Together, policies and procedures ensure that a point of view held by the governing body of an organization is translated into steps that result in an outcome compatible with that view. Policies and procedures, involve Legislations, which are protected by law. If law is violated, then prosecution procedures take place, it is a nonstop circle. Grievance- procedure Is a written complaint about work conditions, that doesn’t satisfy, upset worker. They can make a formal grievance complaint if they’ve tried solving a problem by talking to manager but they’re not satisfied.
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.
Women would be expected to work all the way through their pregnancy. 4) You can find Information and advice from many places regarding employment responsibilitys and rights. You can find it in your work contract, handbooks, policy documents, terms and conditions and job description. You can also find out many things from the internet. Outcome 2 Understand agreed ways of working that protect own relationship with employer.
Workplace confidentiality requires that this information be identified and secured to prevent unauthorised access or release of the information and includes everything from policies on workplace Internet usage to nondisclosure agreements in employee contracts. Breaches of workplace confidentiality can result in a range of problems. Customers tend not to work with companies they think are untrustworthy, and consumers may specifically warn people away from companies that have mishandled private information like addresses, purchasing records, and credit card numbers. Companies can also experience compromises in their long term business plans if information about products in development or ideas a company is considering are released
(2010, May). HR Focus, 87(5), 12-15. Retrieved June 6, 2012, from ABI/INFORM Global via Proquest. (Document ID: 2018559611). Adverse impact and disparate treatment, You Tube video, retrieved June 6, 2012, from http://www.youtube.com/watch?v=yjTZL9NEIVI Equal Rights 101: Reasonable Accommodation, You Tube video, retrieved June 6, 2012, from http://www.youtube.com/watch?v=_ILi9pV4cbw&feature=related How to fight workplace discrimination: tips from EEOC lawyers.
The implied duty of fidelity protects business interests and imposes a obligation employee must not disclose any information or trade secrets of their employers business. Throughout the course of employment, an employer will obtain information, which may possibly be confidential information. If an employee’s position is highly ranked then there will be possibilities that the employer has acquired potential confidential business information that may be disclosed this type of situation will need to be addressed and employers will need protection. In Thomas v Farr plc. , the categories of information was sectioned out to address what type of information is not to be disclosed when the employment contract has ended.
Understand employment responsibilities and right in health, social care or children and young people’s settings Task 1 1. List the aspects of employment covered by law * Anti-discrimination provisions (eg gender, race, disability, --religion, age, Working Hours and Holiday entitlements * Sickness Absence and Sick Pay * Data Protection Act * Health and Safety At Work Act * Criminal Records Bureau (CRB) checks * Disability Act, * Manual and Handling Operations and Regulations, * The Medicine Act, 2. List the main features of current employment legislation • Employment Rights legislation • National Minimum Wage legislation • Employment legislation • Equalities and Discrimination law • Health and safety legislation • Working time regulations • Part Time Workers regulations 3. Outline why legislation relating to employment exist Legislation relating to employment exists to protect the best interests of both employer and employee. There are policies and procedures put in place in order to protect their rights.
Act 1974 and this covers things such as general duties, enforcement and COSHH. Point 3 Legislation relating to employment exists to protect the rights of employers and employees by providing rules and regulations that must be followed. This is because if we didn’t have legislation the employers could pay an employee however much they wanted and there would be nothing saying they couldn’t, also there could be bullying or discrimination going on at work and there would be no law or legislation against this so you could get away with it. Point 4 The sources and types of information and advice available in relation to employment responsibilities and rights are in your contract, in your employee handbook, in the policy documents, in your terms and
James is to care for our patient’s needs and doing so the organization must consider the employee’s needs also. In order to keep good employee’s long term their needs must be evaluated; if there is an issue with an employee missing excessive time from work or any other behavior problem; The manager must talk with the employee to see what causes them to behave in such a manner and create a solution for the problem. The goal for talking to the employee is to prevent disciplinary actions. Managers should let the employee know that they are valued as an employee and how much they would like them to continue employment with the organization. It is important to keep verbal warnings in the employee file; a good suggestion would be to remind them of the (EAP) Employee Assistance Program or Human Resource this will allow the employee to be counseled in hopes of some solution.
1.1 Explain the importance of meeting an individual’s communication needs. Every individual has the right to communication as the Human Rights Act (1998) lists the freedom of expression as well as other rights relating to communication. As a support worker I have a moral obligation as well as adhering to the standards, codes of practice, guidelines, morals and law that govern my practice to ensure that communication needs are met. If an individual’s communication needs are not met then all aspects of their daily life can be affected such as not being able to communicate you are well and get help. This could be more severe in the case of abuse whereby the individual can’t communicate effectively to alert others if they are being abused and can be vulnerable to abuse.