Section 1: Rights and responsibilities at work This section will help you to evidence Learning Outcome 1: Know the employment rights and responsibilities of the employee and employer Learning objective Place in Assessment 1.1 Identify the main points of contracts of employment Question 1 Page 1 1.2 Identify the main points of legislation affecting employers and employees Question 2 Page 2 1.3 Identify where to find information on employment rights and responsibilities both internally and externally Question 3 Page 3 1.4 Describe how representative bodies can support the employee Question 4 Page 3 1.5 Identify employer and employee responsibilities for equality and diversity in a business environment Question 5 Page 3 1.6 Explain the benefits of making sure equality and diversity procedures are followed in a business environment Question 6 Page 3 1. Identify four main points that would be included in a contract of employment. If possible, use an example contract to support your answer (feel free to obscure any confidential information). [1.1] Points that would be in a contract of employment could be, you’re contracted working hours, your employer providing a safe working environment, you’re salary and employment rights. 2a) List three key points of legislation that affect employers in a business environment.
Assessment Record This form is used to record details of activities you have carried out in the work place. The examples will then link to your diploma evidence, including promoting Equality and Diversity in your working practice and functional skills English and Mathematics, which is naturally occurring in the workplace. Tick as appropriate: I. Observed by assessor Discussion II. Seen by witness S Knowledge Questions III.
Unit 201 Understand employment responsibilities and rights in health, social care or children and young people’s settings 2 3 R/602/2954 Level: Credit value: UAN number: Unit aim This unit is aimed at those working in a wide range of settings in the health, social care or children and young people’s sector. Learning outcomes There are five learning outcomes to this unit. The learner will be able to: 1. Know the statutory responsibilities and rights of employees and employers within own area of work 2. Understand agreed ways of working that protect own relationship with employer 3.
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Unit 3 Champion Equality, Diversity and Inclusion 1.1 In my role as a bungalow manager I am responsible for ensuring that all service users, their families, friends, staff members and those that I work alongside with, are treated equally, every person should be treated with dignity and respect. There are many legislations, codes of practice and also my workplace policies which regulate equality diversity and inclusion within my area of responsibility. In my managerial role I have to promote equality and uphold individuals equality of opportunity, individual rights and choice, their privacy, individuality, independence, dignity, respect, promote empowerment, equality of care, confidentiality and their wishes and needs. I must show how I respect diversity and accept other individual’s differences. Some of the ways I can show this are; • Complaint procedure; When a service user wants to make a complaint I have to explain to them the procedure, support them in how to complete the complaint and give feedback about the result whilst maintaining confidentiality.
As a public body they must also comply with the Equality Duty, this ensures that they consider the needs of all individuals in their daily work, in their employees and in delivering services. The Council has additional responsibilities to understand the effect their activities have on different individuals and groups of people. These policies applies to all council Members, all service users and those applying to access services; all contractors and sub contractors; and to all employees, whether part-time, full-time or temporary, and all job applicants. The Equality and Diversity Policy states that: “The council is committed to: • eliminating unlawful discrimination, harassment and victimisation; • advancing equality of opportunity; and • fostering good relations within and between our communities with a view to building good community relations” The Policy is in line with Council’s duties and responsibilities under the Equality Act 2010. “The aims are that: • All our existing and potential service users are treated
NVQ3 TASK B 206 Handout This handout has been designed to assist you during this staff induction, It should be used as a guideline, and read in conjunction with the rest of your induction folder contents. Agreed ways of working, means that this company, managers, colleagues and yourself, are bound to work to an agreed set of guidelines, policies, practices and procedures that have been prepared and designed to incorporate the whole company, and to bring consistency to the team as a whole. Limitations are set out within your job role description. Please identify these limitations, and ensure that you work within this role. Amongst the company's policies and procedures, you will find such guidelines, as 'equality and diversity'., and 'dealing with harassment and bullying at work' These policies exists to enable all employees to work cohesively.
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Relationships between students and teachers, between employer and employees, and between colleagues, are differnent examples of working relationships. E ffective working relationships tend be based on good communication, trust and respect between the people involved. 2.1 Everbody who works in your work setting has been employed to work within a particular role. Service users and your colleagues will expect you to work within thes boundaires,and these boundaries should be clear from your job description. the job description should refer to -
A mentor is there”. Danielle Carey Understanding the context for effective workplace mentoring * Describe and define the purpose of workplace mentoring (16 marks) Workplace mentoring is a learning partnership between employees for purposes of sharing technical information, institutional knowledge and insight with respect to a particular occupation, profession, organization or endeavour. Mentoring is perhaps best described as a developmental process - dynamic and unique to each person. Informal mentoring relationships may develop in the work setting when a more seasoned employee takes a new employee “under his/her wing.” Formal mentoring programs allow organizations to create and nurture those relationships by matching more experienced employees (mentors)