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) Three different sources of information I could use to enable me to update the staff handbook would be: The current handbook in place at the company
Up to date health and safety requirements Any changes that have been made in the law since the last handbook was written
Once you have identified a reliable source of information: Aii) a) List three aspects of employment covered by law. (3 marks) Holiday entitlement Health and safety conditions of workplace Employees work rights b) List three main features of current employment legislation (3 marks) Contracts and conditions of your employment The national minimum wage Time off due to sickness
Aiii) Briefly outline why employment laws exists (3 marks) To make sure employers provide and oversee a safe and fair working environment, to make sure there are cost benefits to the company, to set out employer responsibilities and duties to the employees.
Task B) Your Work Role Bi) The terms and conditions of my employment as set out in my contract were that my employment was subject to an enhanced CRB check and 2 satisfactory references from previous jobs. Before starting work for Caremark I completed an online course covering manual handling, medication and health and safety, and I was given a Caremark Handbook and other documents that I had to read, sign and hand back a copy of. bii)
The information which must be shown on a payslip are personal details (name & address) and employee number, company information (name, address, phone number) , the tax code, the date of wage payment, the net pay, how many hours were worked, how much is being paid and how much is being deducted for Tax and National Insurance. biii) Two changes which I must notify my employer of are a change of name and change of contact details such as address. biv) Procedure of raising a grievance at work:
Informal talk with manager to attempt to resolve issue
Put in writing the grievance and produce it to the manager so they can carry out an investigation
If the outcome of the investigation is one you are not happy with, the company head office, a local authority or a governing body can be contacted.
bv) The agreed ways or working with my employer in relation to the following areas are: - Data Protection: client and staff information is recorded both on computer and by hand. Access to this information is restricted and all information is stored securely in the office. Any information shared with others is on a ‘need to know’ basis only, as it is policy that personal data is obtained lawfully and held for lawful purposes, be kept up to date and accurate and not be kept for longer than necessary - Grievance: grievances will try to be dealt with on a local level first between the field care supervisor and person filing a grievance.
If the matter is not resolved then the grievance may be taken to the care manager, and then the directing manager. All complaints will be acknowledged within 2 working days and investigated within 7 days, these complaints are also responded to in writing within 7 days.
- Conflict Management: the company seek to avoid any conflicts by asking to be kept updated with any personal relationships amongst employees. In the event that conflict arises, discussions between all parties involved will be held and upon agreement from all parties, a meeting between all involved will be held to try and dissolve the conflict instead of just putting it aside. - Anti-discriminatory Practice: careful monitoring, regular supervisions and training sessions will take place to ensure no discriminatory practice is taking place.
Training on discrimination will be given upon employee’s induction. Any discriminatory practice suspected or witnessed must be reported to either the field care supervisor or the care manager. Regular contact with clients is kept via spot checks and reviews. - Health & Safety: all employees will be given relevant training and information to ensure their safety and safe practice. Risk assessments will be carried out at each clients home before the care service starts, any risk management measures will be explained to all relevant care workers.
Appropriate equipment and protective clothing will be provided to employees and health and safety procedures will be brought to the attention of all employees. Any accidents or incident will be reported by employees and following this a full investigation will be carried out. - Confidentiality: all information collected relating to clients is treated with complete confidentiality at all times. No information is to be shared without the clients consent or consent of an advocate of a client in appropriate situations. When sharing information it is on a need to know basis only. - Whistleblowing: If malpractice is witnessed or suspected it should be reported to the line manager.
The line manager will then take responsibility for any further actions following this report. The member of staff Whistleblowing will be assured they have acted correctly and they will not be mentioned so they cannot be victimised. Support in the form of meetings and supervisions will be given to the whistleblower to make sure confidentiality is kept. The company recommends that any staff involved in a Whistleblowing incident can seek independent legal advice.
bviii) My work must be influenced by national factors, for example the Code of Practice needs to be followed to ensure all work is performed to the highest standard and that health and safety measures are followed.
bix; a) Two different representative bodies which influence my area of work are Care Quality Commission and the English Community Care Association. b) The role of Care Quality Commission is to check that all service providers are meeting the national standards, including hospitals and care homes. The English Community Care Association is the main representative body for all care providers, regardless of size. It aims to provide environments where these care providers can provide the highest standard of care.