ࡱ> ` bjbj 46K"...Bj0j0j080,0|B&UV1V1l1l1l1K2K2K2TTTTTTT$WhpYNT-.;5G2K2;5;5Tl1l1Ts7s7s7;5Rl1.l1Ts7;5Ts7s7n]Q ".Sl1J1 p%Un#j05eR QT<T0&UR@Y6"Y@SY.SK2L26s72,2BK2K2K2TT 7jK2K2K2&U;5;5;5;5BBB(0dBBB0BBB Employment manual section 1 Employment contracts 1a - Model Contract of Employment This model statement of employment particulars is intended for guidance only and does not give a full statement of the law. It should be used with care and generally only after legal advice. For existing employees, changes can normally be made only with consent. The author or SLCVS can accept no responsibility for loss occasioned as a result of any person acting or refraining from acting on the basis of this material. Principal Statement of Employment Particulars EMPLOYER The Employer is [enter full name of organisation add address if this is not the place of work detailed in 1.6 below] acting by its Chair of the Trustees of the [ enter organisations name] for the time being (the Employer) and the [Chief Executive or Director etc] is the [Chief Executive] for the time being of [enter organisations name] ([the Chief Executive]). The [Chief Executive] may delegate duties and responsibilities to line managers appointed to ensure the efficient operation of [the organisation]. [add if appropriate: You may also be required to work for subsidiaries or other organisations associated with the employer.] EMPLOYEE Name: [enter full name of employee] Address: Postcode: Home Telephone number: JOB Your job title is [ ]. Your normal duties are as detailed in your job description. In addition to your normal duties you may be required to undertake other duties from time to time as directed by your line manager [or the Chief Executive]. MAIN TERMS AND CONDITIONS Your date of continuous employment began on [ ] and is not continuous with any previous employment. [if Fixed Term add This is a fixed term contract. Unless previously terminated, your employment will end on [enter date]] Your place of work is [add address] or such other place as the employer may require. In addition the Employer may require you to travel in the course of the proper performance of your duties. [enter amount of salary, pay scale of method of calculating pay, any other benefits, intervals at which the employee is paid and method of payment. Eg Your annual salary is [ ] which will be paid on the [28] of each month in arrears into a bank or building society account as specified by you.] For the purposes of calculating any pay due to you or owed by you to the employer, your salary is calculated on the basis of one days pay shall be 1/260th of your basic salary. You are normally required to work [ ] hours per week [at times to be agreed with your line manager or Chief Executive] excluding meal breaks. The timing of your lunch break is to be taken in accordance with operational needs. The employer may vary the normal hours by giving you at least two weeks notice in writing, provided there is no increase in the hours of work per week. You will not receive any additional payment for hours worked in excess of your normal hours of work. For each fifteen minutes or multiple thereof you will be entitled to time off in lieu of extra hours worked. Additional hours worked and time off in lieu must be approved in advance by your Employer. Unless otherwise agreed, time off in lieu should be taken as soon as reasonably possible. ANNUAL LEAVE In addition to public holidays, you are entitled to [ ] days paid holiday in a holiday year which runs from [1 April to 31 March]. Part time employees accrue on a pro-rata basis against number of hours worked. No annual leave in excess of accrued annual leave can normally be taken during the first three months of employment. The employer reserves the right to make any working day falling between Christmas and New Years Day a compulsory holiday, to be taken from your annual leave entitlement. All leave dates must be agreed in advance with the employer. Entitlement to leave cannot be carried forward into the new leave year without the written consent of the employer. If such consent is not obtained, leave not taken at the end of the year is lost. Consent generally will not be given if you have not taken at least four weeks annual leave, including paid public holidays, during the leave year. At the end of your employment, you will at the discretion of the employer either be paid for accrued leave not taken or be obliged by the employer to take the remaining leave. A deduction will be made from your final pay for leave taken in excess of your accrued entitlement. NOTICE PERIODS Except for dismissal for gross misconduct, this agreement may be terminated by either party as follows: In the first month of employment: no notice; During the remainder of the probation period: one week; On completion of the probation period [one month]. After five years continuous service the Employer may terminate this agreement by giving you notice in line with the statutory requirements. The employer reserves the right to make a payment in lieu of notice should it so wish. During your notice period the employer reserves the right to require you to remain away from work, regardless of whether you or the employer gave notice. You will be required to comply with any conditions relating to your work laid down by the employer. While on full pay you may not undertake any employment or work on a self-employed basis without the employers prior written permission. Gross misconduct In the case of gross misconduct you may be dismissed without notice and without pay in lieu of notice. Redundancy Before any redundancy is agreed, there will if possible be consultation with staff that might be affected. In the event of your being made redundant, you will be entitled to such payment as the relevant statute in force at the time requires. You will also be entitled to reasonable time off for training or to look for work. The period of notice for redundancy is the same as for dismissal. SICK PAY ARRANGEMENTS You must report sickness or injury to [your line manager or the Chief Executive] by 9.30am on the first day of absence, with an indication of the likely period of absence. You must provide the employer with a sickness certificate. If the period of absence is for 7 calendar days or less then this certificate should normally be a self-certificate, which should be completed immediately on return to work. Absences for 8 days or more must be supported by a doctors certificate. The employer may require a doctors certificate for a shorter period. The employer may require you to have a medical examination by a doctor appointed by the organisation and/or may require you to arrange for your own doctor to provide a full report. The employer will meet any costs incurred in this. During absence due to sickness or injury you will receive statutory sick pay to which you are entitled. Your qualifying days in respect of statutory sick pay are [Monday to Friday or days the employee usually works] OR If you are absent from work due to sickness or injury and comply with the notice and certification requirements in 4.1 to 4.3 above you will receive - during the first three months of your employment statutory sick pay to which you are entitled. Your qualifying days in respect of statutory sick pay are [Monday to Friday or days the employee usually works]. after three or more calendar months of continuous employment, three months full pay followed by three months at half pay, inclusive of any statutory sick pay entitlements, during any 12 month period. A maximum of six months sick leave paid at full pay and six months sick leave paid at half pay will be paid during any 3 year period. Termination of sick pay Contractual sick pay may be terminated, suspended or reduced if you fail to follow the notification procedure, if you refuse to attend a medical examination or if it is advised by the doctor that you are fit to return to work or if your absence or continued absence is due to your taking a clearly unwarranted risk, even in your own time; abusing alcohol or drugs, or other substance abuse breach of health and safety law or health and safety rules in the course of your work or being involved in conduct prejudicial to your recovery. You will be given the opportunity to comment on any such proposal prior to it being implemented. You acknowledge by your signature to this contract that you are not, except as already disclosed in writing, suffering from any illness or disease which affects in any way your ability to perform the job for which you are employed and you undertake to advise your line manager or the Chief Executive as soon as any such illness or disease affects you. In the event of such notification the employer will make reasonable adjustments in line with the provisions of the Disability Discrimination Act 1995. Recovery of sick pay Where you receive sick pay for any period because of any injury caused to you by a third party, the amount of such sick pay shall be a loan by the employer to the employee, repayable from damages or compensation you receive. ABSENCE If you are absent for any reason that has not been approved or agreed in advance you must phone [your line manager of the Chief Executive] by 9.30am on the first day of absence to explain the reason for your absence. Absence that has not been approved or agreed in advance may be treated as unauthorised and you will not be paid for such days of absence. Unauthorised absence may be treated as a disciplinary offence. Subject to the provisions of the Disability Discrimination Act 1996, persistent absence, for any reason, may result in the termination of your employment at any time by written notice. PENSION, [DEATH AND LONGTERM MEDICAL RETIREMENT ARRANGEMENTS] [Pension arrangements or the lack of pensions must be stated.] DISCIPLINE AND GRIEVANCE PROCEDURES The disciplinary procedure is attached to this contract but does not form part of it The procedure for dealing with any grievance you have in relation to your employment is attached but does not form part of this contract. You may be suspended from work during disciplinary proceedings. Suspension will be on full pay unless the allegation is of gross misconduct, where you may be suspended on reduced pay or without pay. PROBATIONARY PERIOD Your employment is subject to a probationary period of [six] months from the date you commence your employment, which may be extended by the employer. During the probationary period either side may terminate employment with the notice given in 3.1 above. The disciplinary procedure does not apply to dismissal during the probationary period unless you have been continuously employed for one year or more at the date of dismissal. DEDUCTIONS The employer may deduct from your salary or other sums due to you an amount to cover losses sustained in relation to property or money of the employer or of any client, customer, visitor or other employee during the course of your employment caused through your carelessness, negligence or recklessness or through breach of the employers rules or any dishonesty on your part. The employer may also deduct from salary of other sums owed to you a day or part day of unauthorised absence. Unauthorised absence is failing to appear for work at the appropriate time unless absence is due to genuine sickness or injury which has been notified to the employer in accordance with this contract, or leave for which prior permission has been granted, or genuine reasons outside your control which are acceptable to the employer. The employer may also deduct the amount of any accidental overpayment to you, and/or the amount of any loan made to you for any purpose and/or any other amount due to the employer from you. The employer will notify in writing of the details of any such deduction, and will provide you with copies of any supporting documents reasonably requested in connection with the deduction. PUBLIC HOLIDAYS Full-time employees will normally be entitled to a paid holiday on all public holidays. Part time employees are entitled to paid time off for each public holiday, calculated as one-fifth of their normal weekly working hours. Such time off must be taken in the week in which the public holiday occurs or in the week immediately after. If you are required to work on a public holiday you will be entitled to take equivalent paid time off. Such time off must be taken in the week in which the public holiday occurs or in the week immediately before of after. MATERNITY AND ADOPTIVE LEAVE AND PAY Female employees are entitled to ordinary and additional maternity leave or adoption leave in accordance with statutes in force at the time. During ordinary maternity leave or adoption leave you may be entitled to statutory maternity or adoption pay. If you are not entitled to SMP you may be entitled to maternity allowance from the Benefits Agency. PATERNITY AND ADOPTIVE LEAVE AND PAY Fathers and partners of mothers are entitled to paid paternity leave or adoptive leave in accordance with statutes in force at the time. PARENTAL LEAVE If you have one years continuous employment and are the mother, father, adoptive mother or adoptive father of a child or have responsibility for a child under the Children Act you are entitled to statutory unpaid parental leave in accordance with statutes in force at the time. DEPENDANTS You are entitled to reasonable unpaid time off to deal with unexpected or sudden emergencies relating to a child or other person dependant on you. SPECIAL OR COMPASSIONATE LEAVE Leave on a paid or unpaid basis may be granted in urgent or special personal circumstances. Leave of up to [ ] days working days may be granted by [your line manager, the director or the chair person]. Special leave of more than [ ] days, whether paid or unpaid, must be confirmed by [ ]. TIME OFF FOR PUBLIC DUTIES You have a statutory right to [unpaid] time off work for certain public duties. [You will be paid during such time off for a maximum of [ ] days in any 12 month period. You are required to claim all available attendance allowances or loss of earnings payments and to remit them to the employer to offset the salary paid to you during that time.] OTHER PAID WORK If at the time you start this employment you are being paid for any other work, whether as an employee or on a self-employed or other basis, you are required to give details to the employer. If your total working hours exceed or may exceed an average of 48 hours per week, the employer will ask you to opt out of the 48-hour limit imposed by the Working Time Regulations. CONFLICT OF INTEREST You must disclose to the employer any direct or indirect relationship that you or any close relative have with any customer, client or beneficiary of the employer. If you or a close relative has any direct or indirect interest in any company or firm which may enter into a contract with the employer, this interest must be disclosed to the employer as soon as you become aware of it. If at any time you are offered any gift or consideration as an inducement to influence a contract or obtain preferential treatment for any customer, client or beneficiary of the employer, or if any suggestion of this type is made to you, you must report it immediately to the employer. COPYRIGHT/PATENT Every work created, developed, invented, carried out or produced during your employment or arising out of or in consequence of this employment, shall be deemed to have been made by or on behalf of the employer. The work, together with the benefit of any such work, belongs exclusively to the employer. You must give the employer full details of all and any such work. You must, at the employers request and cost during the employment and thereafter, if required, take all steps as may be necessary or desirable to substantiate the employers rights in respect of any such work. ORGANISATIONAL POLICIES You are expected to comply with all of the policies of this organisation. Failure to do so will be regarded as a breach of contract. CONFIDENTIALITY You must not at any time disclose any confidential information arising out of your employment, unless such disclosure is authorised under the employers policy on data protection and confidential information, or is protected under the Public Interest Disclosure Act. MONITORING OF COMMUNICATIONS Telephone, email and internet use are monitored by the employer, and your signature to this contract indicates your consent. PERSONAL DATA From time to time it may be necessary to process sensitive personal data, for example about your health. By signing this contract you agree that the employer may retain and process sensitive personal data about you as the needs of the organisation require. HEALTH AND SAFETY Every employee must comply with the employers health and safety policy and procedures. SMOKING The employer operates a no smoking policy and smoking is not allowed anywhere in its buildings or grounds. If you do smoke you are required not to do so as to block any entrance to the Employers premises or loiter at any entrance. EQUAL OPPORTUNITIES Every employee must act at all times in accordance with equal opportunities legislation and the employers equal opportunities policy. MEDIA Communication with the press, television or radio must be authorised by the employer if it is in any way connected with your employment or is likely to contain reference to the employer. USE OF FACILITIES Use of the employers facilities or equipment for personal use is not permitted without prior written consent from the employer. OUTSIDE REMUNERATION If you receive any outside remuneration for work undertaken on behalf of the employer or arising from your employment by the employer (for example, fees for a speaking engagement or an article), you are required to pay these to the employer. GRATUITIES You are not allowed to accept gratuities, money or non-monetary gifts from clients or users of the employers services. If such gratuities are given to you without your prior knowledge, they must be given to the employer. VARIATION The employer reserves the right to make reasonable changes to any of your terms and conditions of employment. You will be notified in writing of minor changes of detail, and any such change takes effect from the date of the notice or such other date as specified in the notice. Other changes will be made only after consultation, and then with at least one months written notice. Signed: [Name] For and on behalf of [Employer] Date: I have read, understood and accept the above terms and conditions of employment. Signed: [Employee] Date: For more information or guidance We provide information, guidance and signposting on all aspects of running a voluntary and community organisation. For more information, see our website at www.communitylinksbromley.org.uk. Peter Dyer, Head of Organisational Development tel: (020) 8315 1917 fax: (020) 8315 1924 email: Peterd@communitylinksbromley.org.uk     Community Links Bromley Information Sheets Community House, South Street, Bromley BR1 1RH Tel: 020 8315 1900 Fax: 020 8315 1924 Email:  HYPERLINK "mailto:admin@communitylinksbromley.org.uk" admin@communitylinksbromley.org.uk Web: www.community9UVWXb   3 = H I - ]b$dV*̽xkkxxx[xxxhd"6CJH*OJQJ]^Jhd"6OJQJ]^Jhd"6CJOJQJ]^Jhd"CJOJQJ^Jhd"OJQJ^Jhd"5CJOJQJ\^Jhd"hd"5OJQJ\^Jh&h&CJOJQJ^Jh&CJOJQJ^Jh&5CJ OJQJ^Jhd"5CJ OJQJ^JhP.5CJ OJQJ^J 34VWXa b   2 3 < = H I    gdd"gdd"gdd"gdd"gdd"  !gd& $gd# 6S    ' ( , - @AB\]ab#$cdgdd"^gdd"  & F `gdd"  & F `gdd"gdd"gdd"()*78 /0mnyzX^gdd"  & F `gdd"gdd"  & F `gdd"*8X`qo4 5 !"C#S#V#x#z##H&`&**++3.r......./00L2X277Q9w9:;;;<<X=x=>>6@G@AAvDDFFqGGHH,I;I?JRJJJKK>LELMhd"5CJOJQJ\^Jhd"6CJOJQJ]^Jhd"CJOJQJ^J"hd"56CJOJQJ\]^JMX~`arPQopq  & F `gdd"gdd"^gdd"h^hgdd"^gdd"  & F `gdd"^gdd"  & F `gdd"4 5 !!"!!!""z## $$%%G&H&`&y'''?(  & F `gdd"^gdd"  & F `gdd"^gdd"gdd"^gdd"  & F `gdd"?(w(((***+++++,,w-x-1.2.3.q.r...  & F `gdd"^gdd"gdd"  & F `gdd"^gdd"  & F `gdd"....-/.///0000011J2K2L2W2X23355M6h^hgdd"^gdd"  & F `gdd"  & F `gdd"gdd"M6N6 7 7777w7x7o8p8O9P9Q9v9w9::::::^gdd"  & F `gdd"^gdd"h^hgdd"  & F `gdd" & F ^`gdd"gdd":::;;;;;;;<<<<<V=W=X=w=x=>>>>>4@  & F `gdd"h^hgdd"  & F `gdd"gdd"4@5@6@F@G@AAAAAxByBUCVCtDuDvDDDEEFFFF^gdd"  & F `gdd"h^hgdd"  & F `gdd"gdd"FFoGpGqGGGHHHHH*I+I,I:I;I=J>J?JQJRJJJJJ  & F `gdd"gdd"  & F `gdd"h^hgdd"JJKKKKKLDLELMMMMMMMMMMMNNN  & F `gdd"gdd"  & F `gdd"h^hgdd"MMMMNNOOQXQQQQQQQQQ`RRRRRijwfUD hfhf}CJOJQJ^JaJ hrh&CJOJQJ^JaJ hrhf}CJOJQJ^JaJhfCJOJQJ^JaJ hf}hf}CJOJQJ^JaJh&h&CJOJQJ^Jhd"CJOJQJ^JaJ hf}h&CJOJQJ^JaJ hpfh&CJOJQJ^JaJhd"OJQJ^Jhd"6CJOJQJ]^J"hd"56CJOJQJ\]^JNNNOOOOOQQQQ/Q0QPQVQWQXQQQQQQQQgd&gdd"gdd"  & F `gdd"h^hgdd"  & F `gdd"QQQRR S6S8S9S;SS?SASBSZT\TTUgd& $dNgd# &dPgd# gdfgdyegdf}gd&gdf}RRRRRRRRRS S SSS5S6S7S9S:S*B*phNP@"N d" Body Text 2CJOJQJ^JaJmH sH PB@2P d" Body Text"6CJOJQJ]^JaJmH sH TQ@BT d" Body Text 3"5CJOJQJ\^JaJmH sH \L\L34VWXab23<=HI'(,-@AB\]ab#$c d     ( ) * 7 8 /0mnyzX~`arPQopq45!"z GH`y? w """#####$$w%x%1&2&3&q&r&&&&&&-'.'''((((())J*K*L*W*X*++--M.N. / ////w/x/o0p0O1P1Q1v1w122222222333333344444V5W5X5w5x566666485868F8G899999x:y:U;V;t<u<v<<<==>>>>>o?p?q???@@@@@*A+A,A:A;A=B>B?BQBRBBBBBBCCCCCDDDEDEEEEEEEEEEEFFFFFGGGGGIIII/I0IPIVIWIXIIIIIIIIIIJJ K6K8K9K;KK?KAKBKoKpKK0LVLWLXLYLZL]L0000000000000(000000E0E0E0E0E0E0E0E0E0E0E00000 00 00 00 00 00 00 00 000 00 0 0 0 0 0r 0 0r 0 0r 0 0r 0 0r 00 00 0( 0 0 0 00 0(0 0(00 0(00 0(0 0(00 00 00 00 00 00 000 0 00 000 0 0 0 0 000 000 000 00 0$0 0$0 0$00 00 0{&00 00 0&0 0&0 0&00 00 0(0 0(00 00 0*0 0*0 0*0 0*00 0 0 0V/0 0V/0 0V/00 0 0 010 0100000 0 0 0%300 0 0 0300 0 0 0400 00 0500 00 0700 00 0}800 00 0:0 0:0 0:00 00 0<0 0<00 00 0?00 00 0?00 00 0@00 00 0sA00 00 0B00 00 0B00 00 0C00 00 0D000 00 0JE00 00 0E00 00 0F00 00 0G0000000000000000rX000000@0y00@0y00@0y00@0y00@0@0@0@0@0@0y0000RwAII]L{0 0{00P{00 ::!!!$*MRT+0:=> X?(.M6:4@FJNQ,./123456789;<A-$X8@0(  B S  ?\LylZyyylyJKKKK]LJKKKK]Li*urn:schemas-microsoft-com:office:smarttagsStreet/http://www.5iantlavalampft-com:office:smarttagsn*urn:schemas-microsoft-com:office:smarttags PostalCode0http://www.5iamas-microsoft-com:office:smarttagsh*urn:schemas-microsoft-com:office:smarttagsCity0http://www.5iamas-microsoft-com:office:smarttagsk*urn:schemas-microsoft-com:office:smarttagsaddress0http://www.5iamas-microsoft-com:office:smarttagsV*urn:schemas-microsoft-com:office:smarttags PersonNamehttp://www.microsoft.com 0xM9>JJ6K6K8K8K9K9K;KK?KAKBKWLXL]L4UJM &? D ((!E*EJJ KK6K6K8K8K9K9K;KK?KAKBKKKKKWLXL]L33333333333333VII5K]L996K6K8K8K9K9K;KK?KAKBKWLXL]L 0) .] v=yB PQ'T琪J=- Epl7 )(?x;A6;(.:U0C[Z Z =][1V`Hdmhhh^h`OJQJo(hHh88^8`OJQJ^Jo(hHoh^`OJQJo(hHh  ^ `OJQJo(hHh  ^ `OJQJ^Jo(hHohxx^x`OJQJo(hHhHH^H`OJQJo(hHh^`OJQJ^Jo(hHoh^`OJQJo(hHhhh^h`OJQJo(hHh88^8`OJQJ^Jo(hHoh^`OJQJo(hHh  ^ `OJQJo(hHh  ^ `OJQJ^Jo(hHohxx^x`OJQJo(hHhHH^H`OJQJo(hHh^`OJQJ^Jo(hHoh^`OJQJo(hH hh^h`OJQJo(h^`OJQJo(hHh^`OJQJ^Jo(hHohpp^p`OJQJo(hHh@ @ ^@ `OJQJo(hHh^`OJQJ^Jo(hHoh^`OJQJo(hHh^`OJQJo(hHh^`OJQJ^Jo(hHohPP^P`OJQJo(hH hh^h`OJQJo( hh^h`OJQJo(h ^`OJQJo(h   ^ `OJQJo(oh   ^ `OJQJo(h xx^x`OJQJo(h HH^H`OJQJo(oh ^`OJQJo(h ^`OJQJo(h ^`OJQJo(oh ^`OJQJo(h ^`OJQJo(h pp^p`OJQJo(oh @ @ ^@ `OJQJo(h ^`OJQJo(h ^`OJQJo(oh ^`OJQJo(h ^`OJQJo(h PP^P`OJQJo(oh   ^ `OJQJo(h ^`OJQJo(h pp^p`OJQJo(oh @ @ ^@ `OJQJo(h ^`OJQJo(h ^`OJQJo(oh ^`OJQJo(h ^`OJQJo(h PP^P`OJQJo(oh   ^ `OJQJo(hh^h`.P^`P..^`...x^`x.... ^` .....  X ^ `X ......   ^ `....... 8^`8........ `^``......... hh^h`OJQJo(h^`OJQJo(hHh^`OJQJ^Jo(hHohpp^p`OJQJo(hHh@ @ ^@ `OJQJo(hHh^`OJQJ^Jo(hHoh^`OJQJo(hHh^`OJQJo(hHh^`OJQJ^Jo(hHohPP^P`OJQJo(hHhhh^h`OJQJo(hHh88^8`OJQJ^Jo(hHoh^`OJQJo(hHh  ^ `OJQJo(hHh  ^ `OJQJ^Jo(hHohxx^x`OJQJo(hHhHH^H`OJQJo(hHh^`OJQJ^Jo(hHoh^`OJQJo(hH J=-yBZEpl7=][0) PQ'] Hd[Z:U)(?;A                                                                         %q ,d"91%57zN/RPohW.\(ld5p_uf}yeEP.ruf&{Wapf# $VXJXLYLZL]L;@99 99(BKBL\L@@@T@@UnknownGz Times New Roman5Symbol3& z Arial5& zaTahomaA& LogosSymbol7&  Verdana?5 z Courier New;Wingdings"1hoԡܡ9 ?&9 ?&!4dKK 2qHP ?&CHARITY ACCOUNTS  @         Oh+'0p   , 8 DPX`hCHARITY ACCOUNTS Normal 3Microsoft Office Word@F#@!"@Hn#9 ?՜.+,D՜.+,H hp  Community Links&K CHARITY ACCOUNTS Title 8@ _PID_HLINKSAf *mailto:admin@communitylinksbromley.org.uk7  !"#$%&'()*+,-./0123456789:;<=>?@ABDEFGHIJLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwyz{|}~Root Entry FPUn#Data C1TableKYWordDocument4SummaryInformation(xDocumentSummaryInformation8CompObjq  FMicrosoft Office Word Document MSWordDocWord.Document.89q