A Code of Practice or sometimes known as Code of Conduct, is one which has been set by an employer, to ensure the correct behaviour of employees and that company procedures are followed. This will usually list numerous items of do’s and don’ts within your working environment. Within my previous training role, I was involved with employee risk assessments, manual handling, as well as data protection. Data Protection Act 1998 – is an act of Parliament which defines UK law on the processing of data on identifiable living people. This is the main piece of legislation which governs the protection of personal data.
Legal & Ethical Responsibilities of an assessor As trainers, we must join with our employer to uphold a number of legal requirements. It is not only the law that says that we should do these things, but by doing them we can be sure that the service we provide to our clients will be better. The following table gives an overview of the main legal and ethical responsibilities of RTOs and trainers. After the table, we will have a look in more detail at the OHS and Workplace Relations requirements of RTOs. |Legal and Ethical Responsibilities of RTOs and Trainers | | Responsibility | Description | |Occupational Health & Safety |There are laws that require us and our managers to make sure that we provide a safe | | |work environment for staff and clients, and to make sure that we have a system in place| | |to record and report any workplace injuries.
Most successful organisation know how to mobilise the right people and move them around to meet the needs of the organisation the organisation. Moving people around should be based on matching individual skills with organisational needs. Once an organisation knows the areas in which shortages and excesses exist, they can proceed with their workforce plans and devise strategist ensure that they have the right number of staff in every area of the organisation or to ensure that staff numbers are correctly allocated to the right tasks. The organisation you work for has asked you to analyse their existing workforce to determine areas where there are excesses or shortages or requirements for mobilisation. How would you do this?
Employment Responsibilities and Rights in Health, social Care or Children’s and young people’s Settings 1) Know the statutory responsibilities and rights of employees and employers with own area of work. There are a number of laws and regulations which have been written to protect you at work; they also protect your colleagues, the people you will work with and their families. As is usually the case, with rights go responsibilities; these laws also explain / advise you what you are expected to do and how you should behave at work. Main features of Current Employment Legislation are: I. Workplace Regulations: laws that keep everyone safe and reduce hazards and manage risks.
Sometimes you may have to work in best interest and instinct to fulfil your job role. To follow the agreed ways of working to its fullest you must refer to care plans, following the care plans ensures that you are implementing these rules. Working within the policies and procedures of your job description and working in agreed ways are very important because it ensures that you are doing your job correctly and to a high standard. It covers you from legal issues as you are completing tasks correctly and professionally. It is important to follow the agreed ways of working so you are certain to be working under the legislations that apply to the role you are undertaking, these could include the data protection act 1998, care home regulations 2001, care quality commission regulations 2009, care standards act 2000, health and safety at work act 1974 and many more.
Understand how to handle information in social care settings. 1.1– Legislation that relates to handling information in social care settings are; Data Protection Act 1998, Freedom of Information Act 2000 and Health and Social Care Act 2008 – Essential standards. Codes of practice that relates to handling information in social care settings include; General Social Care Council (GSCC), Information Commissioner’s Office (ICO) and the local or internal Codes of Practice such as code of practise within your company. 1.2– The main points of legal requirements and codes of practice for handling information are as follows; the records must be fairly and lawfully processed, processed for limited purposes, adequate, relevant and not excessive, accurate, signed, dated, not kept for longer than necessary, processed in accordance to the data subject’s rights, kept secure and not transferred anywhere in or out of the country without adequate protection. 2.1 – To maintain records that are up to date, complete, accurate and legible, it must have clear and accurate writing, the information should be recorded straight away or as soon as practicable, the records must include a time, date, signature and printed name, it must always be completed using a black pen, any errors that may occur must have one single line put through with an initial next to it and all boxes on pro-formas to be completed.
Assignment 1 - 40262/Y1 Human resource plans and organisational context Executive Summary The aim of this report is to identify improvements that may be made to the current HR records system held by X. Research methods have included interviews with Senior Managers, Junior admin staff charged with maintaining the system and questionnaires for practice (field) staff who provide information on staff to keep the records system up to date. Relevant and recent literature on the subject of personnel record keeping has also been researched. This report has found that whilst the information required to be held is available, the current manual system and the reliance on the data provided by the database in finance is causing managers
Understand employment responsibilities and rights in health, social care or children’s and young people’s settings Task A - Short Answer Questions Ai: The current policies and procedures handbook in place at the company. Up to date health and safety requirements. Internet for example: www.gov.co.uk. Aii a: Wages Work conditions Holiday entitlement Disciplinary procedures b: Training Employment Rights Minimum wage Health and safety legislation Equalities and Discrimination law Aiii: To protect employers and employees from those who would take advantage of them and to create a safe working environment. Task B Your work role Bi: My employment is subject to an enhanced disclosure from the CRB.
P3 you need to Risk assessment is when all the risks that are present and need to identify steps to reduce the risk. It is important for the employer to take responsibility to expect danger and should measures to reduce risks. Employees would need to understand the rules and regulations in order to follow from risk assessment and help define individual and cooperative responsibilities. Employees should have the right to work in a safe workplace, and the people who are using services are allowed to care and support that is safe. Risk assessment is held under the health and safety at Work Act (1974).
3RAI F203B (HR) Recording Analysing and Using Human Resources Information Activity 1 There are a variety of reasons why an organisation needs to collect HR data, some of which are:- • To satisfy legal requirements • Appraisal, training and performance management • Recording of absence data • To provide relevant information in decision making • To keep a record of Contractual arrangements • Keeping contact details of employees Two specific reasons why an organisation needs to collect HR Data are:- 1) To satisfy legal requirements Government departments including HMRC can request information on the number of people that are employed and what they are paid. Information can also be requested on how many hours individual employees have worked. The working time regulations and national minimum wage act each require specific records relating to hours of work and pay details. Eligibility to work is also a legal requirement and organisations need to show the due diligence process they have gone through to ensure employees comply. 2) Appraisal, Training and Performance Records An organisation can collect Performance Appraisals and use the data from this process to see how many appraisals were completed by each Manager or department and see if there are any learning or Training and development needs within the organisation.