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why does employment law exist in health and social care

Employment law exists in many different formsв Even if you donвt think it directly affects you, you might be surprised exactly what is covered в and how much impact it could have on your career. To help make sure you know what it in encompasses, hereвs our guide on why employment law exists:
What is employment law? Employment law is a broad term that covers all aspects of employment. It could refer to everything from your contract, through to laws which safeguard against discrimination and unfair dismissal. Why does employment law exist? Employment law exists to regulate the relationship between businesses and their employees. By complying with relevant legislation, both employers and their staff members can ensure that their hiring processes, dismissal processes, and their workplace as a whole, are fair for every individual. Employment lawВ also helps us combat discrimination, and effectively promoteВ equality at work. What does employment law cover? Discrimination based on race, religion, sexuality or gender However, this is by no means an exhaustive list, and employment law is used to protect the rights of employers and their employees in a number of other ways. How do I find out more about employment law? Employment law is ever-changing. To stay up-to-date and find out more about employment law, visit. Alternatively, speak to a member of your HR team, who should be able to provide you with a general summary of the key laws you need to know. Still searching for your perfect position? 1. 1 Read more: 1. 2 1. 3 Why do legislation relating to employment exists?

The reason employment law exist is to stop the exploitation of workers by their employers, and to ensure that the employees rights are being followed. If these law didnБt exists them employer would be took advantage of and may not be treated correctly and fairly. The laws cover all aspects that could arise, weither this involves age, gender, disability. The laws protect employees from unfair bosses. if there wasn t laws then there would be no rules, and companies could do whatever they want. These legislation are also in place to support employers. 1. 4 2. 1 My contract of employment covers Job Location, as regards to where I am based in my employment. A job description, which describes the duties and responsibilities of my role as a care assistant, Probationary period, this confirms length of probationary period which is 3 month then a full contract will be offered, it will include what is expected of me within that period and also what happens at the end of the probationary period. A description of how much I will be paid, any possible pay raises dependant on gaining certain qualifications. Payroll procedures, this describes how I will be paid, how often and when I will be paid, pay slip information, about the companyБs rights to make deductions if over paid or if you left and owed holiday/money for training or CRB. It will also include information about Hours, this is information on hours I am expected to do and break entitlements. It will describe my holiday entitlement, how to book it and when the leave year commences and ends.

It will also include information on length of notice needed to terminate employment by myself or company. It includes information on training states that I am required to attend mandatory training and about the possibilities of further training. Sickness arrangements, details the procedure to follow if I am ill and statutory sick pay entitlements. Confidentiality is included explain the need forб confidentiality due to sensitive nature of the business whilst working and after leaving. Data protection, informs of the need for the company to hold personal information on you. 2. 2 There is a lot of information shown on your pay statement, the amount of wage before any deduction (gross wage) and also your wage after deductions, the amount of tax and national insurance you have paid, your pay statement will also include your national insurance number, your tax code, your pay rate and also any additional information regarding your pay for example sick pay, holiday pay and over time. 2. 3 When you have a grievance, you should write to your employer giving them details of your grievance. Include in your letter how you would like your employer to resolve the problem. Date the letter and keep a copy for yourself. Your employer should arrange an initial meeting to discuss your grievance. The main purpose of the meeting should be to establish the facts and find a way to resolve the problem. You have a legal right to take a representative to the meeting with you. To exercise this right, you must make a request to your employer that someone comes with you.

Your representative could be, a colleague, union official, or solicitor. After the meeting your employer should, without unreasonable delay, write to you with their decision. They should set out, where appropriate, what action they intend to take to resolve the grievance. 2. 4 1. 2. Who should you inform if you are changing your personal details? You should always keep your employer informed of any changes in your personal details so that their records are up to date and correct, if you have a change in personal details you should inform your manager as soon asб possible so that they information they have for you is correct, this is very important in case of an emergency. 3. How should your records be stored and who has a right to see them? Your personal records should be stored safely and securely they should be locked away so that no one can read them, if they are stored on a computer the computer should be password protected. Only your employer and yourself have a right to see your personal records unless you give permission for other people to see them. 2. 5 The agreed ways of working are the codes and policies provided by the employer for the care worker to follow these will include legislation, codes of conducts and employerБs policies and procedures that all care workers should follow when working in a care home setting. It is the responsibility of the care workers to work within the policy guidelines provided and also to ensuring that they are working at the standard expected of them, it is a legal requirement to follow policies and procedures.

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