Outline why legislation relating to employment exists. Legislation relating to employment exist because employers and employees need to know where they stand in a workplace, if certain legislations was not put in place a workplace there wouldn’t be any order of the correct way to behave at work e.g. a health and safety policy assure that if there was a spillage at work a worker will automatically know it’s his or her duty to clear it up and not just leave it to be a hazard. 1.4 – Identify sources and types of information and advice available in relation to employment responsibilities and rights.
Employers & employees both have responsibilities & rights which may be different from each other. These responsibilities and rights are focused on the areas like Health & Safety, Terms & conditions of employment, Equal opportunities and the right to be paid minimum wage. For instance the Health and safety at work give out responsibilities and rights for employees as well as employers. Employees are expected to carry out their work in a way that ensures the safety of others. Employers are expected to abide by the range of equipments governing certain aspects like providing safe machinery and equipment, making sure health and safety check ups are done frequently & carrying out risk assessments.
There are special requirements for potentially harmful substances where these should be used and stored. There are different requirements for about the temperature at work. Employees expect to get the terms and conditions of their work plan out when their work commences, their main tasks are, who they are responsible to, rates of pay etc. Equal opportunities legislation shows that all employees should receive the same pay and conditions for carrying out the same or broadly similar work. Also there are laws against sexual, racial and disability discrimination. The Minimum Wage Act sets out the Minimum Wage that employees can expect to get more than £5 an hour. The Minimum Wage is checked regularly and can be increased over time. There are European Union requirements governing the maximum numbers of hours that employees will be allowed to work in a typical week which is currently 48 hours.
2.1 -Describe the terms and conditions of own contract of employment. On a contract for employment it shows a number of things such as your Pay details, How many hours you work, Additional hours, Flexibility, Holiday entitlement, Sickness absence, Disciplinary and grievance, Collective agreements, Data protection, Confidentiality, Deduction, Pension, Salary sacrifice, Probationary period, Notice period, Changes to terms and conditions of employment and Declaration
2.2 – Describe the information shown on own payment statement. Information on my pay slip payroll number, name, reference number, date, tax week/month, location, dept, description, tax code, week/month, N.I number, pay point, method, pay date, taxable, gross, taxable pay, non taxable pay, total pay, total deduction, net pay and message. 2.3 – Describe the procedures to follow in event of a grievance. employees will have to write up a letter and send it to who it may concern, this process may take up to 14 days depending on what the issue is.
2.4 – Identify personal information that must be kept up to date with employer. Emergency contact details
2.5 – Explain agreed ways of working with employer.
Equality and diversity
health and safety
3.1 – Explain how own role fits within the delivery of the service provided. Due to my role within a youth club the service which I carryout is communicating with the young people, building a relationship with them so they know they have someone to talk to if any issue arises. Planning and organising activities seeing what the young people enjoy allow them to learn new things taking them out of their comfort zone. Making sure young people feel safe within the centre, making sure young people sign in before they use our facilities. Also debriefing at the end express any concerns we may have as staff regarding young people.
3.2 – Explain the effect of own role on service provisional. To work in conjunction with the youth project team to plan, facilitate and evaluate an exciting programme of play work for 5 – 12 year olds To work with children/young people and parents to build trust and professional supportive relationships To work and spend time with children/young people individually and in groups. To listen to children/young people and offer support, information and advice in response to their needs. On the Junior Project – helping with registration, organising activities, helping with homework, supporting staff with sessions, escorting children on trips or outings 3.3 – Describe how own role links to the wider sector.
Hackney Play Association is a play development charity working to improve children and young people’s quality of life, through play. We do this by: Providing information, support and advice to parents, teachers, playworkers, play space designers and communities Offering training, qualifications and consultancy
4.3 – Indentify next steps in own career pathway.
First step in my career pathway would be to complete this course and move onto level 3 Second step would be to go to university studying some along this field Third step would be to find a job within the area of schools mentoring young people 5.1 – Indentify occasions where the public have raised concerns regarding issues within the sector The public have raised a issue regarding safeguarding
This safeguarding legislation is set out in The Children Act (1989) and (2004). It also features the United Nations Convention on the Rights of the Child (to which the UK is a signatory) and sets out the rights of children to be free from abuse. The Government also provides guidance in their document Working Together in Safeguarding. It implements that;
Safeguarding is to protect a child from maltreatment
Preventing impairment of children’s health or development
Ensuring that children are growing up in circumstances consistent with the provision of safe and effective care. This has been set through the government guidance and safeguarding legislation that was acknowledge that every child can be hurt, put at risk of harm or abused, regardless of their age, gender, religion or ethnicity. This policy and procedure can enable the children to have a quality life chance to transcend into adulthood successfully. The policy and procedures protect children from harm and abuse, permits staff and volunteers to know what to do if they are worried and lastly show the responsibility of the setting in their pride of working with children 5.2 – Outline different viewpoints around an issue of public concern relevant to the sector. Up to date CRB’s
Ratio of staff
5.3 – Describe how issue of public concern have altered public views of the sector. Positive:
Health and fitness
A sense of identity
5.4 – Describe recent changes in service delivery which have affected own area of work. Changeover of building, the building was much smaller
More rooms to do different activities