Understand employment responsibilities and rights in health, social care or children and young people’s settings |
This written piece will aim to draw on my understanding of employment responsibilities and rights in health, social care or children and young people’s. It is important to understand that both Employers and employees have responsibilities to each other and it is expected that these rights to be upheld. Some of these rights and responsibilities may include Health and Safety, the provision of terms and Conditions of Employment, Equal Opportunities and the right to be paid a Minimum Wage are all areas which the employees should adhere to. Employees are expected to receive the terms and conditions of their work setting out when their work commences, what their main duties are, who they are accountable to, rates of pay, and other entitlements
According to the Employment Right Act 2002, as an employee I am entitled to have a written statement of my terms and working conditions of my employment for any particular employment at least two months after starting work. Within this written contract it must include about my salary, holiday pay, and notice of termination of contract, my job role, and any other work issues such as disciplinary procedures. It is known that as an employee, I am legally entitled to receive a statement of pay and with regards to holiday the employer has the right to insist that the employee take their holidays when it is convenient. Furthermore, this act allows for employees to have several privileges such as Time off work, paid holiday leave from start date of work also can even allow employees to have time owing due to personal needs such as ante-natal care, training, or public duties and provides guidance on the requirements for statutory maternity and paternity leave etc.
According to the employment relation act 1999 and Employment Act 2002 states a clear principle in terms of disciplinary issues a clear process for discipline or grievances should be in place which should be found in the work contract stating rules to all employees. Similarly, if an employee think the employer/colleague or organisation in general have acted unfairly in dealing with discipline or termination of employment then the organisation can be held to accountable in which case the employee may be compensated. Any allegations needs to be investigated fully and fairly, and employees under disciplinary proceedings must at all stages be given their say and the chance to be represented or supported in meetings or hearings. In cases of dismissal and redundancy, this act set out guidelines or requirement for employers need to adopt in terms of dismissal procedures. This encourages the right to receive fair compensation with regards to cases of