Discriminatory Practices
Task B You’re Work Role
Bi My contract covers many terms and conditions such as Job title, Entitlement - rate of pay, holiday entitlement, retirement and ill-health benefits, bonus/overtime rates, uniform and/expenses allowances, public holidays, time recording,etc.
Responsibilities such as working hours, reporting illness/absence, complaints procedures, notice periods for leaving/dismissal, requirements to change working hours. Other conditions restricting the employee taking other part-time work, confidentiality clauses, using company equipment for private use (e.g. phones, computers, and vehicles) general codes of behaviour and adherence to certain corporate practices, health & safety regulations, etc. more in depth information …show more content…
and general matters are covered in a Staff Handbook which the employee is required to read.
Bii Name, address, employee number, the process date, national insurance number, holiday entitlement i.e.: what’s been taken and what is remaining, payments that have been made which includes the rate and the overall amount, deductions such as PAYE Tax & National insurance, total gross pay, gross for tax & earnings for NI all for this period, total gross pay, gross for tax, tax paid, earnings for NI & national insurance for year to date, tax code, dept., payment method and last of all the net pay amount.
Biii Any changes to your home address and contact telephone numbers must all be reported to your manager.
Biv The Company encourages employees to settle their grievances informally. If, however, you have a grievance relating to any aspect of your employment which you would like to be resolved formally, you must set out the grievance and the basis for it in writing and submit it to the manager.
Bv Data protection- You are entitled to know what personal information your employer holds about you and the purpose for which it is used, how to gain access to it, how it is kept up to date, and what they are doing to comply with their obligations under the Data Protection Act. This also applies to any service user wishing to gain access to their personal information. You are also responsible for certain aspects of data protection, such as checking that any information that you have provided to your employer in connection with your employment is accurate and up to date. You must also comply with the Data Protection Act when processing personal data in the course of your work. Any breach of data protection policy, whether deliberate or through negligence, may justify your employer in taking disciplinary action and could in certain cases result in criminal prosecution. Personal information should be kept in a secure environment, or if it is computerised, be password protected, or be kept only on disk, which is itself kept securely. The Data Protection Act 1998 requires your employer to comply with a number of principles in relation to the personal data they retain in that it must be: Obtained fairly and lawfully and not processed unless certain conditions are met, Obtained for specified and lawful purposes and not further processed in a manner incompatible for that purpose ,Adequate, relevant and not excessive, Accurate and up to date, Kept for no longer than necessary, Processed in accordance with data subjects’ rights, Protected by appropriate security, Not transferred to a country outside the European Community, unless that country has equivalent levels of protection for personal data.
Grievance-As stated above, The Company encourages employees to settle their grievances informally. If, however, you have a grievance relating to any aspect of your employment which you would like to be resolved formally, you must set out the grievance and the basis for it in writing and submit it to the manager.
Conflict of management- As a company we have to recognise and deal with disputes in a rational, balanced and effective way. Conflict management when implemented within a business environment usually involves effective communication, problem resolving abilities and good negotiating skills to restore the focus to the company's overall goals.
Anti-Discriminatory- Anti-discriminatory practice is the main strategy in combating discrimination.
It is action taken to prevent discrimination on the grounds of race, class, gender, disability etc. and takes into account how we behave towards other individuals. All employees in a care setting should promote this practice in the workplace as it is key to combating prejudice, in doing so they are trying to eradicate discrimination and promote equality for service users and for staff.
Health & Safety- You are required to gain an understanding of the company’s health & safety procedures, observe them and ensure that safety equipment and clothing are always used and to attend any relevant training as and when requested to. The company’s health and safety information is displayed on the notice board.
Confidentiality-You acknowledge that during the course of employment you will have access to confidential information belonging to the company. You shall not at any time during (except in the proper course of carrying out your duties) or after your employment whether directly or indirectly disclose to a third party or make use of any confidential information. Confidential information shall include, information relating to the company’s service users and any prospective service users, business methods, corporate plans, finances, business opportunities & development projects, trade secrets including designs or inventions belonging to the company, all or any information to the marketing …show more content…
or sales of any past, present or projected product or service of the company and any information in respect of which the company owes an obligation of confidentiality to a third party.
Whistleblowing- We all encounter times when we feel concerned about something at work. Usually, issues are easily resolved, but if they’re serious it can be difficult to know what to do. If anyone uncovers instances of poor practice in our services - including issues of patient welfare, possible fraud or health and safety condition – the company want to know about it and encourage everyone to come forward.
It’s important that people who work for the company feel comfortable raising issues. Some may fear they are being disloyal to colleagues, others might think it may affect relationships at work. People may also be worried about spreading a false alarm. For the company it’s important that all their employees feel safe raising issues with them. All discussions are kept confidential and will never affect life at work. The company would rather people raise issues at an early stage than wait for proof. Should an employee have a concern about malpractice, the company hopes that you will feel able to raise it first with your manager? This may be done verbally or in writing
If you feel unable to raise the matter with your manager, for whatever reason, please raise the matter with head office, who have been given special responsibility and training in dealing with whistleblowing concerns.
If you want to raise the matter in confidence, please say so at the outset so that appropriate arrangements can be made.
If these channels have been followed and you still have concerns, or if you feel that the matter is so serious that you cannot discuss it with any of the above you can contact the CQC.
Bvi By working as part of a team to meet the personal care needs of the residents in a way that respects the dignity of the individual whilst still promoting their independence, also to help in the care of the residents physical environment a as swell as the day to day activities of the home whilst always working towards the companies objectives.
Bvii a As being a valued member of a good working team I feel that I am in a good position to influence the quality of care to the residents of the home by setting standards of care for my work colleagues to work to.
They would need to be client led-always giving the person you are looking after his/her own choice/decision over what he/she would like done for them. After all they are the employers really. So showing respect at all times coupled with privacy and dignity when bathing or assisting them in toilet routines. Knocking on doors and waiting before entering a room is a basic must. But the ideal carer is one who gets pleasure out of being helpful rather than regarding his/her role as just a mere
job.
B if a carer wants the service users to do as they are told rather than being given choices and respect, then their quality of life becomes miserable and they will dread that particular 'so-called' carer being around them.
Bviii These national factors give you guidance, standards and rules to follow in your work practice. Legislation tells you what you must/must not do.
Bix Care Quality Commission and The Department Of Health
Bix a The Care Quality Commission is a non-departmental body of the United Kingdom government established in 2009 to regulate and inspect health and social care services in England. This includes services provided by the NHS, local authorities, private companies and voluntary organisations - whether in hospitals, care homes or people's own homes. Part of the Commission's remit is protecting the interests of people whose rights have been restricted under the Mental Health Act
B The Department of Health’s purpose is to improve England’s health and well-being and in doing so achieve better health, better care, and better value for all. The vision for health and social care is focused around five key priorities, patient-led NHS, Delivering better health outcomes, A more autonomous and accountable system, Improved public health ,Reforming long-term and social care. The DH also has a responsibility for standards of health care which including the NHS. They set out the strategic framework for adult social care and influence local authority spends on social care. Also they set the direction on promoting and protecting the public’s health, taking the lead on issues such as environmental hazards to health, infectious diseases, health promotion and education, the safety of medicines, and ethical issues.
Bi My contract covers many terms and conditions such as Job title, Entitlement - rate of pay, holiday entitlement, retirement and ill-health benefits, bonus/overtime rates, uniform and/expenses allowances, public holidays, time recording,etc.
Responsibilities such as working hours, reporting illness/absence, complaints procedures, notice periods for leaving/dismissal, requirements to change working hours. Other conditions restricting the employee taking other part-time work, confidentiality clauses, using company equipment for private use (e.g. phones, computers, and vehicles) general codes of behaviour and adherence to certain corporate practices, health & safety regulations, etc. more in depth information …show more content…
and general matters are covered in a Staff Handbook which the employee is required to read.
Bii Name, address, employee number, the process date, national insurance number, holiday entitlement i.e.: what’s been taken and what is remaining, payments that have been made which includes the rate and the overall amount, deductions such as PAYE Tax & National insurance, total gross pay, gross for tax & earnings for NI all for this period, total gross pay, gross for tax, tax paid, earnings for NI & national insurance for year to date, tax code, dept., payment method and last of all the net pay amount.
Biii Any changes to your home address and contact telephone numbers must all be reported to your manager.
Biv The Company encourages employees to settle their grievances informally. If, however, you have a grievance relating to any aspect of your employment which you would like to be resolved formally, you must set out the grievance and the basis for it in writing and submit it to the manager.
Bv Data protection- You are entitled to know what personal information your employer holds about you and the purpose for which it is used, how to gain access to it, how it is kept up to date, and what they are doing to comply with their obligations under the Data Protection Act. This also applies to any service user wishing to gain access to their personal information. You are also responsible for certain aspects of data protection, such as checking that any information that you have provided to your employer in connection with your employment is accurate and up to date. You must also comply with the Data Protection Act when processing personal data in the course of your work. Any breach of data protection policy, whether deliberate or through negligence, may justify your employer in taking disciplinary action and could in certain cases result in criminal prosecution. Personal information should be kept in a secure environment, or if it is computerised, be password protected, or be kept only on disk, which is itself kept securely. The Data Protection Act 1998 requires your employer to comply with a number of principles in relation to the personal data they retain in that it must be: Obtained fairly and lawfully and not processed unless certain conditions are met, Obtained for specified and lawful purposes and not further processed in a manner incompatible for that purpose ,Adequate, relevant and not excessive, Accurate and up to date, Kept for no longer than necessary, Processed in accordance with data subjects’ rights, Protected by appropriate security, Not transferred to a country outside the European Community, unless that country has equivalent levels of protection for personal data.
Grievance-As stated above, The Company encourages employees to settle their grievances informally. If, however, you have a grievance relating to any aspect of your employment which you would like to be resolved formally, you must set out the grievance and the basis for it in writing and submit it to the manager.
Conflict of management- As a company we have to recognise and deal with disputes in a rational, balanced and effective way. Conflict management when implemented within a business environment usually involves effective communication, problem resolving abilities and good negotiating skills to restore the focus to the company's overall goals.
Anti-Discriminatory- Anti-discriminatory practice is the main strategy in combating discrimination.
It is action taken to prevent discrimination on the grounds of race, class, gender, disability etc. and takes into account how we behave towards other individuals. All employees in a care setting should promote this practice in the workplace as it is key to combating prejudice, in doing so they are trying to eradicate discrimination and promote equality for service users and for staff.
Health & Safety- You are required to gain an understanding of the company’s health & safety procedures, observe them and ensure that safety equipment and clothing are always used and to attend any relevant training as and when requested to. The company’s health and safety information is displayed on the notice board.
Confidentiality-You acknowledge that during the course of employment you will have access to confidential information belonging to the company. You shall not at any time during (except in the proper course of carrying out your duties) or after your employment whether directly or indirectly disclose to a third party or make use of any confidential information. Confidential information shall include, information relating to the company’s service users and any prospective service users, business methods, corporate plans, finances, business opportunities & development projects, trade secrets including designs or inventions belonging to the company, all or any information to the marketing …show more content…
or sales of any past, present or projected product or service of the company and any information in respect of which the company owes an obligation of confidentiality to a third party.
Whistleblowing- We all encounter times when we feel concerned about something at work. Usually, issues are easily resolved, but if they’re serious it can be difficult to know what to do. If anyone uncovers instances of poor practice in our services - including issues of patient welfare, possible fraud or health and safety condition – the company want to know about it and encourage everyone to come forward.
It’s important that people who work for the company feel comfortable raising issues. Some may fear they are being disloyal to colleagues, others might think it may affect relationships at work. People may also be worried about spreading a false alarm. For the company it’s important that all their employees feel safe raising issues with them. All discussions are kept confidential and will never affect life at work. The company would rather people raise issues at an early stage than wait for proof. Should an employee have a concern about malpractice, the company hopes that you will feel able to raise it first with your manager? This may be done verbally or in writing
If you feel unable to raise the matter with your manager, for whatever reason, please raise the matter with head office, who have been given special responsibility and training in dealing with whistleblowing concerns.
If you want to raise the matter in confidence, please say so at the outset so that appropriate arrangements can be made.
If these channels have been followed and you still have concerns, or if you feel that the matter is so serious that you cannot discuss it with any of the above you can contact the CQC.
Bvi By working as part of a team to meet the personal care needs of the residents in a way that respects the dignity of the individual whilst still promoting their independence, also to help in the care of the residents physical environment a as swell as the day to day activities of the home whilst always working towards the companies objectives.
Bvii a As being a valued member of a good working team I feel that I am in a good position to influence the quality of care to the residents of the home by setting standards of care for my work colleagues to work to.
They would need to be client led-always giving the person you are looking after his/her own choice/decision over what he/she would like done for them. After all they are the employers really. So showing respect at all times coupled with privacy and dignity when bathing or assisting them in toilet routines. Knocking on doors and waiting before entering a room is a basic must. But the ideal carer is one who gets pleasure out of being helpful rather than regarding his/her role as just a mere
job.
B if a carer wants the service users to do as they are told rather than being given choices and respect, then their quality of life becomes miserable and they will dread that particular 'so-called' carer being around them.
Bviii These national factors give you guidance, standards and rules to follow in your work practice. Legislation tells you what you must/must not do.
Bix Care Quality Commission and The Department Of Health
Bix a The Care Quality Commission is a non-departmental body of the United Kingdom government established in 2009 to regulate and inspect health and social care services in England. This includes services provided by the NHS, local authorities, private companies and voluntary organisations - whether in hospitals, care homes or people's own homes. Part of the Commission's remit is protecting the interests of people whose rights have been restricted under the Mental Health Act
B The Department of Health’s purpose is to improve England’s health and well-being and in doing so achieve better health, better care, and better value for all. The vision for health and social care is focused around five key priorities, patient-led NHS, Delivering better health outcomes, A more autonomous and accountable system, Improved public health ,Reforming long-term and social care. The DH also has a responsibility for standards of health care which including the NHS. They set out the strategic framework for adult social care and influence local authority spends on social care. Also they set the direction on promoting and protecting the public’s health, taking the lead on issues such as environmental hazards to health, infectious diseases, health promotion and education, the safety of medicines, and ethical issues.