Unit 1 understanding employment responsibilities and rights in health, social care or children’s and young peoples settings. 1 knowing the statutory responsibilities and rights of employees and employers within own area of work? 1.1 1.2. In my own work place within the care sector these aspects of employment are covered by law discrimination act which is in please to stop my employers or me from discriminating people because of their background or age or gender. Also a disabilities act person with a disability has the same rights and to be treat the same as a person who has not got a disability.
There is an increasing responsibility for employers to protect the health & safety of their employees. The financial benefits to employers of compliance are significant. Regulations are immediately assessed and amended in line with changes in the workplace and how work conditions affect individuals. Key Legislation The Health and Safety at Work etc Act 1974 is the basis for health and safety law, it sets out general duties which employers have towards employees and members of the public, and employees have to themselves and to each other. This also includes taking action to protect the health and well-being of employees after they return to work, if they become more vulnerable to risk because of illness, injury or disability.
My employer also has a duty of care for staff members, to ensure that working conditions are safe, and suitable to deliver the service. ← describe how the duty of care affects own work role As a care practitioner , you have a duty of care towards the people you provide care or support for in your work role. This means that you are expected to: >put the needs and interests of those you provide care for at the centre of your thinking and practice >ensure that what you choose to do -or choose not to do- does no harm to those you provide care for. Care practitioners are accountable to their employer and to the law for providing care an support that is safe and wich promotes the health and wellbeing of the
The employer/manager To make the workplace safe. To prevent risk’s to health. Ensure that machinery is safe to use. Set up emergency plans. Make sure working conditions all meet health, safety and welfare requirements.
Your employer should display a copy of this Act on their main premises. The main purpose of the legislation is: To secure the health, safety and welfare of people at work , To protect others from risks arising from the activities of people at work ,To control the use and storage of dangerous substances ,To control the emission into the atmosphere of noxious or offensive substances. The Health and Safety at Work Act 1974 lays down the duties of employers and employees. Under this Act the employer has to protect the health, safety and security of staff, service users and visitors. In order to do this, the employer is required to draw up safety policy and procedures, and to make arrangements for these policy and procedures to be carried out, and then regularly reviewed.
The health and safety at work act 1974 makes it a legal requirement for employers to ensure that the health and safety and welfare of their employees is maintained and the employees have a duty to take reasonable care of the health, safety and welfare of themselves and others. Also we need to respect the individual and include them in their own care we must also follow our work settings policies and procedures and each individual will have their own care plan (agreed ways of working) which we must adhere to. We also need to make sure that our moving and handling training is up to date as this is also a required legislation and should be renewed on a yearly basis this helps us to make sure that we move and position residents correctly also it allows us to be informed of any new regulations that may be coming into effect and also refreshes us on how to use the equipment correctly i.e hoist, manga, rotunda etc. 2.2 - Describe what health and safety factors need to be taken into account when moving and positioning individuals and any equipment used to do this Before we carry out any activity at work that involves moving and handling we must be trained, to carry out the moves and also to ensure we have sufficient knowledge of our own body to work. Safely
For the protection of service user and the carer. It is important that it used correctly to prevent the risk of infection and cross infection. PPE is a barrier between the carer and other surfaces therefore giving protection to both the carer and service user. 4. State current regulation and legislation to PPE Answer There are legal duties and responsibilities of the employer under the health and Safety at Work Act 1974 to supply all PPE that is needed for employees when carrying out their work.
LESSON 1 What it means to have duty of care in ones own work role What it means to have duty of care in ones own work role- Duty of care requires us to exercise a level of care to an individual that avoids any risk or injury to that individual or their belongings In England the law is the law of tort meaning – any wrong doing for which and action for damages may be brought. When we sign a contract we undertake the acceptance for specific rights and duties that we must carry out in our work place. Statutory rules must be followed for example – Disability discriminations, data protection, health and safety. Where a social care setting is concerned we must follow a duty of care to ensure the individual does not come to any harm and a correct service is provided, a breach would arise where a
Definition of Duty of Care Working in the Health and Social Care industry, there is a legal requirement to act in the Service User’s best interests and provide a duty of care towards the people who are being supported. Also, employer’s have a Duty of Care to their staff, ensuring that training needs are met. My employer also has a duty of care for staff members, to ensure that working conditions are safe and suitable to deliver the service. Legally, employers must abide by relevant health & safety and employment law, as well as the common law duty of care. They also have a moral and ethical duty not to cause, or fail to prevent, physical or psychological injury, and must fulfil their responsibilities with regard to personal injury and negligence claims.
|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.