Unit 201

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unit 201

1 Know the statutory responsibilites and rights of employees and employers within own area of work

1.1 list the aspect of employment covered by law

the main aspects of employment are,

* Minimum wage

* Hours worked

* Discrimination

* Health and safety

* Holiday entitlements

* Redundancy and dismissal

* Training

* Disciplinary procedures

1.2 list the main features of current employment legislation

The spectrum of employment law in the UK covers three main areas. Employment Rights, Equalities and Discrimination law... and Health and safety legislation. Although Equalities and Health and safety have meaning in other areas of life... both bodies of law feature measures relating to employment to a significant degree.

1.3 outlline why legislation relating to employment exists

To protect the rights of employers and employees by providing rules and regulations that must be followed.

1.4 identify sources and types of information and advice available in relation to employment responsibilities and rights

contract
handbook
policy documents
terms and conditions
job description
Web sites like www.direct.gov (useful for other parts of ERR) books, journals, colleagues, whoever is above your employer est.

2. understand agreed ways of working that protect own relationship with employer

2.1 describe the terms and conditions of own contract of employment

The terms and conditions meet the requirements of section 1 of the employment rights act 1996. It tells you the hours you work and overtime, these hours will be your normal working hours unless agreed otherwise. It tells you your salary and what your salary will be weekley, fornightly, monthly and annually. a performance review will be carried out once a year to see your progress. It will tell you the companies holiday year, and what you are entitle to. compassionate leave and time off for family emergencies. sick pay, reporting sickness absense and that you must ensure that your line manager is enformed by yourself by telephone before 7.00am, pension rights, disciplinary rules, medical examinations, grievence procedure, equal opportunities,lay-offs, restrictions, delivery up of documents, debts and overpayments.

2.2 describe the information shown on pay statement

Every pay statement must contain the following information:

amount of your wages before any deductions (gross wages),individual amount of any fixed deductions (such as trade union subscriptions) or the total amount of these deductions if you are given a 'standing statement of fixed deductions' as detailed below, individual amount of any variable deductions (for example tax), net amount of your wages (this is the total after deductions), amount and method for any part-payment of wage (such as separate figures of a cash payment and the balance credited to a bank account) Your employer might include additional information on your payslip which they are not required to provide, such as: National Insurance number, tax codes, pay rate (either annual or hourly), additional payments like overtime, tips or bonuses, which might be shown separately

2.3 describe the procedures to follow in event of a grievence

if a grievance cannot be settled informally with the relevant line manager, the employee should raise it formally. in the first instance, they should put their grievence in writing and adress to their line manager, the complaint should be addressed to an alternative manager. a manager will then invite the employee to a grievance is against the line manager, the complaint should be adressed to an alternative manager. a manager will invite the employee to a grievance meetingto discuss the grievance and the employee has the right to be accompanied at thismeeting by a trade union official, or a fellow employee of their choice. at the meeting, the employee will be permitted to explain their grievance and how they think it should be resolved....
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