Candidate name: Rebecca Aris
Candidate number:
Centre name:
Centre number:
Task A
Ai) To update my staff handbook, so that it reflects the current employment law, I can utilise the following sources to enable me to do this: www.direct.gov.uk/en/Employment/Employees/index.htm The Employer's Handbook 2012-13: An Essential Guide to Employment Law, Personnel
Employment rights act 1996
Aii) a) These are just a few, of many, aspects of employment covered by law:
Holiday entitlement.
Statutory maternity pay (SMP)
Statutory sick pay (SSP).
b) There are three main features of current employment legislation:
Employment Rights Act 1996 - It deals with rights can get when at work including unfair dismissal, reasonable dismissal notice,
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Bii) Your payslip shows how much you earn per month and the deductions that take place which are tax, national insurance, and other tax deductions. It will show your earning before and after the deductions and it will also show any deductions that may take place e.g. Sick pay, Maternity pay. Your payslip will show any tax information that is needed to pay you and personal information such as your name and employers’ name. It has how much tax and national insurance that can be taken from how much you earn a year. Biii) You must inform your employer if you have recently moved, as they will need you new address for sending your payslip to and any new information/letters if you are off for any reason. You must also inform your employer any dates you wish to have off for holiday in advance. Two weeks notice is normally asked from your employer. Biv) You can raise a grievance at work by:
Speaking to the other person it concerns, if able to.
Speaking to your supervisor about the problem in a one to one.
Speak to your manager to see if they can resolve the issue.
If you cant resolve it by your manager you should address it formally. You can do that by putting it in writing and giving it to your line manager.
Bv) 1. Data protection:- With data protection you need to take into account that the children and families information is protected.
2. As above Biv.
3. Conflict management- if there is a conflict between two colleagues you would report to either your room
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.
Given the culture these days of “No Win - No Fee” solicitors, the majority of employers have legal expenses cover that allows them to be guided through all employment issues by professionals who have the expertise in employment law. Owners/managers are advised to use this service for even the smallest employment issue as not following due process can prove costly for employers. In addition, these experts and the advice they give are non-biased and in accordance with current employment legislation.
Unit 027, 1.1 - Describe the factors to take into account when planning healthy and safe indoor and outdoor environments and services.
Children are encouraged to communicate their needs, feelings and thoughts. They are given opportunities to choose and use reading materials.
The children act 1989 has influenced some settings by bringing together several sets of guidance and provided the foundation for many of the standards practitioners sustain and maintain when working with children. The act requires that settings work together in the best interests of the child and form partnerships with parents or carers. It requires settings to have appropriate adult to child ratios and policies and procedures on child protection. This act has had an influence in all areas of practice from planning a curriculum and record keeping. The every child matters framework has
All those involved with children are likely to hold personal information about them, including sensitive personal data. This legal act covers how personal information is to be protected and not disclosed randomly. Professionals can
changes to your terms or employment, this explains that the company reserves the right to make any changes to the terms and conditions of employment and that no less that one months notice will be given of any changes. Grievance procedure, this explains that if I have a grievance relating to my employment that I should raise this is writing in accordance to the grievance procedure.disiplinary & dismissal procedures. This explains that any disciplinary action relating to employment or dismissal procedure will be handled in accordance with the correct procedure.
Outline current legislation, guidelines, policies and procedures within own uk home nation affecting the safeguarding of children and young people?
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 Once you have identified a reliable source of information
This chart gives a rough guideline to the daily calorie needs of boys and girls at different ages. Kids who are really active may need more; those who are inactive may need less.
A multi-agency approach is a range of professionals including speech therapists, Special Educational Needs Co-coordinator (SENCO) , key workers or physiotherapists etc. that all work together and support children and their families in provisions that need to be made in order to support a child with special needs. Working within close partnership with parents is expected for all babies and children within the Early Years Foundation Stage (EYFS)
1.4 Identify sources and types of information and advice available in relation to employment responsibilities and rights
As an employee, your employer is obliged by law to take off Income Tax and National Insurance contributions from your salary or wages before paying them to you. You're also entitled to all minimum legal employment rights including:
- Describe the role played by the tribunal and courts systems in enforcing employment law
This means they are entitled to the same basic terms and conditions as ‘comparable workers’ - employees doing the same job in the same workplace.” (https://www.gov.uk/agency-workers-your-rights/overview, 10th March 2015)