4) Any information regarding Rachael Consulting, its Client’s or its employees is to remain confidential. 5) Support, comprehend and value all aspects regarding Rachael Consulting’s diversity among culture, race and gender. 6) Gifts or commissions of any type of monetary value are not to be accepted by any employees at Rachael Consulting. 7) Any data collected by a Rachael Consulting employee must be reported accurately and efficiently. 8) All employees must enforce policies
Explain two ways of helping other practitioners to understand the importance of handling information securely. The Data Protection Act and Freedom of Information Act summarise the main points of the legal requirements for handling individual’s personal information. The potential consequences of handling such information securely would need to be explained and to follow the necessary acts when handling such information. Explain two ways of helping other practitioners to understand the different systems used to record information in adult social care settings. By explaining the importance of keeping information confidential such as daily activities, medications in a secure place and not to disclose any information to anyone outside of the individuals care or other than their direct team.
5. Fair Dealing All employees, officers, and directors of RTI should endeavor to deal fairly with all of RTI’s customers, suppliers and competitors, as well as other employees, officers, and directors of RTI. You should never take unfair advantage of these people through manipulation, concealment, abuse of privileged information, misrepresentation of material facts, or any other
Dick’s has long enjoyed and valued its reputation of adhering to the highest principles of fairness and integrity in our business relationships. We want to avoid even the appearance of impropriety at all times. In doing your job, you are responsible for abiding by Dick's Sporting Goods’ (the “Company”) policies and all local and national laws in all states and countries in which the Company does business. You are responsible for knowing and following the laws and policies that relate to your job, including the policies in the Code of Business Conduct and Ethics (the “Code”) and all other Company policies, including but not limited to Policy and Procedure manuals, Associate Handbooks, etc. Violating these policies may result in corrective action including, without limitation, termination of employment of your services with the Company, recovery of damages and the filing of criminal charges.
* “They can bargain about the numbers, types, and grades of positions, procedures for performing work or exercising authority, the use of technology, and alternatives for employees harmed by management decisions” (Bennett-Alexander and Hartman, 2007, p. 685). * Management program: * Do not interfere in union organization, understand the legal things the company can do to keep unions from forming, bargain in good faith, and keep lines of communication open. Occupational Safety and Health Administration (OSHA) * All public sector employers must provide a workplace free from recognized hazards that may cause serious harm or death, and comply with regulations and standards required by OSHA. * Companies are responsible for the following: * Adequate safety measures must be taken involving the physical layout of the worksite * All personnel are required to be informed and trained, secondary training is required if a change in position or newly hired including temporary employment. * Medical checkups if an employee is exposed to harmful
3.3 Agree with supervisee confidentiality, boundaries, role and accountability within the professional supervision process All staff sign the confidentiality agreement which works both ways, for both employee and employers. Anything which is said to an employee in a supervision is not to be repeated to any other member of staff. Unless it is something that can be used as any example for other staff, this would then be used without mentioning the supervisee’s name or any details which may identify them. The confidentiality and the role of the supervisee sets the boundaries and accountability within the professional supervision. Each employee is given a full job description when they are first employed, and then after their first 6 weeks they undergo a supervision, which enforces their responsibility within their full job description.
UNIT 6 Task 2 Agreed ways of working The agreed ways of working lets your employer identify what you should do within your work role/description. Policies will cover all the key area's of practice such as : Equal oppertunities- this will tell you how your organasation make's sure there is no discrimination in the way it work's. Bullying and Harassment- How they will deal with staff found to be bullying or harassing other staff or other's. Confidentiality - There are steps to be taken to make sure that people's information is kept confidential as possible and only shown on a need to know basis. Data protection - How information
They are required by law to inform their clients what they may and may not be receiving from them and that they are required to keep everything confidential. They are not to report or give any information about any individual to a third party without the permission first of the individual. The Red Cross has a code of ethics that goes all across their company and everyone has to abide by it. They provide training so that all employees know what is ethical and unethical as they work for the corporation. Training ensures that all employees are making the right decisions.
Employee Privacy Rights in the Workplace Employees must have the right to phone security, application confidentiality, the right to no sexual harassment, and the right to not have any personal questions asked that do not pertain to work. Employee privacy laws are limited, which makes it easy for employers to invade the privacy of its employees. Some things are personal and should remain that way. In today’s working environment, employers need to reevaluate their techniques, approach this ongoing situation, and find alternative solutions to this problem. There are limits to everything in life, and there needs to be limits set on employee privacy laws.
Follow any steps that have been laid out in your policies and procedures, ensure you talk about the issue not the person. It must be demonstrated that every possible step has been taken to support an employee before they are terminated giving the employee every chance to respond to the request and have been fully supported to address the performance. Employees cannot be dismissed based on circumstances that are unjust or unreasonable. Ensure you engage the support of HR, provide the employee the chance to have a support representative present if required and ensure they have been given every chance to respond to your requests. By following these steps if the case is taken to court under Fair Work Act you can clearly demonstrate that appropriate actions were taken prior to the termination, this would help to support your case if