Understand employment responsibilities and rights in health‚ social care or children’s and young people’s settings. Task A- Short Answer Questions Ai) Imagine you are a newly appointed supervisor/manager within your service. You need to update your staff handbook to reflect current employment law. Identify three different sources of information you could use to enable you to do this. (3 marks) * The Government website www.gov.uk is one source of information that could be used. It has information
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What is employment-at-will and whistleblower policy? This paper will provide a better understand of what these policy is and how each could apply to the relationship of employer-employee in the work force. The employment-at-will doctrine avows that‚ when an employee does not have a written employment contract and the term of employment is of indefinite duration‚ the employer can terminate the employee for good cause‚ bad cause‚ or no cause at all.[1] Employment-at-will doctrine consisted of three
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unless specifically provided in the various professional regulatory or other laws‚ the following terms shall be understood to mean: a) Accredited Professional Organization (APO) refers to a professional organization which may now or hereafter be accredited by the Commission. b) Board refers to a Professional Regulatory Board (PRB) created by law‚ decree‚ or other issuance pursuant to law to regulate a specific profession
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CT257- Understand Employment Responsibilities and Rights In Health‚ Social Care or Children and Young People’s Settings. As part of your qualification you are required to have an understanding of your Employment responsibilities and rights. This unit is made up of an online test. To help you to prepare for this test please complete the workbook. This workbook covers: Statutory responsibilities and rights of employees and employers Awareness of own occupational role and how this fits in within the
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September 16‚ 2006 Worksheet 1 EMPLOYMENT TORTS Employer’s Liability 1. Introduction The basis of the liability of an employer for negligence in respect of injury suffered by his employee during the course of the employee’s work is twofold: 1. He may be liable for breach of the personal duty of care which he owes to each employee; 2. He may be vicariously liable for breach by one employee of the duty of care which that employee owes to his fellow employees. The action against
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CHAPTER 13 Civil Rights and Employment Discrimination TRUE-FALSE QUESTIONS 1. Many states have passed their own fair employment acts. ANSWER: True SKILL LEVEL: AACSB Analytic OBJECTIVE: AICPA Legal 2. The federal statutes on race‚ gender and employment discrimination apply both to employees and independent contractors. ANSWER: False SKILL LEVEL: AACSB Analytic OBJECTIVE: AICPA Legal 3. A plaintiff claiming disparate impact discrimination based on sex must prove that the
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unfair employment practices are prohibited by the Civil Acts Right of 1964? The unfair employment practices prohibited by the Civil Rights Act of 1964‚ as amended‚ include: a. Discriminating in hiring‚ firing‚ promoting‚ compensating‚ or in any other condition of employment on the basis of race‚ color‚ religion‚ gender‚ or national origin. b. Unions may not include or segregate union members on these bases. c. Employment agencies may not refer or refuse to refer applicants for employment
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such as communication with hiring managers‚ assessing the accuracy and usefulness of job descriptions and whether pre-employment assessments are really helpful in identifying solid candidates. • Assist screening‚ interviewing‚ conducting reference check and to the eventual placement of candidates within various position within the group • Assist with the communication of employment offers and remuneration structures to new employees • Create and maintain database of candidates/ applicants with potential
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Eli Kutler Media Law Professor Thomas Brief #1 Employment Division v. Smith FACTS: Alfred Smith and Galen Black were fired from a drug and alcohol treatment agency where they worked as counselors for admitting they used peyote‚ which is an illegal drug‚ for the use of “religious ceremonies.” The use of illegal drugs violates the agencies policy and according to the agency‚ were grounds for “immediate termination from employment.” Smith and Black were denied from unemployment benefits
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Table of Contents INTRODUCTION 3 The Population Problem 3 Economic Migration and the Plight of the Rickshaw-pullers 3 LITERATURE REVIEW 4 The Growth of the “Rickshaw Culture” 4 Rickshaw-pulling as the Preferred Choice of Profession 4 An Employment Generation Case for Rickshaws 5 A Humane Argument against Rickshaw-pulling 5 Arguments for the Existence of Rickshaws in the City 6 Recent News Concerning Bans on Rickshaws and the Importance of Our 6 Research 6 HYPOTHESIS 7 METHODOLOGY 8
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