Nvq 2

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Abbigail Jade Crowe ERR Friday 10th June 2013
UNDERSTANDING EMPLOYMENT RESPONSIBILITIES AND RIGHTS IN HEALTH AND SOCIAL CARE SETTINGS

1. Know the statutory responsibilities and right of employees and employers within own area of work 2.1 List the aspects of employment covered by law 2.2 List the main features of current employment legislation

Overtime a body of law or legislation has developed governing employer/employee relations and right of employees and employers in the workplace subsequently amended by the employment relations Acts of 1999 and 2003, provides arrange of contractual rights for employees including entitlement to an itemised pay statement.
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The supervisor / manager should seek agreement to the resolution if possible. If the grievance involves the supervisor / manager the employee must bring to the attention of the next level of management.
The employee should set out the grievance in writing explaining the nature of the grievance and send a copy to either:
His or her immediate supervisor / manager ; his or managers immediate line manager; or the operational director at head office.
The person bringing the grievance has a statutory right to be accompanied by a work colleague or a trade union representative. They must make the arrangements, but if the accompanying work colleague is on duty, then prior notice must be given to the manager to ensure cover is arranged where required.
2.4 Identify the personal information that must be be kept up to date with own employer
Any information which your employer holds about you in connection with your employment is protected by legislation under the Data Protection Act 1998. This covers information held both on computer and in a manual filing system like your home address and phone number, emergency contact details, your bank details, details of any absences, copies of any appraisals, details of any disciplinary actions. You have a responsibility to help information

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