Abbigail Jade Crowe ERR Friday 10th June 2013 UNDERSTANDING EMPLOYMENT RESPONSIBILITIES AND RIGHTS IN HEALTH AND SOCIAL CARE SETTINGS
1. Know the statutory responsibilities and right of employees and employers within own area of work 2.1 List the aspects of employment covered by law
2.2 List the main features of current employment legislation
Overtime a body of law or legislation has developed governing employer/employee relations and right of employees and employers in the workplace subsequently amended by the employment relations Acts of 1999 and 2003, provides arrange of contractual rights for employees including entitlement to an itemised pay statement. Entitlement to national minimum wage that the terms and conditions of work must be set out in writing protection against unfair dismissal at work.
2.3 Outline why legislation relating to employment exist To stop the exploitation of workers by their employers mainly for example the minimum wage, safety standards, holiday entitlements, maternity leave, redundancy payments, discrimination laws, maximum working hours, age requirement are all good things that protect employees from unscrupulous bosses.
2.4 Identify sources and types of information and advice available to relation to employment responsibilities and rights
Employers have legal obligations to ensure a safe and healthy workplace as an employee, you have rights and you have responsibilities for your own wellbeing and that of your colleagues. Your right as an employee to work in a safe and healthy environment are given to you by law and generally can’t be changed or removed by your employer the most important rights are: As far as possible to have any risks to your health and safety properly controlled: To be provide free of charge with any personal protective safety equipment if you have reasonable concerns about your safety, to stop work and leave your work area without being disciplined to tell your employer any health and safety concerns you have to get in touch with health and safety executive of your local authority if your employer won’t listen to your concerns without disciplined. To have rest breaks the working day to have time off from work during the working week and to have annual paid holiday 2.1 Describe the terms and conditions of own contract of employment These most commonly fall into main sections:
A - Job description – defining the role, responsibilities leave (manager, deputy manager, assistant etc.) It might include limits on decision making/ to whom one reports/is supervised by. B - Entitlement – rate of pay holiday entitlement, retirement and ill health benefits bonus/ overtime rates. C - Responsibilities: Working hours, dress code, reporting illness, absence, annual assessments, complains procedures, notice period for leaving, dismissal requirement to change work hours. D –General: depending on the type of job there might be other conditions restricting the employee taking other part time work confidentiality clauses, using company equipment for private use (eg phones computers, vehicles) general codes of behaviour and adherence to certain corporate practices, health and safety regulations.
2.2 Describe the information shown on own payslip
Gross pay – your full pay before any tax or national insurance has been taken off. The amount of any any deduction which changes from payday to payday variable deductions – for example tax and national deductions are for. The total amount of any fixed deduction – These are deduction which doesn’t change from payday to payday, for example union dues an employer does not have to give details of what these deduction are for, separate statement with these details on at least once a year. The amount and method for any part payment of wage - (For example separate figures of a cash payment and the balance credited to a bank account) Your...
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