credit wages. Next of kin –needed in case of accident and emergency and also for pension and insurance purposes in the event of death. It is a legislative requirement to hold and record personal information and to do so in keeping with data protection legislation. b- Attendance records Annual Leave – this is required to ensure that the individual does not go over the entitlement and to have visibility to be able to forward plan. The Manager has the need to have this information to
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the rights of the Child * Education Act 2002 * Children Act 2004 and Childcare 2000 * Human Rights1998 * Health and Safety Executive (HSE) * Common Assessment Framework * Special Educational Needs (SEN) code of practice 2001 and Disability Discrimination Act 1995/2005 * CRB checks * Escorting visitors * Attendance * Disability act * Drug and PSHE * The Data Protection Act 1998. * Freedom of information Act 2000 CRB checks have now changed the
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recommendations. A whole raft of legislation‚ standards and guidance on what has become known as ’Information Governance’ has been produced in the last few years to cover issues of access‚ confidentiality and disclosure. The Health and Social Care Act 2008 established the National Information Governance Board for Health and Social Care (NIGB) as the body with statutory duty to oversee information governance. One of its functions is to allow the common law duty of confidentiality to be set aside in
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Data Protection Act 1998 Topshop asks for cutomer’s name‚ telephone number‚ home address‚ email address and age for competitions‚ prizedraws‚ or newsletter sign ups. When a purchase is made on their site‚ in addition to the above‚ they also ask for delivery address‚ and payment method details and they may obtain information about customer’s usage of their Website to help them develop and improve it further through online surveys and other requests. The data the company holds of its customers will
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CIPD – 3RAI – Recording‚ analysing and using HR information GFM needs to collect and record data for legal and internal reasons. Legally we need to ensure that we are complying with the “Working Time Regulations and pay rates for the Minimum Wage Act 1998 and tax and national insurance obligations”‚ we also need to be complaint with the data protection and freedom of information act. We need to ensure that employees know why we are holding this information and how we secure it. Internally we use
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The data protection act 1998 is the main piece of legislation that governs the protection of personal data in the UK. It defines the law on processing data on people living within the United Kingdom. The data protection act is set you in eight principles: Personal data must be processed fairly and lawfully. Personal data must only be obtained for a specific and lawful purpose it shall not be processed in any manner incompatible with the purpose it was acquired for. All personal data must be
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procedure to follow if this is not the case. The following factors have been implemented in order that there are guidelines in place‚ it also helps protect staff and learners while in a teaching environment – these include: Health and Safety at Work Act (1974) – all workers have a right to work in places where risks to their health and safety are properly controlled. Health and safety is about stopping you from getting hurt at work or ill through work. Your employer is responsible for health and safety
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Information that is given to employer/manager is all subject to the Data Protection Act 1998‚ which covers medical records‚ social service records‚ credit information‚ local authority information and many more. Anything relating to a person‚ whether fact or opinion‚ is personal data. Anyone processing personal data must comply with the either enforceable principles of good practice laid down in the Data Protection Act 1998. These say that data must be: Fairly and lawfully processed. Processed for limited
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practice relating to handling information in health and social care including: Data Protection act 1998 Freedom of information act 2000 Disability discrimination act 1998 Health and social care act 2012 Codes of practice set out by the CQC and the general social care council 1.2 Summarise the main points of legal requirements and codes of practice for handling information in health and social care Under the data protection act we must make sure the information we handle is: used fairly and lawfully used
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collecting‚ storing‚ and using HR data. The findings will explain reasons why the organisation needs to collect HR data. The types of data that is collected within the organisation and how each supports HR practices. A description of the methods of storing records and the benefits of each. A statement of two essential items of UK legislation relating to the recording‚ storage‚ and accessibility of HR data. 1) Two reasons why the organisation needs to collect HR data It is essential for organisations
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