Activity 2 Your Work Role

Activity 2 - Your work role

a) Contract is in accordance with the terms of the "Employment Rights Act 1996" there is a probationary period of 6 months in which performance and conduct are monitored.
The current status of residential support worker is a role that has access to vulnerable children and young adults and it is a requirement that an enhanced disclosure to be obtained under the "rehabilitation of offenders act 1974" should at any time , an employee be subject to convictions or cautions whilst employed, the manager shuld be informed immediately in writing.
It may be as an employee i will be required to work throughout the company at various homes. the nature of the business is such that it is run on a 24/7 basis, therefore it is agreed that the provision of the "Working time regulations Act 1998" shall not apply to this employment and a time directive to be signed as it is possible that contracted hours may be exceeded to ensure the smooth running of the business.
Normal retirement date, unless specified is in accordance with the "Employment Equality (age) Regulations Act 2006"
Data that the company hold is protected under the "Data Protection Act 1998" this ensures that details held about employees is protected.

b) Paylips must show earnings before and after any deductions from a persons wage such as pension etc. Apart from any legal deductions such as tax and national insurance employers cannot take any deductions from wages unless stated in contract or the employee has signed a written agreement to do so.

c) There are certain personal changes that you should notify your employer about. The first of these is any change of name as it is important that records are kept up to date. If there are any convictions or cautions after a contract is signed you must inform your manager so that it can be considered if these affect your abiity to perform your role and adhere to your contract.

d) An employee who has a grievence relating to employment may raise that matter informally with the manager. If the matter is not addressed and resolved a formal grievence proceedure may be followed.
Stage 1: The employee must put their concerns in writing and state that it is a formal greivence.
Stage 2: The organisation has a responsibility to investiagate and invite the employee to a formal hearing. the employee may be accompanied by a collegue or union rep in accordacne with the "Employment Relations Act 1999" full details of the matter must be recorded and provide an answer to the greivence in writing. at this point the employee may take this to stage three management.
Stage 3: A mamangement representative will arrange to meet the employee and/or the representative. the management rep is to give a decision in writing. the decision made at stage 3 is final. The employer has the right to suspend an employee on full pay.
If a stage three decision is appealed it must be done so in a reasonable time frame and the appeal is to be sent to the directors in accordance with the company diciplinary proceedure.