CYP CORE 3.3 1.4) It is our duty to safeguard children and young people; this means that recommendations within serious case reviews offer the opportunity to examine current practice: what is happening and how it happens, within the setting and outside with other organisations (agencies and other services). We also have professional organisations supported by legislations, policies and procedures to help us. Serious case are reviewed when a child dies and abuse or neglect are suspected or know to be the fact of the death. The local Safeguarding Children’s Board calls serious case review and they might involve the children’s services, the police and other agencies. To identify that should be made, each services involve do an individual management review of its practises.
What is the aim of health and safety legislation and what responsibilities does it place on employers? Explain how relevant legislation applies to HR. Health and safety is an imperative component amongst all workplaces, with increasing awareness being placed on its importance. Employers must take all necessary precautions to preserve the safety of their employees at work and when carrying out work related matters. This is to protect not only the staff of the organization, but also the organization itself to safeguard against potential litigation matters.
It outlines the basic guidelines to best practice within any work environment whether it is within the Health and Social Care sector or not. It protects all concerned parties from unfair dismissals and abuse from colleagues and employers. For example, the disability act goes hand in hand with the equality act which enables all of society to have equal opportunities within a workplace. Task B Your work role Describe the terms and conditions of your employment as set in your contract of employment or employment agreement. The terms and conditions of my employment advise me of the precincts to my job description and informs me of the guidelines to best practice and ethos of the company whilst keeping my best interest and those of
2. The foremost over-arching legislation affecting the first aid trainer is the Health and Safety at Work Act 19741 which demands a safe workplace. The trainer must, for example, ensure that facility fire exits are not blocked, there are no trip hazards and there is sufficient room to carry out practical techniques. 3. The Equality Act 20102 encompasses and simplifies the previous Acts governing Race Relations, Sex Discrimination and Disability Discrimination, and the trainer must create an environment that complies with each of these components.
Employment Responsibilities and Rights in Health, social Care or Children’s and young people’s Settings 1) Know the statutory responsibilities and rights of employees and employers with own area of work. There are a number of laws and regulations which have been written to protect you at work; they also protect your colleagues, the people you will work with and their families. As is usually the case, with rights go responsibilities; these laws also explain / advise you what you are expected to do and how you should behave at work. Main features of Current Employment Legislation are: I. Workplace Regulations: laws that keep everyone safe and reduce hazards and manage risks.
Act 1974 and this covers things such as general duties, enforcement and COSHH. Point 3 Legislation relating to employment exists to protect the rights of employers and employees by providing rules and regulations that must be followed. This is because if we didn’t have legislation the employers could pay an employee however much they wanted and there would be nothing saying they couldn’t, also there could be bullying or discrimination going on at work and there would be no law or legislation against this so you could get away with it. Point 4 The sources and types of information and advice available in relation to employment responsibilities and rights are in your contract, in your employee handbook, in the policy documents, in your terms and
This has been introduced by the government to improve the lives of people with learning disabilities and their families and carers. This includes the rights to employment, to buy a house, to be treated as people with needs and wants that they should be encouraged to tell others about. Mental Capacity Act and Deprivation of Liberty Safeguards (2005). The Mental Capacity Act was introduced as a means of ensuring that everyone should be treated as able to make their own decisions until it is shown that they cannot. A lack of capacity could be because of a severe learning disability, dementia, mental health problems, a brain injury or a stroke.
INTRODUCTION It is an obligation of an employer to aggressively protect their employees from any form of Harassment and discrimination in the workplace. To instill a zero tolerance towards these issues, it is crucial for employers to educate themselves and their employees on issues, regulations and policies associated with them. In the following dissertation, I plan to describe how laws, regulations and policies against sexual harassment, harassment and discrimination in the workplace play a vital role on the business brand and relations with all employees regardless of nationality. The Equal Employment Opportunity Commission (EEOC) for sexual harassment defines sexual harassment as unwelcomed sexual advances, requests for sexual favors, and other verbal/Non- verbal, or physical conduct of a sexual nature. Harassment includes but not limited to any offensive conduct that has the purpose of effect of unreasonably interfering with an individual’s work performance or creating an intimidating, offensive, or hostile environment.
It is a law that has been put into place to prevent any discrimination against; age, sex, race, disabilities, religion, gender and sexual orientation in a work place or in society generally. This also includes indirect discrimination as well as direct discrimination towards patients and colleagues (Human Resources, 2013). If the Act is broken the employer has to informally discuss a disciplinary first, before any action is taken. A formal disciplinary is only made depending on how the victim would like to handle the problem, if the employee concerned has had various
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.