Legislation relating to employment exists for the protection of employee rights in the workplace and the rights of the employers. The legislations are here to make sure that both sides fulfil the lawful terms of their contracts and to make sure that both sides are treated fairly. It is there to protect workers and to guide, regulate and set standards for within the workplace and also to provide rights and restrictions on workers and management through a legal relationship and lastly to make sure that there is equality in a safe working environment Identify sources and types of information and advice available in relation to employment responsibilities and rights.
The main sources for information are:
Citizens Advice Bureau
ACAS (Employment Advice Bureau)
Describe the terms and conditions of own contract of employment Terms and conditions of own contract of employment include my job title (Nursery Assistant), working hours (40 hours per week), annual pay rate and how often we are paid (every last working day of the month), holiday entitlement (20 working days which includes 8 working days for Christmas and New Year), disciplinary rules and procedure, health and safety, sick pay, probation period (6 months). The terms and conditions of your employment are a statement and instruction of what the employers expect of their staff and your job description. Employers expect their staff to read and follow the policy and procedures that the setting have. To attend all training and to attend supervision and any observations.
Describe the information shown on own pay statement
Information shown on own pay statement includes Gross pay, Net pay, deductions, hours worked, national insurance number, tax, my address, employment tax reference number and tax code. Describe the procedures to follow in event of a grievance.
At some point in a setting, anyone can have problems or concerns about their work, working conditions or relationships with colleagues that they wish to talk about with management. The procedure for this should be: The employee should put their grievance in writing to their line manager. Where the grievance is against the employee’s line manager, then it should be raised with the next level of management. The manager will consider the grievance issue and undertake an investigation. Part of the investigation will include meeting with the aggrieved employee. Every effort will be made to arrange a grievance hearing within 7 days of receipt of the written grievance. The employee has the right to be accompanied to the hearing by a work colleague, Trade Union representative or representative not acting in a legal capacity. Notes will be taken at each investigation meeting. At the hearing the employee will be given the opportunity to detail their grievance and the manager will ask any questions in order to clarify and fully understand the issue.
Another member of the management team may attend the hearing along with the manager in order to take notes. Upon completion of the grievance hearing the manager will consider the issue and reply within 10 working days of the hearing with a decision. If this is not possible the employee will be contacted explaining the reason for the delay and will be given a date that the decision will be received. The employee will be provided with the outcome of the investigation in writing. There are many possible outcomes to a grievance investigation and this could range from the mediation of two parties in order to make a good working relationship, training needs being identified or even disciplinary action in some circumstances should a grievance be upheld. Where an employee does not refer the issue to the next stage of the grievance procedure it will be taken that they accepted the decision.
If the employee is dissatisfied with the outcome of the grievance, they have the right to appeal the decision and should then raise the matter directly with the Nursery Manager or Director, in writing within 5 working days. An appeal hearing will be arranged. The employee has the right to be accompanied to the hearing by a work colleague, Trade Union representative or representative not acting in a legal capacity. A Trustee not previously involved in the process will hear the appeal and will consider the information gathered at the grievance investigation meetings. This appointed Trustee will decide the outcome of the grievance appeal and this will be the final stage in the grievance procedure.
Identify the personal information that must be kept up to date with own employer The main personal information that must be kept up to date with own employer are:
Home/Mobile phone number
Emergency contact details
Bank account details
Explain agreed ways with working with employer
Policies and procedures are ‘agreed ways of working’ set out by your employer to give you the best knowledge on how they require you to work. They are there to benefit and protect you, the children you work with and your employers themselves. They enable you to provide a good service and most importantly aim to keep you and the children safe from danger or harm. The main policies and procedures that I believe should be understood greatly to help with the agreed ways of working are:
Health and safety