LEGAL(INFORMATION)

1.Company identity and registered details

This website is owned and operated by RESTAURANT ELZA LTD, a private limited company incorporated in England and Wales, which trades for staffing purposes under the name Crespaca.

References on this website to “Crespaca”, “we”, “us” and “our” are references to RESTAURANT ELZA LTD. References to “you” and “your” are references to the person accessing this website or engaging our services.

Our registered office address, shown above, is also our principal place of business and the correct address for service of formal notices and legal documents.

2.What we do and our regulatory status

Crespaca is a hospitality staffing business. We supply temporary workers to hirers and we introduce candidates to hirers for permanent engagement. In the language of United Kingdom recruitment legislation this means that we act both as an employment business (when we supply temporary workers who remain under our contract) and as an employment agency (when we introduce a candidate for direct engagement by a hirer).

In carrying on that activity we operate in accordance with the Employment Agencies Act 1973 and the Conduct of Employment Agencies and Employment Businesses Regulations 2003, as amended. Among other things, this means that:

• we never charge a work-seeker a fee for finding or seeking to find them work;
• we confirm in writing the terms that apply to a work-seeker before we supply them to a hirer;
• we confirm the charges, notice periods and cancellation terms that apply to a hirer before a supply begins;
• we do not make the provision of services to a work-seeker conditional on them taking other goods or services from us;
• we verify the identity and right to work of every worker we supply, together with any qualification legally required for the role.

We are not a regulated financial services firm and nothing on this website constitutes financial, immigration, employment law or tax advice. Where a matter requires professional advice, you should obtain it independently.

3.Purpose of this website

This website exists to describe our staffing services, to allow hirers to request staff, and to allow work-seekers to register an interest in working with us. It is provided for information and enquiry purposes only.

Nothing on this website is an offer capable of acceptance. Descriptions of packages, roles, indicative hourly rates and discounts are invitations to treat. A binding contract for the supply of staff is only formed when we issue a written booking confirmation in accordance with our Terms of Service.

Indicative rates shown on this website are guide prices only. They vary by location, role, shift pattern, notice period and the applicable statutory minimum wage rate, and they are confirmed to you in writing before any booking is accepted.

4.Accuracy of information

We take reasonable care to ensure that the information published on this website is accurate and current at the time of publication. However, we do not warrant that it is complete, accurate or up to date at any given moment, and we may change any part of it without notice.

Case studies, statistics and performance figures shown on this website reflect our own internal records over the relevant period. They describe past performance and are not a promise or guarantee of any particular outcome for you.

5.Intellectual property and trade marks

All intellectual property rights in this website and in its contents — including the text, layout, graphics, illustrations, page design, source code, and the arrangement and selection of the material — are owned by or licensed to RESTAURANT ELZA LTD and are protected by copyright, database right and other laws.

The name Crespaca, the crespaca.org wordmark and our logo are trade marks used by RESTAURANT ELZA LTD. You may not use them without our prior written consent, and in particular you may not use them in a way that suggests any endorsement, affiliation or partnership that does not exist.

You may view, download and print extracts of this website for your own internal business use or personal, non-commercial use. You must not modify the material, remove any copyright or trade mark notice, or reproduce, distribute, publish, sub-licence or otherwise commercially exploit any part of it without our written permission. Systematic extraction of material by automated means, including scraping and data mining for the training of machine learning systems, is not permitted.

6.Third-party links and materials

Where this website links to a third-party site, that link is provided for convenience only. We have no control over the content of a third-party site, we do not endorse it, and we accept no responsibility for any loss arising from your use of it. Your use of a linked site is governed by that site’s own terms and privacy notice.

7.Limitation of liability for this website

This website is made available free of charge and on an “as is” and “as available” basis. To the fullest extent permitted by law we exclude all conditions, warranties and representations that would otherwise be implied into your use of it.

We do not exclude or limit our liability to you in any way where it would be unlawful to do so. This includes liability for death or personal injury caused by our negligence, for fraud or fraudulent misrepresentation, and for any other liability that cannot lawfully be excluded.

Subject to that, we are not liable for any loss of profit, loss of business, loss of anticipated savings, loss of data, business interruption, or any indirect or consequential loss arising out of or in connection with your use of, or inability to use, this website.

Our liability in connection with our staffing services is dealt with separately, and is governed by our Terms of Service.

8.Modern slavery and ethical recruitment

We do not tolerate slavery, servitude, forced or compulsory labour or human trafficking in our business or in our supply chain. In line with the principles of the Modern Slavery Act 2015 we:

• verify the identity and right to work of every candidate directly, from original or digitally verified documents;
• pay every worker directly, into an account in that worker’s own name, and never through a third party who controls their wages;
• never charge a work-seeker a fee for finding work, for registration, for training required to take a placement, or for uniform;
• investigate any report of exploitation, debt bondage or withheld identity documents, and report credible concerns to the relevant authority;
• provide a confidential route for any worker to raise a concern, at [email protected].

9.Equal opportunities

We are committed to equality of opportunity in the supply and introduction of workers. We select candidates on the basis of skills, experience and availability, and we do not discriminate on the basis of age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation.

We will not act on a client instruction that would require us to discriminate unlawfully, and we may refuse or withdraw from a booking where such an instruction is given.

10.Complaints procedure

If something has gone wrong, we want to hear about it directly and quickly. Please write to [email protected] or to our registered address, marking your letter for the attention of the Complaints Manager, and include:

1. your name and the best contact details for you;
2. the venue, booking reference or shift date the complaint relates to;
3. a short description of what happened;
4. what you would like us to do to put it right.

We acknowledge every complaint within two working days and give a substantive written response within fifteen working days. Where an investigation needs longer than that, we tell you why and give you a date by which you will hear from us.

If you are not satisfied with our response you may ask for the matter to be reviewed by a director, whose decision concludes our internal procedure.

11.Alternative dispute resolution

If a dispute cannot be resolved through our complaints procedure, both parties may agree to refer it to mediation before starting court proceedings. Nothing in this section prevents either party from seeking urgent injunctive relief, or from applying to court where a limitation period is about to expire.

12.Accessibility

We aim to meet the Web Content Accessibility Guidelines (WCAG) 2.1 at level AA. This website uses semantic markup, visible keyboard focus indicators, text alternatives for meaningful images, colour contrast that meets the AA threshold for body text, a layout that reflows to a single column on small screens, and reduced-motion support for visitors whose device settings request it.

If you encounter a barrier when using this site, please tell us at [email protected] and describe the page and the problem. We will respond within five working days and, where we cannot fix the issue quickly, we will offer the information in another format.

13.Governing law and jurisdiction

This legal notice, its subject matter and its formation are governed by the law of England and Wales. The courts of England and Wales have exclusive jurisdiction over any dispute or claim arising out of or in connection with it, save that if you live in Scotland or Northern Ireland you may also bring proceedings in the courts of the country in which you live.

14.How to contact us

Written notices under this notice should be sent by email to [email protected] and by post to RESTAURANT ELZA LTD, 9 Victoria Mill Business Park, Wharf Road, Unit 9, Doncaster, United Kingdom, DN1 2ST.

For staffing enquiries use [email protected] or the contact form on our home page. For applications use [email protected].