To protect the rights of employers and employees by providing rules and regulations that must be followed. 1.4 identify sources and types of information and advice available in relation to employment responsibilities and rights. HR department, line manager, ACAS, Citizens Advice Bureau, Community Legal Advice, Access to work, Additional Learning Support, Advice from trade unions and representative bodies. 2 Understand agreed ways of working that protect own relationship with employer. 2.1 describe the terms and conditions of own contract of employment.
KNOWLEDGE AND UNDERSTANDING The following activities will help you to generate evidence to show knowledge of your terms and conditions of employment as well as knowing where to seek information and advice should it be necessary. You must show that you understand your own role and how this links to the sector as a whole. You will need to explore issues which have affected the sector and show that you understand how public opinion can influence practice and procedures. ERR Unit 1: 1.1 WorkSkills Unit 10: 1.1 Task 1a There are many aspects of employment which are covered by the law setting out responsibilities and rights of employers and employees. These ensure, for instance, equality of opportunity, safety and fair working conditions.
1.4 Identify sources and types of information and advice available in relation to employment responsibilities and rights Sources Contract, HR department, Manager, CAB, Union, 2.1 Describe the terms and conditions of own contract of employment My contract has terms and conditions of my employment rules and roles that must be followed to keep within my contract, My hours and hourly pay rates. How many days holiday i am entitled to also sick days. Procedures to follow for sickness and rate of sick pay. 2.2 Describe the information shown on own pay statement My payslip shows my name date from when pay relates to the hours i worked and at what hourly rate, total gross pay, my tax deductions, net pay to date. 2.3 Describe the procedures to follow in event of a grievance The grievance procedure for my place of work is 1 Discuss the problem with my line manager and try to settle the matter promptly.
What having a duty of care means for a Care Giving Organisation. Aiii: Trained to their Organisations Standards. Ensuring employee’s understand CQC and the definition Duty of Care. Legally, employers must abide by relevant health and safety and employment law, as well as the common law duty of care. They also have a moral and ethical duty not to cause, or fail to prevent, physical or psychological injury, and must fulfil their responsibilities with regard to personal injury and negligence claims.
Task B Your work role Bi: Employment duration, place of work, hours of work, remuneration, holiday entitlement, public/bank holiday, sickness pay & conditions, disciplinary rules & procedures, disciplinary appeals procedures, grievance procedure, notice of termination to be given by employer, notice of termination to be given by employee, pension & pension scheme and collective agreements. Bii: Name and address, Pay Period, Pay Date, Pay Type, Payment Method Taxable Gross Pay, Income Tax, Employee NIC, Employer NIC, Tax Code, NI Number, Hourly Rate, Total Payment, Total Deductions, Net Pay. Bii: If any change of name or address, I must reported to my employer. Biv: The grievance should be raise verbally to an immediate superior, this should be done in confidence given full detail and sufficient time to consider the facts of the case and where appropriate take remedial action. If the grievance can be resolve satisfactorily by the immediate superior, the matter should be verbally or in writing to the home owner whose decision will be final.
Bi-Describe Terms Conditions of Contract of Employment Job Description, Defining my Role, Responsibilities as well as the roles of others such as Managers & Supervisors. Entitlement, Such as Rate of Pay, Holidays, Sickness Benefit, Pensions & Expenses. Responsibilities, Working Hours, Illness, Absence, Complaints Procedures, Notice Periods (leaving & dismissal), Company Dress Code, Changes in Circumstances, Assessments & Training. General, Correct Use of Company Equipment (telephones & computers), Codes of Behaviour, Health & Safety. Bii-Describe Information on Payslip Company Name, My Name, Payment Number, Payment Period, Employee Number, Tax Code National Insurance Number, Payment Date, Rate of Pay (holiday, sickness, overtime), Contributions (tax & national insurance, pension), Gross & Net Pay.
A code of ethics supplied by a business is a specific kind of policy statement. A properly outlined code is, in effect, a form of legislation within the company required by its employees, with specific agreements for violation of the code. Violation of any organizations Code can cause legal accusations or dismissal from a job. The Ethical Standards of Human Service Professionals provides specific “rules” to follow that will protect the client’s welfare with respect and integrity. With the client’s best interest at heart, the helping professional should begin the relationship by establishing mutually agreed-upon goals, while informing the clients of the limitations of the relationship (Woodside & McClam, 2010).
The policies and procedures explain what is expected of me in my role and what is also not acceptable. It describes how my employer requires me to perform within my specific job role. If there is failure to do this, it could cause harm or danger to myself or others. This may result in disciplinary actions. The term also refers to the care plan, to implement agreed ways of working when following the care plan.
This is to protect not only the staff of the organization, but also the organization itself to safeguard against potential litigation matters. The Workplace Health and Safety Act and other relevant legislation aims to provide a framework for a standard of compliance and enforcement. It is an initiative that advocates for the health, safety, and welfare of workers and persons present in a working environment. Areas where action should be taken must be observed in accordance with the Act, as well as ways to identify and manage risks and hazards associated with workplace operations. Where potential hazards are recognized, appropriate action must be taken to remove, reduce, or isolate the possible risk.
It is well established law that an employer may be held liable for its employees’ breaches of common law obligations and statutory duties where this is expressly stated within the statute. Employers will be liable for injury sustained by employees in the course of employment. It is applicable to claims by both third parties and fellow employees. If a fellow employee's injury is sustained outside, the course of employment the employer is not liable. An employer is not liable for the torts of an independent contractor, but he will be responsible where the contractor's negligence produces a breach of the employer's primary duty Every employer has a common law duty to provide a safe workplace, safe equipment and a safe system of work for employee in order to avoid injury to employee in all area of their employment, Connolly v. Dundalk UDC (1990).