Unit 8 Assignment DUE 30.03.2012 1. List and briefly explain the health and safety legislations related to your work setting. Health and Safety (First Aid) Regulations 1981 These Regulations require employers to provide adequate equipment, facilitates and personnel to enable first aid to be given to employees if they become ill or are injured at work. The employer needs to carry out a risk assessment to decide how many people trained in first aid are required on site at any one time. Staff who are named as first aiders for this purpose should hold a current First Aid Certificate (usually a four day course run by a training provider approved by the Health and Safety Executive).
THE NATIONAL EXAMINATION BOARD IN OCCUPATIONAL SAFETY AND HEALTH UNIT NGC1: MANAGEMENT OF HEALTH AND SAFETY For: NEBOSH National General Certificate in Occupational Health and Safety NEBOSH National Certificate in Fire Safety and Risk Management NEBOSH National Certificate in Construction Health and Safety FRIDAY 15 JUNE 2012 2 hours, 0930 to 1130 Answer both Section 1 and Section 2. Answer ALL questions. The maximum marks for each question, or part of a question, are shown in brackets. Start each answer on a new page. Answers may be illustrated by sketches where appropriate.
Task A – Short answer questions 1. 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. Three sources of information that I could use are: • Health & Safety at work act • Trust Intranet • Direct.gov • Internet 2.
LIT 1 Business Law 310.1.5-02,11,13 According to the Family Medical Leave Act of 1993, an employee can take up to 12 weeks of unpaid leave. The employee can take this leave to take care of medical, personal, or military issues. This bill was signed by President Bill Clinton in February 1993. In order to qualify under the FMLA, the employee must work for a company with 75 or more employees. The employee must also have worked for at least 12 months and 1250 hours during the 12 months.
(Reid & Sanders, 2010) Answer 1: Develop a staffing plan for RWBFC in accordance with the constraints stated in the case. A staffing plan was developed using the constraints specified in the Answer 2: Discuss the method used in developing the staffing plan. Tibrewala, Phillippe, and Brown technique of 1972 was used in developing the staffing plan for RWBFC. The objective of this technique was to enable a company to operate seven days a week and give each of its full-time employees two consecutive days off. However RWBFC manufacturing manager has requested that her employees work 10 hour days, 4 days a week with three consecutive days off.
by providing rules and regulations that must be followed. 1.4 Identify sources and types of information and advice available in relation to employment responsibilities and rights Sources and types of information that are available to employment responsibility and rights include our Contract; Policy Documents; Terms and Conditions; Job Description; Care Quality Commission; General Social Care Council; Human Resources Department; Health and Safety Department; Jobcentre; Citizens Advice Bureau; Access to Work and Direct.gov website. 2. Understand agreed ways of working that protect own relationship with employer 2.1 Describe the terms and conditions of own contract of employment My contract covers the main terms of my employment such as: -Place of work -Hours of work -Remuneration -Collective agreements -Annual leave and public holidays -Sickness
1. Why is it important to provide ongoing information to employees about WHS after they have been inducted into the organisation? The important to provide information to employee about WHS that is to - ensure the health , safety and welfare of employee - To protect people’s physical and mental health - To ensure the health , safety and welfare of others at the workplace 2. Why do organisations need to maintain WHS records? The company may use the WHS to build the policy stragety for each year to ensure that WHS will cover all to employee and meet the law.
Question Booklet 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. 1. Human Resources Team 2.
Understanding Employment Responsibilities and Rights in Health and Social Care Learning Outcome 1 – Know the Statutory responsibilities and rights of employees and employers within own area of work 1.1 List the Aspects of Employment Law: • Minimum Wage • Hours Worked • Discrimination • Health & Safety • Holiday Entitlements • Redundancy and Dismissal • Training • Disciplinary Procedures • Union rights and consultation 1.2 List the Main Features of Current Employment Legislation The Equality Act 2010 A new Equality Act came into force on 1 October 2010. The Equality Act brings together over 116 separate pieces of legislation into one single Act. Combined, they make up a new Act that provides a legal framework to protect the rights of individuals and advance equality of opportunity for all. The Act simplifies, strengthens and harmonises the current legislation to provide Britain with a new discrimination law which protects individuals from unfair treatment and promotes a fair and more equal society. The nine main pieces of legislation that have merged are: • Equal Pay Act 1970 • Sex Discrimination Act 1975 • Race Relations Act 1976 • Disability Discrimination Act 1995 • Employment Equality (Religion or Belief) Regulations 2003 • Employment Equality (Sexual Orientation) Regulations 2003 • Employment Equality (Age) Regulations 2006 • Equality Act 2006, Part 2 • Equality Act (Sexual Orientation) Regulations 2007 1.3 Outline why legislation relating to employment exists: Legislation and regulations are established to provide a framework of acceptable practice which all who are governed by that framework must adhere to.
Understanding Employment Rights and Responsibilities and Rights in Health, Social Care or Children and Young Peoples Settings Unit 01. * List 4 aspects of employment covered by law. * Health and Safety * Holiday Entitlements * Discrimination * Training * List 3 main features of current employment legislation. * Employment Rights Act 1996: This Act came into force on the 22nd August 1996. It sets out the statutory employment rights of workers and employees.