Personal Information Concerns

* Confidentiality – Parents/carers must give consent for information to be collected and stored about their child and they should be able to access this freely. If information needed to be shared with other professionals, signed consent needs to be gained from the parent/carer with the exception of cases where it is believed a child is in immediate and significant harm. All information recorded must be securely stored so it is not freely accessible

The health and safety at work act promotes good safety of individuals in a health and social

With the Data Protection Act (1998), the nursery has to control and protect the handling of the personal information of children and parents. Recklessness and naivety can cause personal information being let out into the public eye. Staff writing down children’s or their parent’s personal details or opinions can end up open to public view. This can be minimised by making sure all data is

equal pay for work of equal value or pay equity must be guaranteed, requiring that women’s work

Confidentiality of information everything should be kept confidential from other children, teachers, parents unless needed to.

The Health and Safety at Work Act was put in place in 1974. This primary legislation covers occupational health and safety ensuring employees and employers are safe within their working environment.

The Health and Safety at Work Act 1974 covers many health and safety legislations in England and Wales. These include, RIDDOR, COSHH, First Aid, Fire Regulations etc. All of these legislations need to be understood and adhered to when planning any activities.

Email – If children have email accounts they could come across files of people they don’t know and they may inadvertently open a virus or an inappropriate image.

1.1 - Explain the legislative framework for health, safety and risk management in the work setting. The Health and safety at Work etc. Act 1974 is the major piece of the health and safety legislation in Great Britain. It provides the legal framework to promote, stimulate and encourage high standards.

1.1: You will find all the legislations under the health and safety at work act 1974 this act is the overall cover for health and safety at work.

Equal Pay The Equality Act 2010, which encompasses the Equal Act 1970, made it unlawful to pay men and women differently if they were employed in :

In 1974, the Health and Safety at Work Act, also referred to as HSWA, was put in place to make further terms for securing the health, safety and welfare of a person within a working environment, making it the prime piece of legislation to cover the occupational health and safety in Great Britain. Everybody within a workforce has the duty to obey the act in order to promote, stimulate and encourage high standards of health and safety so that themselves, their employees, their fellow peers and the members of the public feel safe. Employees must be provided with the appropriate clothing and equipment for their own safety and protection. Additionally, all machinery that is used, if needed, should be of high standards and regularly checked to make sure that it is still suitable for use.

Fortunately, I have never been notified that my personal information had been compromised. It is my belief that the corporations or agencies that at one point or another asked for our personal information, are responsible for keeping it secure. For this reason, I think the database owners should pay a fine and should be responsible for the damages. If there is significant proof that they were responsible for these damages. Currently, I’m not aware of any databases being compromised.

For every seventy-eight cents a female is working a man is working one dollar. This is more than just a statistic, it has real consequences ("Did You Know That Women Are Still Paid Less Than Men?"). If men and women work the same hours and jobs but they don’t pay the same, 79 cents per a girl makes to every dollar a guy makes, that starts to add up. What is the Equal Pay Act? The Equal Pay Act requires that men and women in the same workplace be given equal pay for equal work. The jobs need not be identical, but they must be substantially equal. Job content (not job titles) determines whether jobs are substantially equal ("Facts About Equal Pay and Compensation

In 1970, the Equal Pay Act was introduced. It requires employers to provide equal pay for equal work. The Sex Discrimination Act enforces fair recruitment policies. The European Equal Pay Directive and the Equal Treatment Directive are also in force.