Employment Rights and Responsibilities Essay

1.1Below is a list of the aspects of battle covered by rectitudeMinimum wageHours workedDiscriminationwellness and safetyHoliday entitlements tediousness and dismissalTrainingDisciplinary cognitive operationsUnion rights and consultationMaternity snuff itRead more List the aspects of employment covered by rectitude essay1.2Below is a list of the main features of current employment legislationEmployment Act 1996Equalities and Discrimination lawsEmployment Act 2008Health and safety legislation at work Act 19741.3Why do legislation relating to employment exists?The reason employment law exist is to close off the exploitation of workers by their employers, and to ensure that the employees rights argon being followed. If these law didnt exists them employer would be took advantage of and may not be treated flop and fairly. The laws cover all aspects that could arise, weither this involves age, gender, disability. The laws protect employees from unfair bosses. if there wasnt laws thusly(prenominal) there would be no rules, and companies could do whatever they want. These legislation ar wishwise in place to support employers.1.4Below are sources and types of info and advice available in relation to employment responsibilities and rightsthither are m all places you lowlife get education from these could involveWeb sitesBooksColleaguesManager training leafletsCitizens Advice Bureauunions2.1Describe the terms and conditions of give birth castrate of employmentMy contract of employment covers Job Location, as regards to where I am based in my employment. A job description, which describes the duties and responsibilities of my role as a guard colleague , Probationary period, this confirms length of provisionary period which is 3 month then a full contract pass on be offered , it will include what is expected of me within that period and withal what happens at the end of the probationary period. A description of how much I will be paying, any possible pay up raises dependant on gaining certain qualifications. Payroll procedures, this describes how I will be paid, how often and when I will be paid, pay slip randomness, about the companys rights to make deductions if over paid or if you left and owed vacation/m whizzy for training or CRB.It will also include information about Hours, this is information on hours I am expected to do and break entitlements. It will describe my holiday entitlement, how to book it and when the leave year commences and ends. It will also include information on length of notice needed to terminate employment by myself or company. It includes information on training states that I am postulate to attend mandatory training and about the possibilities of further training. Sickness limitments, expand the procedure to follow if I am ill and statutory rove pay entitlements. Confidentiality is included explain the need forconfidentiality due to sensitive temper of the business whilst working and after lea ving. Data protection, informs of the need for the company to restrain personal information on you.2.2Describe the information shown on our own pay statementThere is a lot of information shown on your pay statement, the amount of wage before any deduction (gross wage) and also your wage after deductions, the amount of tax and national damages you welcome paid, your pay statement will also include your national insurance turn of events, your tax code, your pay rate and also any additional information regarding your pay for example sick pay, holiday pay and over time.2.3The procedure to follow in event of a grievanceWhen you have a grievance, you should write to your employer giving them details of your grievance. Include in your letter how you would like your employer to resolve the problem. Date the letter and keep a copy for yourself. Your employer should arrange an initial meeting to discuss your grievance. The main purpose of the meeting should be to establish the facts and f ind a way to resolve the problem. You have a legitimate right to take a representative to the meeting with you. To utilization this right, you must make a request to your employer that someone comes with you. Your representative could be, a colleague, union official, or solicitor. After the meeting your employer should, without unreasonable delay, write to you with their decision. They should cook out, where appropriate, what action they intend to take to resolve the grievance.2.4Identify the personal information that must be kept up to leave with own employerThere are several things that must be kept up to date with your employerthese include Name Address next of kin fall into place number Education and qualifications1.List the types of information that are held on your personal present and say why you think they are neededData an employer can keep about an employee includesNameAddressDate of birth turn onEducation and qualificationsWork experienceNational Insurance number as sess codeDetails of any known disabilityEmergency contact detailsThey will also keep details about an employee such(prenominal) asEmployment history with the organisationEmployment terms and conditions any accidents connected with workAny training takenAny disciplinal action2.Who should you inform if you are changing your personal details?You should perpetually keep your employer informed of any changes in your personal details so that their records are up to date and correct, if you have a change in personal details you should inform your manager as soon aspossible so that they information they have for you is correct, this is very important in case of an emergency.3.How should your records be stored and who has a right to live them?Your personal records should be stored safely and securely they should be locked away so that no one can read them, if they are stored on a ready reckoner the computer should be password protected. Only your employer and yourself have a right to see your personal records unless you give permission for other people to see them.2.5 rationalize agreed ways of working with employerThe agreed ways of working are the codes and policies provided by the employer for the care worker to follow these will include legislation, codes of conducts and employers policies and procedures that all care workers should follow when working in a care home setting. It is the responsibility of the care workers to work within the policy guidelines provided and also to ensuring that they are working at the standard expected of them, it is a legal requirement to follow policies and procedures.