Understand employment responsibilities and rights in health, social care or children and young people’s settings. 1.1 Know the statutory responsibilities and rights of employees and employers within own area of work. List the aspects of employment covered by law.
Minimum wage, Hours worked, Discrimination, Health and safety, Holiday entitlements, Redundancy and dismissal, Training, Disciplinary procedures, Union rights and consultation, among many others. Labour law covers the deal between employee and employer. Health and safety laws cover the work conditions, and minimum wage and other laws set basic compensation levels. Also have the Disability Act, Manual Handling Operations and Regulations, Data Protection Act, The Medicine Act, General Social Care Council code 2001, RIDDOR 1995 etc. 1.2. List the main features of current employment legislation. Employment rights
Equality and discrimination Health and safety
Outline why legislation relation to employment exists.
The Employment Legislation is important as it provides protection against discrimination at the workplace and helps in the fight for fair and equal pay for the employees. It also ensures safety of employees at the workplace. The legislation is also important in defining at-will employment and contract employment.
Identify sources any types of information and advice available in relation to employment responsibilities and rights. –
Handbook policy documents terms and conditions job description
Understand agreed ways of working that protect own relationship with employer. 2.1.
Describe the terms and conditions of own contract of employment. All employees have an employment contract with their employer. A contract is an agreement that sets out an employee’s: employment conditions rights responsibilities duties
These are called the ‘terms’ of the contract.
Employees and employers must stick to a contract until it ends (eg by an employer or employee giving notice or an employee being dismissed) or until the terms are changed (usually by agreement between the employee and employer). 2.2.
Describe the information shown on own pay statement.
Personal information –
Tax code and National insurance number –
Payments, wages, number of hours etc. –
Tax national insurance –
Year to Date –
Describe the procedures to follow in event of a grievance.
Often the best way to sort out a problem with your employer is to talk to them informally. You should ask for a meeting with your immediate manager to explain your concerns. You might find it helpful to suggest to your employer what you would like them to do to resolve the problem. If you don’t feel you can talk to your immediate manager, you could speak to someone else in the organization in a position of authority. Where possible, you should always try and sort the problem out informally first before taking any further action. 2.4.
Identify the personal information that must be kept up to date with own employer. – detail of training given
– detail of accident happen at work
– Absence detail.
Explain agreed ways of working with employer.
An employer has a duty to ensure that data is being processed lawfully. Home workers may need specific training on their obligations and those of the employer in relation to data protection, the procedures which they must follow, and what is, and is not, an authorized use of data. Employees should understand when and how they are required to dispose of data they may create at home, for example, by requiring them to shred documents prior to disposal. Employers should carry out an assessment of the data protection implications of employees working from home.
Understand how own role fits within the wider context of sector.
Explain how own role fits within the delivery of the service provided. Own role fits within the delivery of the service provider because it is personalized. You are providing them with a good service, the same service that you want a provider provides to you. The focus on tackling exclusion, and the influence of the culture of tights and responsibilities. There has been a huge increase in understanding in all parts of the sector, and a recognition of the satisfaction that comes from working alongside people so that they are direct their own support, rather than being passive receivers of services. The basic principles of supporting people and treating them with dignity and respect, and ensuring they have choice and control, will continue.
Explain the effect of own role on service provision.
There are many ways in which you can keep up to date with new developments in the field of social care, and particularly those which affect your own area of work. You should not assume that your workplace will automatically inform you about new developments, changes and updates which affect your work. You must be prepared to be active in maintaining your own knowledge base and to ensure that your practice is in line with current thinking and new theories. The best way to do this is to incorporate an awareness of the need to update your knowledge constantly into all of your work activities. If you restrict your awareness of new developments to specific times, such as a monthly visit to the library, or a training course every six months you are likely to miss out on a lot of information.
Describe how own role links to the wider sector. The social care job may have come with a job description, but while that tells you what you need to do, it does not usually tell you how you need to do it. To find that out, you need to look at the Standards that apply to you work.