• Redundancy and dismissal. • Training. • Health and safety. 1.2 List the main features of current employment legislation • Being paid and payslips • Company sick pay rights • Performance-related pay • Employment contracts and conditions • Contracts of employment • Changes to employment conditions • Breach of contract • Time off and holidays • Annual leave and holidays • Time to train, request time at work to learn new skills • Time off for dependants • Working hours • Working time limits • Rest breaks • Overtime • Flexible working • The right to request flexible working • part-time work • Sickness absence • Time off for sickness 1.3 Outline why legislation relating to employment exists. To protect the rights of employers and employees by providing rules and regulations that must be followed.
Understand employment responsibilities and rights in health, social care or children and young people`s settings 1. Know the statutory responsibilities and rights of employers within own area of work 1.1 List the aspects of employment covered by law -minimum wage, -health and safety, -discrimination, -holiday entitlements, -redundancy, -dismissal, -training, -disciplinary procedures, -union rights, -consultation and many other. 1.2 List the main features of current employment legislation The main features of current employment registration are to protect employers and employees, -to guide, regulate and set standards, -to provide rights and restrictions on workers and management through a legal relationship. 1.3 Outline why legislation relating to employment exists Legislation relating to employment exists to protect the rights of employers and employees (example: minimum wages, maternity leave, maximum working hours, safety standards etc.) by providing rules and regulations that must be followed.
Personal information which should be updated with an employer includes a change of name or address, phone number or email address, any additional employment which could effect working time or implications arising from other employment. Criminal proceedings either on going or new should be declared. 2.5 Explain agreed ways of working with employer. Employees must be committed, motivated and flexible in order to deliver a high standard of care. Working as part of a team, sharing information with other team members, key workers and keeping employers informed of any issues is paramount, keeping accurate records in accordance with the Data Protection Act.
Health and Safety – to ensure we are compliant with any local legislation and group policies and procedures. Compliance – to satisfy legislative and regulatory requirements such as equal opportunities, minimum wage, recruitment planning, equal pay, and JFSC category requirements, which include man-power reports and confirmation of licences held. In addition, to protect the organisation from any claims relating to employee discrimination or unfair dismissal claims HR records include a range of data such as:- • Recruitment and Selection • Pay and reward • Training and Development / Qualifications • Absence • Personal records Absence records enable HR to identify patterns of staff absence, and monitor productivity. These records also highlight any potential problems for example “work related stress” patterns which can be used to support appraisal or performance management needs and also back to work interviews. It also allows HR to analyse data and action accordingly.
1.4 Identify sources and types of information and advice available in relation to employment responsibilities and rights Sources Contract, HR department, Manager, CAB, Union, 2.1 Describe the terms and conditions of own contract of employment My contract has terms and conditions of my employment rules and roles that must be followed to keep within my contract, My hours and hourly pay rates. How many days holiday i am entitled to also sick days. Procedures to follow for sickness and rate of sick pay. 2.2 Describe the information shown on own pay statement My payslip shows my name date from when pay relates to the hours i worked and at what hourly rate, total gross pay, my tax deductions, net pay to date. 2.3 Describe the procedures to follow in event of a grievance The grievance procedure for my place of work is 1 Discuss the problem with my line manager and try to settle the matter promptly.
Bi These most commonly fall into 4 main sections: A: Job description - defining the role, responsibility level (eg Manager, Deputy Manager, Assistant etc). It might include limits on decision making/to whom one reports/is supervised by. B: Entitlement - rate of pay, holiday entitlement, retirement and ill-health benefits, bonus/overtime rates, uniform and/expenses allowances, canteen facilities, etc. C: Responsibilities: working hours, dress code, reporting illness/absence, annual assessments, complaints procedures, notice periods for leaving/dismissal, requirements to change working hours. D: General: Depending on the type of job, there might be other conditions restricting the employee taking other part-time work, confidentiality clauses, using company equipment for private use (eg phones, computers, vehicles) general codes of behaviour and adherence to certain corporate practices, health & safety regulations, etc.
[1.3] Information on employment rights and responsibilities can be obtained from sources including: 1. Internal sources a. company intranet b. employee handbook c. human resources 2. External sources d. trade union websites e. citizens advice f. gov.uk website g. acas.co.uk 4. Describe how representative bodies can support employees. [1.4] Representative bodies support employees by providing support and guidance relating to employment related issues.
The Working Time Regulations and the Minimum Wage Act 1998 both require records relating to hours worked and pay. Internally it is important to keep up to date accurate records to help the organisation plan ahead. Personnel records are important so we can effectively recruit, train and develop our staff to aid us in achieving the organisations goals. Having accurate data will allow managers to base decisions on facts rather than guesswork. (ACAS, 2011) Records We Keep Our organisation collects Sickness and Absence data so we can: * Monitor employee’s absences to identify patterns or trends.
Task B Your work role Bi: Employment duration, place of work, hours of work, remuneration, holiday entitlement, public/bank holiday, sickness pay & conditions, disciplinary rules & procedures, disciplinary appeals procedures, grievance procedure, notice of termination to be given by employer, notice of termination to be given by employee, pension & pension scheme and collective agreements. Bii: Name and address, Pay Period, Pay Date, Pay Type, Payment Method Taxable Gross Pay, Income Tax, Employee NIC, Employer NIC, Tax Code, NI Number, Hourly Rate, Total Payment, Total Deductions, Net Pay. Bii: If any change of name or address, I must reported to my employer. Biv: The grievance should be raise verbally to an immediate superior, this should be done in confidence given full detail and sufficient time to consider the facts of the case and where appropriate take remedial action. If the grievance can be resolve satisfactorily by the immediate superior, the matter should be verbally or in writing to the home owner whose decision will be final.
Bi-Describe Terms Conditions of Contract of Employment Job Description, Defining my Role, Responsibilities as well as the roles of others such as Managers & Supervisors. Entitlement, Such as Rate of Pay, Holidays, Sickness Benefit, Pensions & Expenses. Responsibilities, Working Hours, Illness, Absence, Complaints Procedures, Notice Periods (leaving & dismissal), Company Dress Code, Changes in Circumstances, Assessments & Training. General, Correct Use of Company Equipment (telephones & computers), Codes of Behaviour, Health & Safety. Bii-Describe Information on Payslip Company Name, My Name, Payment Number, Payment Period, Employee Number, Tax Code National Insurance Number, Payment Date, Rate of Pay (holiday, sickness, overtime), Contributions (tax & national insurance, pension), Gross & Net Pay.