Q. Describe the terms and conditions of your employment as set out in your contract of employment.
A. During my employment with Casterbridge, they may need to hold personal data, details of criminal record and medical data. Casterbridge will ensure that this information is held securely in personnel files and will not disclose this information to others outside the operations department or line management structure, except in case of relevant medical information in a medical emergency or as required by law.
Casterbridge may also need to hold some information for equal opportunities monitoring purposes, such as age, sex, sexuality, race, religion and any disability. When I signed the contract, I was agreeing to Casterbridge collecting, holding and using this information in this way.
My employment was subject to the receipt of satisfactory references and if necessary, a medical assessment. My employment was also subject to the receipt of satisfactory, full background checks through the Criminal Records Bureau, or other appropriate Approved Body and receipt of a ‘suitable persons’ letter from Ofsted.
Q. Describe the information which needs to be shown on your pay slip.
A. Pay slips need to include the name of the company you work for, your name and Tax code, your national insurance number, the payment date, the deductions and adjustments made, your gross pay and your net pay and a summary of pay from year to date including national insurance.
Q. Identify two changes to personal information which you must report to your employer.
A. You must inform your employer if you change your name, change your address, are off work because of sickness or if you want to change your annual leave.
Q. Describe the procedure to follow if you wanted to raise a grievance at work.
A. There are three stages to the grievance procedure. The first thing to do is to try and resolve the grievance informally by way of discussion between those directly involved. If you are not happy with the outcome you can go to stage one.
Stage one; If the grievance is not resolved in the informal way then you should put the grievance in writing as soon as possible and send it to your line manager. The line manager will then invite you to a grievance hearing where the matter will be fully discussed. After the meeting the line manager will, within five working days, inform you of their decision and of your rights to take the complaint further if you are still not happy with the outcome.
Stage Two; You will have a maximum of three working days after being informed of the decision to put your grievance in writing to the nursery’s Director of Childcare (Tracy Smith) stating the grounds for the complaint and the reasons for dissatisfaction with the decisions. The Director of Childcare will invite you to a grievance hearing at which the matter will be fully discussed. Within five working days after this meeting you will be informed by the Director of Childcare of their decision and of your right to take the matter even further if you are not happy with the decision.
Stage three; You will have a maximum of three working days after being informed of the decision to put your grievance in writing to the Operations Director (Matthew Moore) stating the grounds for the complaint and the reasons for dissatisfaction with the decisions so far. The Operations Director will invite you to a grievance hearing at which the matter will be fully discussed. Within five working days after this meeting you will be informed by the Director of Childcare of their decision. This decision is final.
If your grievance is against a line manger then you should take up the stages of grievance procedure with the Nursery Manager (stage one)
If your grievance is against the Nursery Manager then you should take up the stages of grievance procedure with the Director of Childcare. (stage two)