Our business ethics are honest and loyal in which we serve our employee’s with high standards. Our employee’ should have the same standards for us. Allowing us to train employee’s properly so they conduct their work in an effective manner and approach issues with great concern. All employees are expected to report any violations that do not abide by our policies. Supervisors should be able to resolve conflicts and supervise all work areas to ensure safe and proper work conditions.
The health and safety (first aid) regulations. Management of health and safety at work regulations. Make the workplace a safe environment to work in and prevent any risks to health. Make sure all equipment is in good working order and regularly checked. Regularly do risk assessments so that they can minimise and identify any potential risk that could hard staff or service users.
1.2 - As an employer all staff should be trained in infection control, to be able to notice potential risks. The correct PPE should be available for staff, staff should have a understanding of infection control polices and procedures. Which should be made available by employer. 2.1- There are a few legislations and regulatory body standards, that are relevant to the prevention and control of infection. The health and safety at work act, which ensures the safety of members
- Whistle blower in any case of harm and abuse. - Respecting the individual rights of others at all times. Aiii. - Risk assessment should be made in the work area. - Protect yourself and clients from harm and abuse.
Facilities should set the guidelines for punishment and make it known across the entire facility, but if a supervisor recognizes the violation, they should handle the punishment, and making human resources aware of a possible violation. Regulations for investigation of possible privacy violations should also be handled by human resources and administration. Overall review of privacy policies, HIPAA regulations, and private regulations should be in serviced frequently to ensure comprehension to the fullest and the repercussions that would
What action to take if you suspect abuse… Every member of staff has a professional and moral duty to report any witnessed or suspected abuse to their senior or line manager. If you witness/suspect abuse or any unsafe practices firstly ensure the safety of the individual (if in immediate danger). If you witness unsafe practices discuss with the colleague about the unsafe practice and the risks involved; show the safe way to do and explain how it minimises the risk. All abuse allegations and unsafe practices MUST be reported to your senior or line manager on duty IMMEDIATELY. Ensure any verbal reports have been put into writing and make a copy for your manager and keep a copy for yourself!
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. Please make sure that you familiarise yourself with all of the company policies that will assist you within your job role. It is not only important for the company to have full and up to date details of agreed ways of working, it is also a legal requirement. It is vital that this company can show up to date documents, in the forms of policies and procedures, so that employees can gain a better insight into how the company works with others to promote best practice. Little or no documentation relating to agreed ways of working, would breach national regulations, and the standards of this company.
To our HCA colleagues: We are committed to a work setting which treats all colleagues with fairness, dignity, and respect, and affords them an opportunity to grow, to develop professionally, and to work in a team environment in which all ideas are considered. 3. To our regulators: We are committed to an environment in which compliance with rules, regulations, and sound business practices is woven into the corporate culture. We accept the responsibility to aggressively self-govern and monitor adherence to the requirements of law and to our Code of
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
The equality act 2010 is an act which ensures that all individuals are protected from various forms of discrimination in the work place. This may include indirect, direct and covert forms of discriminations as well as harassment and bullying against vulnerable individuals. This act focuses on many important laws and legislations put in place to avoid unfair treatment of those in the ‘protected characteristics’ group, as well as giving individuals greater protection from harassment they do not want. Furthermore, this act aims to give make it easier for employers to understand their responsibilities. This is perhaps what makes it such as simple act to follow as it uses clearly set out and precise laws which fully explain every right that an individual holds in their workplace, this might also be a reason why it stands so strong compared to other acts of legislation; due to its importance and value.