Level 2 Certificate in Principles of Business and Administration Unit 1: Principles of personal responsibilities and working in a business environment Assessment Section 1 – Know the employment rights and responsibilities of the employee and employer 1. Identify four main points that would be included in a contract of employment. If possible, use an example contract to support your answer (feel free to obscure any confidential information). Salary Hours of work Pension infohrmation 2a) List three key points of legislation that affect employers in a business environment. Health and safety Pay and pensions Data protection 2b) List three key points of legislation that affect employees in a business environment.
If I feel I can’t talk to my nurse in charge about the problem I can talk to my head of care ,but if I am not satisfied I can talk with my deputy manager. If I am still not happy with how they deal with it I can make a formal grievance complaint. The grievance procedure should also include the following steps: -writing the letter to employer setting out the details of grievance; -a meeting with employer to discuss the issue; -the ability to appeal employer's decision.
B2 – Describe the information which needs to be shown on an employee pay slip The information on the pay slip keeps records for three different parties; the tax office, the company or employer, the employee being paid. The date This is the date the finances should be credited into the designated bank account. This is usually made by BACS transfer, although employee could also be paid in cash or by Cheque. Employee personal information The name of the employee being paid and sometimes a home address will be included on the payslip. National Insurance Every Employee should have an NI number to work in the UK.
3) Identify two changes to personal information which you must report to your employer. 4) Describe the procedure to follow if you wanted to raise a grievance at work. You may describe this in writing or produce a flow chart or diagram. 5)Explain the agreed ways of working with your employer in relation to the following areas: * Data protection * Grievance * Conflict management * Anti-discriminatory practice * Health & safety * Confidentiality * Whistleblowing 6) Explain how your role contributes to the overall delivery of the service provided. 7) Explain how you could influence the quality of the service provided by; a)following best practice within your work role; b) not carrying out the requirements of your role.
Step 6 Describe how to print checks or submit payroll information to the payroll servicer. After the employee enters the payroll information into the computer software or time tracking system, describe how to print the payroll checks or submit the payroll records to the payroll service that prints the checks for the business. Step 7 Maintain the records. The Internal Revenue Service suggests maintaining employee payment records, such as W-2s, timecards, tax statements and other payroll records for at least three years. Describe where these records are stored and how the employee should handle filing these records or saving these records (electronically and/or in hard copy form).
One of internal sources can be Company policy documentation and staff handbooks. Any advice regarding: age discrimination, dismissing employees, paternity leave and pay we can look for at ACAS. In Citizens Advice Bureau we get
Task A – Short Answer Questions Ai Imagine you are a newly appointed supervisor/manager within your service. You need to update your staff handbook to reflect current employment law. Identify three different sources of information you could use to enable you to do this • Direct Gov: http://www.direct.gov.uk/en/Employment/Employees/index.htm • Health & Safety Executive: http://www.hse.gov.uk/ • ACAS: http://www.acas.org.uk Once you have identified a reliable source of information: Aii: a) List three aspects of employment covered by law • Holidays, time off, sick leave, maternity and paternity leave • Your contract and working hours • Redundancies, dismissals and disciplinaries b) List three main features of current employment legislation • Employment rights • Equality and discrimination • Health and safety Aiii: Briefly outline why employment law exists: Employment law exists to protect employees from circumstances they may face in their working lives. This protects every person who works from an employer from discrimination, entitles them to a minimum wage, and to work no more than 48 hours, unless they wish too. Task B – Your work role Bi: Describe the terms and conditions of your employment as set out in your contract of employment or employment agreement.
Health and safety. 3. Outline why legislation relating to employment exists (1.1.3) Legislation relating to work exists to protect the rights of employers and employees by providing rules and regulations that must be followed. 4. Identify sources and types of information and advice available in relation to employment responsibilities and rights (1.1.4) You will find Sources and types of information and advice available in relation to employment responsibilities and rights in your:- · Work contract · Work handbook · Policy documents · Terms and conditions · Job description All these sources of information should be found within your workplace.
This system that is founded on the job analysis has lead to a formal structure job descriptions which is how the pay scale the company uses is put in place. Employees will step up and help the company by doing other duties or help with the duties of new positions so the company can stay competitive in the market. Companies will ask employees to do this if they have had to cut staff or if they are adding certain jobs to the company but do not want to add any more staff. In order for the company to stay competitive with other companies each company will need to have policies in place that will help and maintain what they have already established. By having these policies it will show that the company is willing to be competitive and will do what it takes to recruit and retain employees.
This safe guard against any future complaints on payments and compensations for extra hours and types of duties performed. The form contains the details describing the type of employer the recruit is and the effective date of employment. The position held, and title of the employee is also outlined alongside the corresponding basic salary the employee pockets per month. Lastly, the employee is classified as Exempt or Nonexempt according to the duties he performs in his employment. The compensation arising from these categories is also outlined in this