Err for Level 2 Childcare

Company policies and procedures establish the rules of conduct within an organization, outlining the responsibilities of both employees and employers. Company policies and procedures are in place to protect the rights of workers as well as the business interests of employers. Depending on the needs of the organization, various policies and procedures establish rules regarding employee conduct, attendance, dress code, privacy and other areas related to the terms and conditions of employment.

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

Employee Number – Your employee number is a unique number that is individual to you. It allows your employer to have easy access to your online record.

Bi) Describe the terms and conditions of your employment as set out in your contract of employment or employment arrangement.

My Terms and Conditions of Employment, which must be signed by all staff, will set out any relevant Codes of Practice.

Bi: describe the terms and conditions of your employment as set out in your contract of employment agreement ?

The employers in Talbot business must also make sure that they have discipline and grievance procedures implemented into the business. Also they must follow them when dismissing the employees as this would make it fair. The Talbot business must not also sack employees of the business without following the discipline and grievance procedures as it would be unfair for the employee.

The purpose of an employee handbook is for a company to keep a blue print of policies and procedures that are needed for a company to succeed. A handbook contains of a title page, a table of contents, a body, an index, and most importantly an acknowledgement. An employee handbook is based on main polices a company have. Some the policies include at will employment, hiring rules, anti-harassment and anti-discrimination rules, compensation, employed hours, leave of absence, benefits, heath, safety and most importantly disciplinary. (LegalFlip) protects the author of the article: Employee Handbooks – An Overview (2013)

The Handbook is an introduction to your employment with a company and gives you written direction and information about benefits and policy that may affect your employment. The information is for all employees without regard to level of position. The Company, at will employment opportunity policy gives you the right to give notice and leave with or without cause. As well the Company may terminate employment at any time with or without cause. Each employee is obligated to read and comply with the policies and the information in the Handbook. Equal-employment opportunity

Bi-Describe the terms and conditions of your contract as set out in your contract of employment or employment agreement.

The purpose of this memorandum is to provide you with a list of the most material changes to the Employment Agreement after the past three weeks of negotiation, as well as the justifications for those changes. In reviewing the negotiated draft of the Employment Agreement, please note the following.

As the employment law is constantly changing & new legislation is due to take effect over the next few years , it’s quite necessary for you to have access to information & expertise to rely on if you don’t want to break your bank .

These require that employee have a clear understanding about how their jobs will change and how they will be rewarded. For example, an employee who doesn't cooperate with the change effort of the company, the employee will still doing the same job and do not have an incensement in their pay.

It includes information of the various Acts related to employment. Thus, workers are aware of their rights as rules and regulations are carefully spelled out into by Singapore, Ministry of Manpower 2012. This includes the Employment Act, Industrial Relations Act, Trade Union Act seen in the appendix (Appendix pg2). This comprehensiveness and accessibility of dispute procedures makes sure that workers understand their rights which lead to efficiency in times when workplace conflict does arise.