Employment Contract Terms and Conditions: A Comprehensive Overview

Amanda Atkins ERR Assignment 08/12/11 Q. Describe the terms and conditions of your employment as set out in your contract of employment. A. During my employment with Casterbridge, they may need to hold personal data, details of criminal record and medical data. Casterbridge will ensure that this information is held securely in personnel files and will not disclose this information to others outside the operations department or line management structure, except in case of relevant medical information in a medical emergency or as required by law.

Casterbridge may also need to hold some information for equal opportunities monitoring purposes, such as age, sex, sexuality, race, religion and any disability. When I signed the contract, I was agreeing to Casterbridge collecting, holding and using this information in this way. My employment was subject to the receipt of satisfactory references and if necessary, a medical assessment. My employment was also subject to the receipt of satisfactory, full background checks through the Criminal Records Bureau, or other appropriate Approved Body and receipt of a ‘suitable persons’ letter from Ofsted.

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Q. Describe the information which needs to be shown on your pay slip. A. Pay slips need to include the name of the company you work for, your name and Tax code, your national insurance number, the payment date, the deductions and adjustments made, your gross pay and your net pay and a summary of pay from year to date including national insurance. Q. Identify two changes to personal information which you must report to your employer.

A. You must inform your employer if you change your name, change your address, are off work because of sickness or if you want to change your nnual leave. Q. Describe the procedure to follow if you wanted to raise a grievance at work. A. There are three stages to the grievance procedure. The first thing to do is to try and resolve the grievance informally by way of discussion between those directly involved. If you are not happy with the outcome you can go to stage one. Stage one; If the grievance is not resolved in the informal way then you should put the grievance in writing as soon as possible and send it to your line manager.

The line manager will then invite you to a grievance hearing where the matter will be fully discussed. After the meeting the line manager will, within five working days, inform you of their decision and of your rights to take the complaint further if you are still not happy with the outcome. Stage Two; You will have a maximum of three working days after being informed of the decision to put your grievance in writing to the nursery’s Director of Childcare (Tracy Smith) stating the grounds for the complaint and the reasons for dissatisfaction with the decisions.

The Director of Childcare will invite you to a grievance hearing at which the matter will be fully discussed. Within five working days after this meeting you will be informed by the Director of Childcare of their decision and of your right to take the matter even further if you are not happy with the decision. Stage three; You will have a maximum of three working days after being informed of the decision to put your grievance in writing to the Operations Director (Matthew Moore) stating the grounds for the complaint and the reasons for dissatisfaction with the decisions so far.

The Operations Director will invite you to a grievance hearing at which the matter will be fully discussed. Within five working days after this meeting you will be informed by the Director of Childcare of their decision. This decision is final. If your grievance is against a line manger then you should take up the stages of grievance procedure with the Nursery Manager (stage one) If your grievance is against the Nursery Manager then you should take up the stages of grievance procedure with the Director of Childcare. stage two) If your grievance is against the Director of Childcare then you should take up the stages of grievance procedure with the Operations Director (stage three) If the grievance is taken up at stage three, then the Managing Director, if necessary, will hear the right of appeal. Q. Explain the agreed ways of working with your employer in relation to the following areas: 1. Data protection 2. Grievance 3. Conflict management 4. Anti-discriminatory practice . Health & safety 6. Confidentiality 7. Whisleblowing xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx Q. Explain how your role contributes to the overall delivery of the service provided. A. As we (as nursery nurses) are the ones that spend time with the children and look after them, we are the first contact for not only the children but for their parents too. So it’s very important that we are seen as professional and competent people at all times.

I, as an individual, work alongside a small team of professional childcare workers to support, inspire, care for and look after all the children within my care. I will maintain a safe environment for the children to explore, learn and play in. I am polite to other staff, children and parents and communicate well with everyone. Q. Explain how you could influence the quality of the service provided by; a. following best practise within your work role, b. not carrying out the requirements of your role. A. a.

Following best practise within my work role would mean good role model for the children and other members of staff, ensure everyone else is doing what he or she should be, support each other, give feedback to each other to help keep a high level of standards are kept, ensure the children are happy which makes the parents happy and that gives the nursery a good reputation, which in turn means more customers, have peer observation sheets to encourage high standards of care, reviews with our assessors and management to improve our own practice.

Together we all contribute to a well-run successful nursery. A. b. Not carrying out requirements of role would result in low staff morale, lazy staff, staff being laid off, children not achieving, staff neglecting children, unhappy parents and children, Ofsted could close the nursery down, low standards of care, children wont feel safe and secure, put everyone entering nursery at risk of harm, nursery would be unsafe, possible death of a child, give bad reputation, safeguarding issues and loss of earnings. Q.

Describe how your own work must be influenced by national factors such as Codes of Practice, National Occupational Standards, Legislation and Government Initiatives. A. As a nursery nurse you need to follow rules and regulations set out by different governing bodies such as Ofsted, EYFS and welfare requirements. For example if we wanted to take the children on a trip to the park we would have to insure they would be learning something relating to the EYFS and that we followed all the safety rules set out by Ofsted and that we had enough staff to supervise the children adequately. Q. . Identify two different representative bodies which influence your area of work. b. Describe the role of the two representative bodies you have identified. A. a. Health and safety and Ofsted A. b. Health and safety laws set out regulations for everyone to follow to prevent accidents and injury. All setting and staff must follow these regulations and implement health and safety procedures such as risk assessments. Everyone working with children must be registered with Ofsted. They then monitor and inspect against national standards of practice for care and education of children.

This will happen every three years and marked against unsatisfactory, satisfactory, good and outstanding. Task C Career Pathway There are various progression routes available to all who work with Casterbridge and the sector. Level 2 Certificate leads on to Level 3 Diploma – Room Manager, third in charge, Deputy Manager Level 3 Diploma leads on to Foundation Degree – Deputy Manager, Midwifery, Social work My personal career pathway plan is to complete the Level 3 Diploma then become a room manager then train to be an Assessor for Casterbridge.

NVQ assessors support and assess learners that are working towards their National Vocational Qualifications (NVQs). An NVQ Assessor will assess and train learners in order for them to gain the occupational standards needed to achieve their qualification. NVQ assessors plan and deliver NVQ training programmes and workshops, they work closely with their candidates and they are also expected to work closely with in house training staff and direct managers. They provide feedback and guidance to learners as well as following the standards of the NVQ awarding bodies.

I would need to do a NVQ Assessor qualification. If I have any questions about which route to take or how to train to become an Assessor I can ask my Assessor Jane Waldren. I could also ask my manager Carole Grimes for advice on which course to attend. Task D Presentation or report Prepare a presentation or report on an issue or area of public concern related to the care profession. Child Abuse. Vanessa George was living in Plymouth in 2009 and worked in a nursery. She sexually abused up to 30 infants (some of which were under a year old) in her care.

The Plymouth Safeguarding Children Board detailed a number of lessons learnt from the abuse, including the danger of mobile phones within day care settings, and an urgent need to develop effective staff supervision. As a result of Vanessa George’s actions there are stricter rules and tougher consequences for nursery workers that use a mobile phone or camera at work. In the year 2000, an eight year old girl, Victoria Adjo Climbie (2 November 1991 – 25 February 2000) was tortured and murdered by her guardians (her great-aunt Marie-Therese Kouao and Kouao’s boyfriend Carl Manning).

Her death led to a public inquiry and produced major changes in child protection policies in England. It was Victoria Climbie’s death that was largely responsible for the formation of the Every Child Matters initiative, the Children Act 2004, ContactPoint project, a government database designed to hold information on all children in England and the creation of the Office of the Children's Commissioner chaired by the Children's Commissioner for England. Every Child Matters covers children and young adults up to the age of 19, or 24 for those with disabilities.

Its main aims are for every child, whatever their background or circumstances, to have the support they need to be healthy, stay safe, enjoy and achieve, make a positive contribution and achieve economic well-being. Some families believe they should be able to punish their children how they see fit and that its nobody else’s business but we have to put the child’s well being first. After all, a child can still be punished without using physical harm to the child for example, if the child loves to play with his or her Xbox then you simply restrict the time they are allowed to play on it.

This is much more effective than a smack or hit. Whenever we hear the words ‘child abuse’ it evokes a strong reaction. When a news story breaks about children being abused, the public pays attention. We find ourselves talking about it in disgust with friends and colleagues and this in turn raises awareness of the problem. We all need to report suspected child abuse to the police because the children involved can’t or are too scared to.