By explaining the importance of keeping confidential information such as daily recordings or daily activities in a secure place and not to pass on any information to anyone outside of the individual’s direct team. When using the computer you must make sure when you are accessing the individual personal information that you do not leave it on and go and do something else. Make sure you have an active password that is only known to those that need to know. Task B Guidelines Prepare a set of guidelines to remind social care workers of best practice in
Information that is written in records must have a date, time of entry and the name who has written the information. All information about individual patient’s must be completed on every working shift. Staff members have the responsibility to ensure patient’s records are stored securely and kept confidential at all times. When written records are not in use they must be stored in a locked filing cabinet in a locked office. If patient’s records, information about patient’s or accident forms are located on computers then staff must maintain the security of this information by making sure computers are logged off properly and locked when not in use and change their individual passwords regularly.
HSC - ERR unit worksheet Unit 1: Understanding Employment Responsibilities and Rights in Health, Social Care or Children’s and Young People’s Settings (The numbers after each question relate to the assessment criteria in the standards) 1. Imagine you are a newly appointed supervisor/manager within your service. You need to update your staff handbook to reflect current employment law. Where would you get this information to enable you to do this? List three different ways.
Bii: Describe how to ensure records are stored securely. Any personal records/data should be secured in a locked cupboard, you should always ensure that any personal files or information is locked away and not on display for anyone to read. Make sure to put files away even if you are only leaving the room for a moment. Always keep the data protection act in your mind when dealing with other people personal data. Biii: Describe how to ensure security when reading or making entries into records.
By proper end user training for anyone involved with the Corporate Techs site, proper scanning of all USB and thumb drives on a test computer being used for this particular site, can mitigate threats from bugs and viruses. Also, by changing all local computer default autorun policies, will disable usage of these USB ports and stop an occurrence from taking place. Last, it’s almost near impossible for an end user to not use a personal laptop during work hours for personal use or for work. But to mitigate further problems from happening, I will implement an encrypted file system for sensitive data. TrueCrypt is a program that I have found efficient that controls over endpoints that enter and exit the internal system.
And that this information is keep confidential and stored in the correct way, such as locked way and only made available to other staff, doctors and other professionals such as social workers. I make sure that I document any concerns or allegations I have to my manger or senior on shift and follow the concerns up in two days to make sure that it is being deal with. While maintaining they boundaries of professional at work and maintaining a high standard of conduct in and outside of the work area at all times. When at work I try to avoid favouritism of the people I care for and treat them all the same. 1.2 The care contributes of safeguarding or protection of the people in my care is to protect them from sexual, physical or emotional harm by main ting a safe environment where they feel safe and able to talk to myself or staff about anything they feel is not right or concerns them or their families have about the care being proved.
How much notice you must receive, how much notice is an employer entitled to, are you entitled to be paid in your notice period, pay in lieu of notice, Sunday working, Christmas Day working, Enforcing rights at work. Statuatory Rights: rights based on laws passed by parliament. The right to a written statement of terms of employment within two months of starting work. The right to an itemised pay slip The right to be paid at least the national minimum wage. The right not to have illegal deductions made from pay.
Extra vigilance is required during emergency procedures. Securely lock the container when full. The name of the person and the date of disposal should be clearly written on the outside of the container. All sharps bins must be disposed of as clinical waste, for incineration only. Sharps containers must never be placed in sacks.
1.1 The aspects of employment covered by law are: * Minimum wage * Hours worked * Discrimination * Health and Safety * Holiday entitlements * Redundancy and dismissal * Training * Disciplinary procedures * Union rights and constitution 1.2 The main features of current employment legislation are: * Employment rights e.g. Unfair dismissal, minimum wage * Equalities and discrimination law e.g. Equal pay, disability, sex, race * Health and Safety legislation e.g. Working conditions 1.3 Legislation relating to employment exists to protect workers, to guide, regulate and set standards, to provide rights and restrictions on workers and management through a legal relationship. 1.4 Sources and types of information and advice available in relation to employment responsibilities and rights can include: * Speaking to line manager to get more personalised advice * Contract * Handbook * Policy documents * Terms and conditions * Job description * HR department * ACAS * Citizens Advice Bureau * Job centre * Advice from trade unions and representative bodies 2.1 The terms and conditions of my contract of employment include adhering to all policies and procedures.
A labour market is where the demand (employer) and supply (employee) of labour interact to determine wage rates. Such labour market outcomes (wage and non-wage) are heavily influenced by labour market institutions such as the federal government, trade unions and employer associations. The Australian Federal government have influenced labour market outcomes through legislation such as the Workplace Relations Act 1996. This legislation has been amended four times to date: Workplace Relations Amendment Act 2006, Workplace Relations Amendment Act (A Stronger Safety Net) 2007, Workplace Relations Amendment Act (Transition to Forward with Fairness) 2008 and most recently passed by government on the 20th March 2009, Workplace Relations Amendment Act (Fair Work Act) 2009. As of 1st July 2009, the workplace relations system has changes to a new system that balances the needs of employees, the unions and employers.