206 Task B Handout It is a legal requirement to follow agreed ways of working. Policies and procedures or "agreed ways of working" set out how we your employer require you to work. They incorporate various pieces of legislation as well as best practice. They are there to benefit and protect you, the individuals you support and us your employer. They enable you to provide a good quality service working within the legal framework and most importantly aim to keep you and the individuals you support, safe from danger or harm.
Been taken advantage of, Working below minimum wage, to stop discrimination eg: Disabled or Racism and Employee fairness. 1.4 Identify sources and types of information and advice available in relation to employment responsibilities and rights. Types of information and advice are available through works Policy and Procedures, Work Handbook giving the Employee brief descriptions of responsibilities and rights in the work place. Also information can be found on the Employees contract eg: roles throughout the work place. 2 Understand agreed ways of working that protect own relationship with employer.
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.
1.1 List the aspects of employment covered by law. The aspects of employment covered by law are as follows: • Health and Safety at work Act 1974 - This act is to ensure that the employer has things in place to protect their employees from any risk or dangers which may occur in the work place. The employee on the other hand has to ensure they that they avoid taking any unnecessary risks by using protective clothing or equipment provided for the job and also follow instructions and guidelines as well as any training given • The Equality Act 2010: This act provides a legal/legislative framework to protect the rights of an individual. It replaces previous anti-discrimination laws by a single act. • The Disability Discrimination Act: This Act is to protect people with a disability and ensure that they aren’t discriminated against because of their disability.
* Secure the workplace health, safety & welfare of employees * Protect persons (including the general public) at or near workplaces from risks to health & safety arising out of work activities * Ensure that expert occupational health & safety advice is available to employers, employees & contractors * Promote work environments that are adapted to the health & safety needs of employees * Provide workplaces that are free from unnecessary stress & that are secure * Foster cooperation & consultation between employers & employees on matters related to employee health, safety & welfare. Assessment Activity 3: 1. Explain, in your own words, what Duty of Care means to you. Duty of Care is a legal requirement; in which a person must take all means possible to ensure the health, safety & welfare of themselves, workers, general public & contractors, by anticipating possible causes of injury & illness & undertaking prompt actions to remove or minimise these risks, as is reasonably practicable. 2.
By providing these rights and regulations it protects employers and employees by setting guidelines that must be adhered to, This is in place so that the employees aren’t taken advantage of from things such as; working excessive hours, working for below minimum wage, working with no breaks and excessive workloads. There are many places to seek information and advice for employment responsibilities and rights, firstly your contract of employment should outline the company’s responsibilities and rights to you as the employee, if not then the company’s Human Resources department or Manager should be able to give employees the information they need. Other sources include; Citizens Advice Bureau. Job Centre Plus, Department for Work and Pensions, Her Majesty’s Revenue and Customs, Employment Appeals Tribunal Service, Trade Unions, Advisory, Conciliation and Arbitration Service and the Direct.gov website. There is also help for people with disabilities, one in particular is Access to Work which can provide financial support in traveling to work and help at work with equipment or support
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.
Outcome 1: understand how to plan work and be accountable to others. 1.1 Outline guidelines, procedures codes of practice relevant to personal work. There are a number of guidelines and procedures in place to enable me to do my job not only to the best of my ability but in a professional manner. Whilst on the reception area, there are procedures that need to be followed relating to various aspects of the job including correct procedures to answer the phone, use sage, filing things away, doing purchase orders etc. All the steps and guidelines for everything are kept in a PowerPoint I made that is basically a step by step tutorial on what to do for each thing.
Honest at all times. Once you build up a friendly relationship you may be less formal when speaking, butAlways respectful. Be able to work in ways that are agreed with the employer (2.1) 3. Describe why it is important to adhere to the agreed scope of the job roleTo ensure health and safety regulations are followed and the welfare of the service user is paramount But always making sure that our (care workers) health and safety is considered too. Rules of employment are set for valid reasons and must be followed in respect of your job role and employer, also The law and
Understanding Employment Responsibilities and Rights in Health and Social Care Task 1 – Statutory responsibilities and rights of employees and employers List the aspects of employment covered by law • Health and Safety at Work Act 1974 – This law states that your employer must make sure that there is protection in place to safeguard against any risks and dangers within the work place. Also, it states that employees must refrain from taking any unnecessary risks, use protective equipment provided and follow any training/instructions given. • Equality Act 2010 – This law protects the rights of every individual, regardless of gender, sexual orientation, race etc, and ensures equal opportunities for all. • The Disability Discrimination Act 2005 – This law protects rights of people with disabilities. • The Data Protection Act 1998/2002 – This law protects the information about individuals whether its electronic, written or verbal.