| Disposable GlovesDisposable Aprons | Where are copies of your workplace risk assessments kept? | With clients Working Files | What legislation relates to Health & Safety? | Health and Safety at work Act*Manual Handling *Management of Health and Safety at Work Regs*COSHH*RIDDOR*Health and Safety First Aid Regs | How and who would you be able to support if you unsure about a health & safety matter? | I would go to our companies Policies and procedures file.Mrs C. Disney (Deputy Manager)In person or by telephone | Case study (Learning Outcome 2.1/2.2/2.3) Risk in the community K was a home care assistant on her first visit to a new service user, Mr W. She had been warned that his house was in poor condition and that he had a large dog. She also knew that he had a history of psychiatric illness and had, in the past, been admitted to hospital compulsorily under the Mental Health Act.
Briefly Outline Why Employment Law Exists Employment law exists to protect you, your safety and your human rights at the workplace for example working hrs, pay, breaks, discrimination, bullying etc. If this law never existed you could be working for a nominal amount and be made to do excessive hours with no breaks or be sacked at any time for no reason. Task B Describe the Terms and Conditions of Your Employment as Set out in Your Contract of Employment or Employment Agreement The terms and conditions of my employment are set out by advising the following. Who is employing me, when my employment commenced and my job title. Place of work, hours of work, remuneration, annual leave, sickness pay and conditions, capability and disciplinary procedures, grievance procedures, notice of termination to be given by employer and employee, pay in lieu.
Task B Your work role Bi The main terms and conditions of my contract of employment are as follows; Description of my job role, location and hours of work, date of commencement, rate of pay, holiday entitlements and pay, absences from work, qualifications and professional standards, training, disciplinary procedures and dismissal, discrimination, grievances and capability, trade union recognition, statutory sick pay, pension rights, criminal records, probationary period, use of company cars and I T equipment, family friendly policies, confidentiality and data protection, wills and gifts, dress code and drugs and alcohol. Bii The information that is needed to show on my payslip is as follows; Name and address, employee number, national insurance number, tax code, date, tax period, employer paye number, rate of pay, total gross pay of period and year to date, net pay and any deductions made like tax and national insurance. Biii Two changes to my personal information that I must report to my manager are; change of name or change of address Biv There are two ways of dealing with a grievance at work STEP 1 informal, speak to the manager STEP2 formal, write a letter stating what the grievance is and when it happened. The manager will then request a meeting with persons involved, the manager will then come to a decision if you do not agree with the outcome you can appeal. Bv By signing my contract I agree to follow the policies and procedures and codes of practice correctly in the following areas; Data protection, Grievance, Conflict management, anti-discriminatory practice, health and safety, confidentiality, and whistleblowing.
Unit 201 Understand employment responsibilities and rights in health, social care or children and young people’s settings Candidate Name ____Fay Horton________________________ Assessor Name ____________________________ Date____________ Criteria Ref | Outcome 1Know the statutory responsibilities and rights of employees and employers within own area of work | 1 | List the aspects of employment covered by law (Research) | Contract of employmentminimum wagediscriminationhours of work health and safetydisciplinary procedures trainingequal rightsredundanciessick payunfair working conditions * Holidays * Training * Manual handling * Cosh * riddor | 2 | List the main features of current employment legislation (Research) | employment rights * equality discriminationhealthsafety Age requirementsMaximum working hours | 3 | Outline why legislation relating to employment exists | To stop exploitation of works by their employees and to provide rules and rights.to safeguard both employers and employees. Protect their rights and ensure employees are treated all the same like they all should receive the correct pay the correct holidays there entitled to also to be treated as an equal. That they have the proper equipment to get their jobs done like health and safety clothing. | 4 | Identify sources and types of information and advice available in relation to employment responsibilities and rights | you can find these within your contract provided by your employer. responsibilities and rights are in your contract.
Understand employment responsibilities and rights in health, social care or children’s and young people’s settings. Ai * Head office * Internet * Up to date employment law books Aii a) * Contracted hours * Discrimination * Health and safety b) * Safeguarding * COSHH * Risk assessments Aiii Employment law exists because it gives safety entitlement & also safe guards the worker and employer. Task B Bi My job role- In my job I work towards helping support independent living for vulnerable adults who have been or are being re-introduced into the community. My job consists of; -Medication administration (if needed) -Recording of & signing for medication -Personal care -Preparation of meals -Confidentiality When I started my employment I signed a contract consisting of my terms and conditions. I had to sign to accept that I would do a contract of a minimum 160 hours in a one month period although I may be needed to work additional hours.
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, 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 (e.g. phones, computers, and vehicles) general codes of behavior and adherence to certain corporate practices, health & safety regulations, etc.
Health and safety laws cover the work conditions, and minimum wage and other laws set basic compensation levels. We also have the Disability Act, Manual Handling Operations and Regulations, Data Protection Act, The Medicine Act, General Social Care Council code 2001, RIDDOR 1995 and more 1.2 List the main features of current employment legislation. Employment law: covers employers hours, working conditions, break/ meal times, holiday pay or entitlement, sickness absence and sick pay. Health and safety law: all workers have a right to work in a place where risks to their health and safety are properly controlled. It is to stop you getting hurt at work or ill through work.
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.
For proper termination and layoffs, Cost Club must use procedures to ensure that the process of the layoff for the employee is fair, empathetic, proficient and lawfully correct. If a termination or layoff is not handled properly, Cost Club can become liable and encounter severe penalties for improper termination. Therefore, I have identified the employees for termination based on seniority, work experience with the company, and job function that could be incorporated by the five remaining employees in the Human resource (HR) department. The three employees that will be laid off are Diane, Greg and Horatio. Principles of Employment Law Unfortunately with the downsizing of the HR department the employee’s being let go may believe that
* Cost Club is required to include new health laws. * Cost Club is required to provide a continuation of health coverage for each employee, which may result in the reduction of health benefits due to unforeseen events ("United States Department of Labor," n.d.). V. Fair Labor Standard Act The FLSA establishes minimum wage, overtime pay, recordkeeping, and youth employment standards affecting employees in the private sector and Federal, State, and local governments hour ("United Stated Department of Labor,"