Bill’s work force consisted of part time “moonlighters,” full time mechanics for other firms, who were interested by the jobs ability to provide further job experience and the environment which required a high degree of ingenuity. The firm began to gain a reputation for being ingenious at solving unique problems and for producing a quality product on, or before, the deadline. The business fabricated dies for making minor component metal parts for automobiles and a specified quantity of the parts. Bill realized that his firm was too dependent on the automobile industry so he began marketing their services toward other manufacturing firms that included legs for vending machines, metal trim for large appliances, clamps and latches for metal windows and display racks for small power hand tools. The lack of working space was such a constraint that it controlled the work process.
1.2 Explain employers’ responsibilities in relation to the prevention and control of Infection. Employers should make the workplace a safe environment that is safe for work but also for all individuals and visitors. Employers must carry out risk assessments to assess the dangers of certain work activities and then are responsible for putting strategies in place for minimizing the risk. Employers must provide PPE and provide training and refresher updates on infection control. 2.1 Outline current legislation and regulatory body standards which are relevant to the Prevention and control of infection.
Understanding Employment Responsibilities and Rights in Health, Social Care and Children’s and Young Peoples Settings. UNIT AIM: The unit is aimed at those working in a wide range of settings in health, social care or children and young peoples sector. It covers: Statutory responsibilities and rights of employees and employers Awareness of own occupational role and how it fits within the sector Agreed ways of working with employer Career pathways Issues of public concern and how these may influence changes in the sector Learning outcomes: 1: Know the statutory responsibilities and rights of employees and employers within own area of work Assessment Criteria: 1.1 List the aspects of employment covered by law. 1.2 List the main features of current employment legislation. 1.3 Outline why legislation relating to employment exists.
Workplace Observation Paper John Paul University of Phoenix MGT/331 Workplace Observation Paper The purpose of this paper is to describe the observable aspects of my organization’s culture. I will address my perceptions using the following three aspects organizational diversity, conflict management, and organizational policies. Organizational Diversity Organizational diversity refers to the organization’s ability to hire and retain employees that represent a wide range of attributes and qualities. Among our employees there are mothers, fathers, grandmothers, grandfathers, old, young, students in high school, students in college, and adults returning to college. Taking those employees and making them mesh together to form an organization, becomes challenging and at times difficult.
To regulate the relationship between employers and employees establish minimum standard equality of treatment for workers and to protect workers, employers. 1.4 Identify sources and types of information and advice available in relation to employment responsibilities and rights Contracts Policy documents Terms and conditions Job descriptions Handbook Colleagues People above employer Trade unions Local government 2.1 Describe the terms and conditions of own contract of employment Job description - defining the role, responsibility level, decision making and whom to report to or supervised by. Entitlement - rate of pay, holiday entitlement, retirement and ill-health, benefits, bonus/overtime rates, uniform, expense allowances. Responsibilities - working hours, dress code, reporting illness/absence, annual assessments, complaint procedures, notice periods of leaving/dismissal, requirements to change working hours. General - part time work, confidentiality clauses, using company equipment, codes of behaviour, health and safety regulations.
Section 1: Determine the legal framework for WHS in the workplace Assessment Activity 1 Q 1) From what sources might you access current health and safety legislation, codes, standards, policies and procedures? A) In order to properly support health and safety procedures in your workplace it will be necessary to locate and share information. You need to know where to source information internal, external, formal and informal. Formal Informal Internal • Company reports • Business documents • Accident reports • Environmental monitoring • Workplace hazard assessments • Training workshops • Meetings, surveys and audits • Workplace conversations • Meetings • Observation in the workplace External • The Workplace Legislation
Employers usually establish company policies for conflict management, which are displayed in the employee handbook. An employee relations specialist (a position within the human resource department) looks into all workplace matters in hopes of resolution. Resolving these conflicts that may take place in the workplace is guaranteed to enhance the employer-employee relationship (“Houston Chronicle”,
In this paper Team B will explain the scope of Title VII and its applications in the workplace. We will address the history and evolution of Title VII and its amendments, the application of Title VII and amendments in the workplace, who is covered and not covered under Title VII and its amendments, how disparate impact discrimination and disparate treatment discrimination occur under Title VII and their implications. Lastly, we will also discuss policies that companies must have in place to avoid violations of Title VII and its amendments and how the law defines sexual harassment and employers’ responsibilities for addressing employees’ complaints in the work place. The History & Evolution of Title VII & its Amendments (PDA, ADA, ADEA) Today's employment practices were
|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. | |Anti-Discrimination |It is important that we ensure that access to training and promotion for our staff is | | |fair and equitable. This is addressed through the Anti-Discrimination Act 1977. | |Equal Employment Opportunity |We have to make sure that nobody is disadvantaged just because they might have a | | |particular need. This may mean that we adjust the location, timing or content of some | | |planned training event to ensure that it will not disadvantage any individual or group | | |of employees.
Identifying gaps and Recommending initiatives to support a more balanced work life culture. Overview This report has been organized depending on the factors that were considered while evaluating the effectiveness of the WLB programs at ABC Corp from least to most important. They are: Demographics, Work Location, Work hours, Job satisfaction and Importance of WLB. Background Work life balance is the minimization of conflict between work and non-work demands. Many companies now offer WLB programs as an imbalanced WLB can have a negative impact on an employee’s well- being, mental and physical health and eventually on their individual performance in the company.