We have policies and procedures in place which must be followed by all members of staff. A code of practice is also in place which outlines guidance on ways in which to work and the behaviour required from staff whilst doing their job. Training is provided regularly to ensure all staff are fully competent and have the necessary skills to do their job competently and efficiently. 1.2 - Explain how duty of care contributes to the safeguarding or protection of individuals. Individuals who use a care service for any reason or a resident of a care home are more vulnerable and are potentially more at risk of receiving some type of abuse.
Consent from any Service users must be sought before sharing information, or their representatives depending upon their situation or capacity at any given time. General complaints or criticisms are usually made verbally and dealt with straight away as a verbal communication to front line staff. This should still be recorded on the complaint record and entered onto the Corporate Governance system. If a problem can be resolved immediately, this should happen. When a complaint is more complex, it should be recorded and signed by both the complainant and the complainer and handed to a senior member of staff who should attempt to resolve the complaint the next working dat.
APPLICATION OF THE CODE All employees are expected to be familiar with and to observe the ethical standards outlined in this code. Abuse of Domino's ethical code may be grounds for dismissal and the abuser could be subject to legal action. Managers are responsible for ensuring the application of this ethical code by monitoring and enforcing the code within their areas. Application of the Code will be one of the performance standards by which all managers will be measured. All of Domino's managers are expected to lead by example and communicate a real concern for the observance of these ethical guidelines.
Secondly, organizations must ensure voluntary affirmative action plans follow court ordered requirements. Management must make clear their commitment to equal opportunities to all employees. Furthermore, management should “Provide training about the plan so that all employees understand its purpose and intent. The more employees know and understand what is being done, the less likely they are to misunderstand and react adversely” (Bennett-Alexander & Hartman, 2007, p.
You are responsible for setting work and development objectives for your team and for monitoring performance and achieving business results. Task 1: Explain why it is important for individual and team objectives to link into overall organisational objectives and, use a practical example to demonstrate how this is achieved. Identify the factors you need to take into account when agreeing objectives for your department or work area and when agreeing objectives with individual team members. Given that objectives link together and often overlap, there is a need to agree individual and collective responsibilities for the part everyone will play in their achievement. Identify how you would organise the agreement of responsibilities with team members and colleagues, using examples where possible, and acknowledge the potential pitfalls when this is not done well.
1.1 Having a duty of care means to care for anyone that i come across within my line of work. It is my duty of care to make sure that all of my clients have everything they need, they get proper care and are respected and keep their dignity. Also that they maintain as much independence as possible and we promote independence as much as possible. It is also my duty to safeguard each service user and protect them where possible from harm. We have a duty to follow all risk assessments for each service user, attend all mandatory training and to report any unsafe practises that i see.
| | | | |Records are updated when a member of staff |Emergency contact details. | | | |informs head office that their details have | | | | |changed. This is then rectified on paper and | | | | |on the computerised records in finance. | | |Contractual arrangements|Company Secretary |Secure paper based and held by the company |The employment rights act 1996 | |(including pay, terms |Head of HR and Training |secretary. |Tax and National Insurance | |and conditions) |Communications assistant | |Minimum wage act 1998 | | | | |
Follow any steps that have been laid out in your policies and procedures, ensure you talk about the issue not the person. It must be demonstrated that every possible step has been taken to support an employee before they are terminated giving the employee every chance to respond to the request and have been fully supported to address the performance. Employees cannot be dismissed based on circumstances that are unjust or unreasonable. Ensure you engage the support of HR, provide the employee the chance to have a support representative present if required and ensure they have been given every chance to respond to your requests. By following these steps if the case is taken to court under Fair Work Act you can clearly demonstrate that appropriate actions were taken prior to the termination, this would help to support your case if
Two different characteristics of a job analyses exists; the job-oriented and the person-oriented (Spector, 2008). Methods of developing a job analysis come from different sources and ways a person collects information. This paper will discuss further the job analysis of
Whichever approach you take in restoring the quality and quantity of work output, you need to use consistent and clear means of communication. Always see the issue through until it has been resolved. Hold a meeting with the team and ensure that you are clear at explaining that you have scheduled the meeting as a means of implementing support, not punishment. Support for the team could come in the form of an extended deadline, additional staff, specialised training or a reduction of work load. You should also ensure that team members are aware that they can contact or approach you at available times.