Employment contract Essay

To raise a grievance at drub the off delimit printing step would be to talk to your descent bus, explain the situation and hold back if the problem can be solved in offici eithery. If, however, the grievance can non be firm in offici every last(predicate)y then the return can be raise formally using the following partStage 1Employees whitethorn postulate in writing a formal chance oning with the line four-in-hand to state the grievance. Where the issue involves the line handler, this need should be made to the four-in-hands manager ( welkin manager). marks should be made as soon as possible and in whatsoever event at bottom 3 months of the issue complained some taking get into. A hearing leave alone be arranged, unremarkably within 10 ready days, for the employee to discuss the issue with the manager. A decisiveness will be made once the depicted object has been fully investigated and the manager will communicate their response in writing within 5 functional days. This should include details of the employees right to appeal.Stage 2If the employee is dissatisfied with the decision then they have taked in full point 1 then they can take their grievance further and request in writing a formal attending under layer 2 of the grievance procedure. This will be conducted by a manager other than the manager that carried come forth the stage 1 meeting. The employee will foregather the decision of this hearing in writing within 5 working days.Stage 3If the employee is still dissatisfied with the decision then they whitethorn appeal in writing to the Chief Executive of the Trust within 10 working days of receipt of the stage 2 decision. A further meeting will take place and the decision will be confirmed in writing within 5 working days of the hearing. The decision at stage 3 of the procedure is final, in so far as the Trusts internal procedures argon concerned.Bv1. Data shieldAll confidential tuition should be kept secure by employees in order to harbor customers and their families. Confidential information (e.g. customer survive plans, support nones and medication administration forms) must not be remaining in a place where non-authorised individuals may view it. Data should not be passed on to anyone with protrude the consent of the customer or their next of kin.2. GrievanceAny grievances should be reported to the line manager to try to sever the issue informally. If, however, it is not resolved at this level then in that location is a grievance procedure in place which enables employees to pursue the matter formally.3. Conflict ManagementIf employees have a problem with another component of staff and it cannot be resolved between themselves then they should contact their line manager for assistance with resolving the issue. If the conflict involves the line manager or if the employee feels that they ar not receiving adequate support then they should report to the plain manager.4. Anti-discriminatory Pr acticeAll employees are expected to act with dignity and prise towards from each one persons individual beliefs and identity. Customers, accessing Oaklea economic aid and support servings, should not be treated less favourably based on their age, sex, disability, race, devotion or belief, sexual orientation, marital status or pregnancy/ gestation or gender.5. Health & SafetyAll employees have own(prenominal) righteousness in ensuring their aver and others health, safety, and welfare at work. We are required to discover and apply organisational policies and procedures regarding health and safety, undertake demand training, wear personal preventative equipment (PPE) provided, use safety equipment and safety devices where required and report any precarious conditions to the line manager or Health and Safety Officer.6. ConfidentialityAll information concerning customers and/or their families must be treatedwith the upmost respect and all employees have an obligation to prote ct this information. Confidential information must not be disclosed to a third party either formally or informally (gossip). The sharing of information may be necessary for continuation of good condole with and support of customers (e.g. between other employees or professions). If employees are asked to disclose information about a customer and are concerned that doing so may breach confidentiality then clarification should be sought via the line manager.7. Whistle blowingIf employees need to raise concern about a risk, mal trust or wrongdoing that affects others such as customers, other staff members, the company or the public then the companys whistleblowing procedure should be followed. The basic stage of this procedure would be to raise concerns with the employees line manager either in writing or through and through a meeting. If the issue involves the line manager or if the employee has already raise their ?Uconcerns with the line manager and feel that they have not been a dequately addressed then the second stage of the procedure should be followed. At this stage, issues may be raised either in writing or through a meeting with a Director. If stage 2 has been undertaken and the employees concerns are unresolved or if they feel that the matter is so serious that it should be investigated by the Chief Executive immediately then concerns should be raised either in writing or via a meeting. Any employee nip and tuck concerns under the whistleblowing procedure has the right to remain anonymous.BviAs a association Home Carer, my role is to provide individualized precaution and support to good deal with social care needs so that they may continue to raging in their billets and in the community. A care plan is in place for each customer that explains their specific needs and what care they require from us. My duties/responsibilities may include Assisting customers with washing, bathing, personal hygiene, dressing, toileting, continence and catheter car e. Meal and drink preparation and dish out with feeding where necessary.Helping customers to comply with their prescribed medication and fill out Medication Administration Records (MAR). Supporting customerswith cleaning, laundry, shopping and other household duties as required. Helping customers with mobility skills, transferring them safely where required (e.g. from bed to chair) and helping them to use assist and personal equipment. Providing end of life care.Documenting the care given at each visit in the Daily Support Notes (DSN). Liaising with other carers and health care professionals to ensure continuity of care.By carrying out these duties to a high well-worn and conforming to all policies, procedures and guidelines, customers will receive a quality emolument that will help them to maintain as much independence as possible in a safe environment within their own homes. The safeguarding carried out by carers is essential in protecting the health, wellbeing and forgiving rights of vulnerable adults, and ensures that they live free from harm, abuse and neglect. It is our duty to report any safeguarding concerns to the appropriate person(s) so that action may be taken to protect the wellbeing of service users.Bviia) Following best practice within my work role helps to safeguard vulnerable adults living in the community and ensures that they receive a quality service that promotes health and wellbeing. It is important that I bond within my job role, follow policies and procedures, keep up to date with changes in policies and legislation and keep up to date with training to develop my skills in the workplace. It is excessively important to work as part of a group, spillage on skills where necessary (e.g. to new staff members) and gaining feedback from colleagues. Good communication skills are essential between team members and other professions involved in the care of the service user as this enables continuity of care.b) Failing to carry out the re quirements of my role by not following policies, procedures and legislation and not complying with regulative bodies endangers the health and wellbeing of service users and may put other team members at risk. Not following manual handling procedures, for example, would put me and the service user at risk of injury and not wearing personal protective equipmentwhen necessary may put me and others at risk of infection. little practice may also result in complaints from service users, disciplinary action and in severe cases it may lead to me losing my job, being prosecuted and/or prevented from working in the health and social care setting.BviiiAs a Community Home Carer I must follow best practice within my work role and work to the company policies and procedures that mirror laws and legislation. thither are also external factors which influence the standards that I must follow to in my work such as the Care Quality focus (CQC) essential standards, Skills for Cares Common Inductio n Standards (CIS) which are the standards state working in health social care need to meet before they can safely work unsupervised (e.g. manual handling, first aid, health and safety training), the Health and Care Professions Council (HCPC) codes of practice and ADASS Safeguarding Adults A guinea pig Framework of Standards for good practice and outcomes in adult protection work, which sets out a framework of best practice standards. Government initiatives also have an influence on the roles of carers such as Our Care, Our Health Our declare which sets out policy goals to make health and social care work that are designed around the persevering rather than the needs of the patient being forced to fit around the service already provided. putting People First also aims for a personalised approach to the actors line of adult social care.Bixa) Two different representative bodies which influence my area of work are the care quality commission and the health and care professions co uncil. b) The role of the care quality commission (CQC) is to regulate, inspect and review all adult health and social care services in the public, mystical and voluntary sectors in England and make sure that they are meeting guinea pig standards. These services include hospitals, care homes, GPs, dentists and services in the home (e.g. home carers).The Health and Care Professions Council (HCPC) are a regulatory body set up to protect the public by keeping a render of health and care professionals that meet their standards for training, professional skills, behaviour and health. If professionals failto meet these standards then they may be removed from the register and prevented from practicing. The HCPC replaced the General affable Care Council (GSCC) which was abolished in 2012.