[1.2] Understand agreed ways of working that protect own relationship with employer Describe the terms and conditions of your own contact. The terms and condition of my contract are the commencement date and location which is the date I am due to start work and where I will be regularly working at. Also it explains how long my probationary period is and what is actually is. It tell me my rate of pay and when and how I will be paid and the hours I will be required to work and what the shift pattens are its also covers overtime. It mentions annual leave and how much of it get and how I will b expected to spread it out over the year.
Attendance was a specific employment regulation agreed with in the unions contract with the employees. According to this agreement with the union and Sanderson employees, an employee who was absent from their work in excess of their scheduled hours in a month or was late twice in a month, was subject to disciplinary action. Reeves responsibilities as a supervisor was tracking the number of hours worked by each of the employees under his supervision on a daily, monthly and yearly basis. Oswalt as the other supervisor over the Hinge Room, also reviewed all monthly time sheet reports. Reeves and Oswalt both disciplined tardy or absent union employees Reeves and Oswalt revised the records and turned in weekly time sheets that listed all the hours worked by the employees working under their supervision to Russell Caldwell, who would reviewed the records and send them to get processed.
24/8/12 to 30/9/12) * the gross pay and net pay * loadings, allowances, bonuses, incentive-based payments, penalty rates or other paid entitlements that can be singled out * if the employee is paid an hourly rate: * the ordinary hourly rate * the number of hours worked at that rate * the amount of pay at that rate * if the employee is paid an annual rate (salary), the rate as at the last day in the pay period * any deductions from the employee's pay, including: * the amount and details of each deduction * the name and number of the fund / account the deduction was paid into * any superannuation contributions paid for the employee’s benefit, including: * the amount of contributions made during the pay period (or the amount of contributions that need to be made) * the name and number of the superannuation fund the contributions were made to. B3. Two changes of personal information that must be
In years past, the production team has only worked Monday through Friday and were not required to work weekends. In this new rotation there will be some days that fall on a religious holy day, (Sunday in this case) and each production worker is required to work this new rotation, including Sundays. Mr. Bowers voluntarily terminated his position before this new policy was implemented. Following his voluntary termination, Mr. Bowers is now claiming a constructive discharge. This is an element of Title VII to help employees protect themselves against termination due to discrimination A constructive discharge is defined as when the working conditions for the employee
3 marks www.gov.uk Citizens Advice Bur Trade Unions Once you have identified a reliable source of information: Aii a) List three aspects of employment covered by law. 3 marks Health and Safety Discrimination issues Basic Rights Holidays and Pay Sickness Trade Unions Understand employment responsibilities and rights in health, social care or children’s and young people’s settings b) List three main features of current employment legislation. 3 marks Employment Rights Equalities and Discrimination Law Health and Safety Legislation Aiii Briefly outline why employment law exists. 3 marks Understand employment responsibilities and rights in health, social care or children’s and young people’s settings The employment law exists to make sure the interests of both the employer and the employee are protected and upheld. Task B Your work role Bi Describe the terms and conditions of your employment as set out in your contract of employment or employment agreement.
List the aspects of employment covered by law. · Minimum wage · Hours worked · Discrimination · Health and Safety · Holiday entitlement · Redundancy and dismisal · Training · Disiplinary procedures · Union rights and consultation · Disability act · Manual handling · Operations and regulations · The medicine act · General social care council code 2001 · Riddor 1995 1.2. List the main features of current employment legislation. Employment rights act 1996- · The right to receive a written statement of terms and conditions of employment. · A right to not be unfairly dismissed.
* Data Protection – This must be followed for everyone due to the data protection act 1998 this means your manager or the person who holds everyone’s information must use this information in the correct lawful way. * Pay and pension – this applies to all organisation of all sizes national minimum wage is set so you don’t get paid to little so the employer cannot pay you under the amount of NMW. 2b) List three key points of legislation that affect employees in a business environment. Legislations that affect employees are * Employment rights and
Learning and development requirements. Code of conduct reference. Discipline and grievance procedures. Termination of employment requirements. Retirement Bii… Your payslip must show: Gross pay – your full pay before any tax or National Insurance has been taken off.
We operate a 24 hours service so you can always get hold of us! Pay You will be paid weekly (one week in arrears) directly into your bank account. To ensure we obtain the correct tax code, please make sure you provide us with your P45 / P46 before you start your first assignment with us. Your tax and national insurance will be deducted automatically. Benefits All Tudor Employment Agency temporary workers are entitled to up to 28 days paid holiday pro-rata.
Understanding Employment Responsibilities and Rights in Health and Social Care settings. Question 1 - Describe the terms and conditions of your own contract Pay & Hours - My contract of employment states that I have been contracted to work 35 hours a week as an hourly paid employee. This means I am to be paid by each hour I do, rather than a weekly or monthly salary. My pay will be made up of my basic hourly rate plus any allowances and overtime I might have occurred through the month. My contract states I will be paid 1 month in arrears on the 15th of each month or just before if the 15th is on a weekend.