro-rated if you are part-time.

10.3 We may cover additional training costs, which may include tuition fees, course materials, and travel expenses, if suitable. This will be considered on a case-by-case basis by RORA.

10.4 The policies regarding training are set out in the Candidate Handbook.

11. YOUR HOLIDAY

11.1 You have a base entitlement of 34 days paid holiday (this includes all public bank holidays) during each holiday year. This amount is pro-rated for those working part time.

11.2 Your holiday entitlement will start to accrue from zero from your start date and the holiday year runs from 1st January to 31st December.

11.3 We have provided you with the opportunity to determine your holiday entitlement. You can trade salary for additional holidays, above the base entitlement. The net result of this and the impact on your salary is stated in the Employment Agreement section.

11.4 The process for requesting holiday leave is set out in the Team Handbook.

11.5 If you wish to roll forward holiday days, this may be allowed with the approval of RORA.

11.6 After the first full year of employment, annual leave entitlement will increase by one additional day (pro-rated for those working part time) for each year of completed service to a maximum of 40 days.

11.7 When you come to the end of your employment with RORA, your annual leave will be calculated on a pro rata basis accruing at a rate of 1/365th of 34 days for each completed day of service in the current holiday year.

Any unused holiday entitlement will be paid out to you. The payment being one day’s pay (that is 1/260th of your basic annual salary) for each day of accrued but untaken holiday. In these scenarios it is at RORA’s preference whether any unused holiday will be used to offset the notice period.
If you have gone over your holiday entitlement, whether that be accrued or self-selected, RORA will deduct from any final payment of salary or other sum then due to you, one day’s pay (i.e. 1/260th of your basic annual salary) for each day’s holiday taken in excess.

12. SICK PAY

12.1 During absence with proof (such as a doctor's note), you are entitled to receive enhanced sick pay in line with the Team Handbook. After the period mentioned you will be entitled to Statutory Sick Pay as mentioned in the Statutory Sick Pay rules.

12.2 Any Sick Pay, or other sickness payments to which you are entitled, will be paid to you at the same time as, and at the same intervals as your normal pay, minus appropriate deductions for Income Tax, National Insurance and any other statutory or contractual deductions.

13. OTHER PAID LEAVE

13.1 You may be eligible to take the following types of paid leave: Maternity leave, Paternity leave, Adoption leave, Shared Parental leave, and/or Parental Bereavement leave.

13.2 Further details of the relevant processes, and any impact on your leave and pay is set out in the Team Handbook.

14. YOUR PENSION

14.1 We operate an auto-enrolment pension scheme which requires you and RORA to make contributions. If you are eligible, we will enrol you automatically.

14.2 Details of the scheme will be provided to you, including the contributions by RORA, when you enrol.

14.3 Membership of the scheme is subject to the rules of the scheme. Although unlikely, we may vary or discontinue any such scheme.

14.4 Under this scheme, both you and RORA will make contributions to the scheme in accordance with its rules and usual legal requirements.

14.5 The specific contribution rates for both you and RORA will be confirmed with you when enrolling in the scheme.

14.6 Details of the scheme are provided in the Candidate Handbook.

VESTING AND ELIGIBILITY

14.7 Your eligibility to participate in the scheme and the vesting of pension benefits will be supervised by the scheme’s rules and regulation, as well as any applicable legislation.

14.8 The scheme may have specific vesting periods and eligibility criteria, which you may be required to meet before accessing the scheme’s pension benefits.

14.9 Further information on vesting and eligibility can be found in the Candidate Handbook.

15. YOUR PROBATION PERIOD

15.1 Your employment is dependent on you successfully completing a probationary period of 12 weeks (consisting of two probationary cycles).

15.2 If you complete the probationary period successfully you will be notified in writing. The probationary terms and conditions will continue to apply until you receive written confirmation from RORA that you have become a permanent team member.

15.3 RORA may extend your probationary period in order to carry out further assessment of your suitability. If this happens, we will let you know before this further period commences. During this extension, the probationary terms and conditions will continue to apply.

15.4 During a probationary period, the full disciplinary and grievance procedure will not apply.

15.5 During your probationary period, either party may terminate this employment agreement with one week’s written notice, except in cases of serious misconduct where the process relating to summary dismissal will apply.

16. END OF EMPLOYMENT

16.1 Either party may terminate this Agreement with written notice.

16.2 Except in cases of serious misconduct, where RORA reserves the right of summary dismissal, the following periods of notice of termination may be issued:

During your probationary period, including any extension, one week.
Following successful completion of your probationary period, eight weeks (unless employed for longer than 8 years, in which case statutory rules apply).

16.3 We reserve the right to pay you in lieu for some or all of your notice period as an alternative to you working your notice period.

16.4 We may require you to remain away from work and to not undertake any work for RORA (whether that is working for RORA, or for a Partner) or attending learning and development sessions for some or all of any of your notice period.

16.5 During any period of notice, whoever given by and for whatever reason, RORA may require you:

To use up any unused holiday; and/or
To return all RORA property in your possession or under your control.

16.6 More information is available in the Team Handbook.

17. SUSPENSION

17.1 RORA reserves the right to suspend you from work for justified reasons in accordance with the applicable employment laws and regulation. Such suspension may be with or without pay, as decided by RORA.

17.2 You may be suspended from work if RORA has a good reason to believe that:

You have seriously breached RORA’s policies or procedures and /or breached a Partner’s policies or procedures.
You are under investigation for alleged serious misconduct or a criminal offence.
Your continued presence at the workplace may pose a risk to the health and safety of other RORA team members and/or employees of Partners.

17.3 More information is available in the Team Handbook

18. REDUNDANCY

18.1 A redundancy process will only be triggered if, after careful consideration, RORA believes that it is no longer sustainable for certain roles to exist. RORA commits to engaging in a fair and transparent consultation process with any affected people and their representatives.

18.2 If you are affected by such a decision, RORA will work with you and your representative through the redundancy process, this includes the consultation process, provision of a redundancy notice, assistance to find alternative employment and support, and your right to appeal your selection for redundancy.

19. SECONDARY EMPLOYMENT

19.1 While working as an employee of RORA, you must obtain written agreement from RORA before undertaking any additional paid employment undertaken outside of your working week with RORA.

19.2 You must also obtain the written permission of RORA if you wish to have an outside business interest, whether acting alone or jointly with or on behalf of others, and whether directly or indirectly, and whether as principal, partner, agent, shareholder, director, employee, consultant.

19.3 Such permission will not unreasonably be withheld and generally we are very keen to support outside interests that do not give rise to a conflict of interest.

20. DISCIPLINARY AND GRIEVANCE POLICIES

20.1 The rules relating to the Disciplinary and Grievance Policies are set out in the Team Handbook.

20.2 RORA will aim to first informally resolve a grievance. If this is unsuccessful, a full process involves you formally recording the grievance, and an investigation and meeting taking place. Our policy covers details around appealing a decision and your rights to having support/ legal representation.

20.3 We strive to have processes in place that effectively support our people. In the event that disciplinary proceedings are necessary, an improvement notice or warning will be issued. In the event that the issue is unresolved, a formal disciplinary process will be triggered. Our policy covers this in detail, including rights of appeal and your rights to having support/ legal representation.

21. CONFIDENTIALITY & DATA PROTECTION

21.1 You must not disclose or communicate (other than with the permission of those with appropriate authority) any of the trade secrets, policies, development plans, confidential partner information or any other confidential information of, or held by RORA, whether gained before or after the date of entering into the Employment Agreement.

21.2 This restriction shall continue to apply after your employment has finished with us. This restriction also covers information acquired from or relating to clients of RORA.

PERSONNEL RECORDS

21.3 We may collect, hold, process or transfer personal data relating to you in line with RORA’s data privacy policies and relevant privacy legislation.

21.4 You have the right at any time to view your personal data held by RORA, access information on how it is being used, and to correct any inaccuracies.

21.5 Please refer to our privacy policy in the Team Handbook.

DATA PROTECTION

21.6 Where you handle or process personal data relating to other people, you must comply with RORA’s own Data Protection & Privacy Policy and relevant legislation such as the Data Protection Act 2018 and the General Data Protection Regulations (GDPR) 2018.

21.7 If you don’t comply with any of the above, it may result in disciplinary proceedings against you.

22. RORA PROPERTY

22.1 During the time that you are employed, RORA property may have come into your possession or control.

22.2 At the end of your employment with RORA, you must promptly return any property from RORA that you have received. This includes intellectual property and information or property relating to our clients.

22.3 At the end of your employment, you must delete all Confidential Information from any computer and/or storage device, re- usable material and destroy all other documents and tangible items which contain or refer to any Confidential Information (as detailed above) which are in your control.

22.4 You may be required to provide written confirmation that you have deleted and/or destroyed such Confidential Information.

23. OTHER TERMS

INTELLECTUAL PROPERTY RIGHTS

23.1 Ownership of intellectual property that you invent, develop, create or make as part of your employment will be owned by RORA.

COVER FOR LEGAL CLAIMS

23.2 In the unfortunate event that a legal claim is brought by a third party in relation to your employment, RORA will cover the costs and liabilities. This is on the basis that you have properly performed your role with reasonable skill and care, and will not extend to situations of negligence, breach of duty and any unlawful act or oversight.

LAW AND JURISDICTION

23.3 This Agreement is governed by and construed in accordance with the laws of England and Wales and any claims/disputes will be dealt with under the jurisdiction of these courts.

AGREEMENT APPLICABILITY

23.4 If any clause in this Agreement no longer applies, the rest of the Agreement shall remain in place. The Employment Agreement will continue as if that clause had not existed.

VARIATION

23.5 RORA reserves the right to make reasonable changes to any of your terms of employment. You will be notified in writing of any change as soon as possible within at least one month of the change.

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our details and commitments