Employment Rights and Responsibilities -OU

Ester well done very good 1st Draft, very comprehensive answers across
most questions however as we discussed in class when we ask describe
please try and describe as best as you can , also in some instances you
have asked me to look at an attached policy, what we need to establish
via written work is the learners understanding of the policy. Overall
very good effort demonstrated throughout please revisit Learning
outcomes 4.3,5.3,3.1 (a,c &h) and 2.1d. if you can please email me the
final version by Friday 10th July. Also whatever you add please ensure it
is written in a different colour font. So I can mark it off. Well done keep
up the good work
1.1.

Differentiate between rights and responsibilities

A right is a freedom that is protected by law such as freedom of speech, religion,
your sex and political views. Your right is usually an agreement which has been
made.
Responsibility is a duty, such as being a parent having to raise your kids thats a
responsibility.

2.1.

Outline the Organisation you work for in terms :

a) Organisati
on
structure
( you can
submit your
organisation
structure)

I Work for SkyWay charity which is an organisation

that works with disadvantaged young people aged
between 8- 25yeras old. We are solely based in the
heart of hackney. We work and engage young people
in to sports, employment etc.
The organisation colour coded chart shows the
structure of who manages who and the role of each
staff. This given an understanding of what everyone
does within our charity
Bright green- Office staff
Blue - Front line staff
Purple -Enterprise
Aqua -Sports
Attached to email

b) Organisati
on values

Learner Name: Esther

Our values as an organisation is to offer practical

and emotional support through our core projects
such as:
Health and well being
Youth offending
Alternative education
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Creative activities
Enterprise and employment
Leadership and life skills

We are a Charity organisation our role is to point

deprived and vulnerable young people within the
hackney community in to the right direction with our
core projects.

c) Organisati
on
marketplac
e

We have a colleague whose allocated job is to

regularly tweet our upcoming activities, updating our
Facebook with pictures of young people taking part
in our activities, we have made up a website which
showcases a time table of all our regular running
activities which young people have access to.
Another way we market is by doing detached and
talking to local schools and parents and young
people.
Attending local events to promote skyway.

d) Your
organisatio
ns
approache
s to career
developme
nt and
training

Our approach to Recruitment will be carried out in a

fair and unbiased manner that maximises our ability
to appoint the best person for the job. We will take
into account Skyways Equality and Diversity Policy.
All recruitment focuses on assessing the skills and
abilities that are deemed relevant to the job.
Our approach to getting young people in to
development and training is by running open session
and helping updating cv, personal statements,
assisting helping writing and filling out forms. Also
directing the young people to one of our colleagues
who specialises in employment opportunities. We
also run a variety of training programmes.

2.2.
Outline the main changes that have taken place in your
organisations area of business ( Youth work/Public sector/Charity or
whatever area you work in ( This can be related to technology,
centralisation of tasks, funding cuts and changes etc)
Changes that have affected our organisation are as follows:
Funding cuts
Learner Name: Esther

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Having to invest in our own Google drive in order for staff to access. Only skyway
staff can access the drive.
Having to create more evidence with the work we do with the young people on a
day to day basis, such as reports after each session, pre planning sessions.
Advance planning procedures in order for yp to get higher level accreditations
and qualifications.
Pre planning educational trips.

2.3.
Describe how the changes outlined above i.e Q 2.2 has affected
your working practice
Pre planning educational trips means having to do extra planning and research
as to what the young people will enjoy, it also cause a lot of negative opinions
from the young people as they have just been made aware of this new change.
They feel as they already have se trips due to school they feel youth club trips
should be morally based on fun.
Its more a less the same with the pre planning procedure this has made youth
work more time consuming as you have to think of a six week session plan with
targeted activities and qualifications.
More evidence having to be created, after each session were having to see if
qualifications were gained and how much or if any yp gained accreditations,
having to write reports after each session, creating evidence graphs to gain
feedback on what the young people thought of the session etc.

3.1Illustrate a range of employer and employee statutory responsibilities

and rights under the following

a) Contracts of
employment

b) Antidiscrimination

Learner Name: Esther

Attached to email
Contracts of employment states to the employer
what their role will be, Employment hours, Annual
leave, how much paid work they get, sick leave,
confidentiality, data protection, health and safety
etc. The contract explains in detail what your
rights are and what the company rights are with
the above mentioned. You are to sign the
contract if you agree with the companys
employment contract.
SkyWay is committed to promoting equality and
diversity and promoting a culture that actively

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legislation

values difference and recognises that people

from different backgrounds and experiences can
bring valuable insights to the workplace and
enhance the way we work
SkyWay is also committed to compliance with
relevant equality legislation, the Equality Act
2010 and our own Code of Conduct.
Attached to Email
SkyWay aim is to be truly representative of all sections of

c) Age
discrimination
legislation

society and each employee feels respected and able to give of

their best. The purpose of this policy is to provide equality and
fairness for all in our employment and not to discriminate on
grounds of gender reassignment, marriage and civil,
partnership, race, sex, disability, sexual orientation, religion or
belief, age.
All employees, whether part-time, full-time or temporary, will
be treated fairly and with respect.

Where young people have physical and or

learning disabilities, we will ensure:

d) Disability
discrimination
legislation

e) Working hours,
rest breaks and
holiday
entitlements

Learner Name: Esther

Whatever arrangements are reasonable

and practical, within financial constraints,
are made to ensure that disabled young
people can gain access to the young
person
SkyWay works effectively with local
services and agencies, providing coherent
support.

Skyway has a 35 hour working week

(excluding lunch breaks) and operates a
system of flexi-time.

There must be a minimum of 11

consecutive hours rest period in each 24

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hours

The maximum working day must not

exceed 13 hours

Actual day-to-day hours of work are

arranged individually between each staff
member

the taking of accrued TOIL must be agreed

between the staff member and the line
manager, who must take into account the
requirements of staff cover

Entitlement to TOIL and the making up of

deficit hours should, as far as possible, be
cleared within one month.

o support this procedure staff are expected

to record their TOIL

f) Absence and
sickness
On the first day of sickness absence: contact the
Line Manager by 10.00 am; give the reason
for your absence and indicate the likely
date of your return to work.

Learner Name: Esther

Keep your Line Manager informed on a

regular basis.

On the fourth day of sickness absence:

contact your Line Manager by 10.00 a.m.
as in (i) above.

On return to work for sickness absence of

seven days or less complete a selfcertification form

On the eighth day of sickness absence:

contact your Line Manager by 10.00 a.m.
Obtain a doctors fit note from your GP or a
hospital doctor and send it to the Officer
Coordinator within two working days.
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g) Data protection
and personal
information
access

Continue to send in consecutively dated

doctors fit notes as necessary and keep
your Line Manager informed on a regular
basis.

On your return to work you must see your

Line Manager and complete a return to
work form. This should be done on your
first day back at work, or as soon as
possible thereafter.

If you are a school leaver aged 18, law

says that you must not work more than
eight hours a day or more than 40 hours a
week. You must have 12 hours rest
between each working day, two days rest
per working week. 30 minute rest break
when you work longer than four and a half
hours

The Data Protection Act 1998 regulates the

processing of information relating to living and
identifiable individuals (data subjects). This
includes the obtaining, holding, using or
disclosing of such information, and covers
computerised records as well as manual filing
systems and card indexes
Data users must comply with the data protection
principles of good practice which underpin the
Act. Including all staff and volunteers. Personal
data must be:

Learner Name: Esther

obtained and processed fairly and lawfully

held only for specified purposes
adequate, relevant and not excessive
accurate and up to date
not kept longer than necessary
processed in accordance with the Act
kept secure and protected
Not transferred to countries without
adequate data protection.

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The organisation will not give out information

about any individual over the telephone or by email unless it is satisfied that the individual
knows that this type of disclosure may be made
and/or the information is already in the public
domain (or that there is some over-riding reason
for the disclosure).
No details of individuals will be passed to other
organisations for marketing, fundraising or
circulating information unless the individual has
been informed that this might happen and been
given the opportunity to opt-in or opt-out as
appropriate.
No details of individuals will be passed to other
organizations for marketing, fundraising or
circulating information unless the individual has
been informed that this might happen and been
given the opportunity to opt-in or opt-out as
appropriate.
The web site will not contain any personal data
that is not absolutely necessary. Where
information is captured on the web site, a clear
policy statement will be provided, and no
personal data will be captured without the
knowledge of the data subject.
Photographs, recordings, videos or DVDs in which
individuals are identifiable will only be used with
their explicit written consent.
Manual files containing sensitive information
about individuals will be labelled confidential and
kept in locked filing cabinets, accessible only to
relevant staff and the Chief Executive.
Computer files containing sensitive information
about individuals will be password protected,
accessible only to relevant staff and the Chief
Executive.
Information no longer required will be disposed of
appropriately including ensuring that data is nonrecoverable from any computer system.
Learner Name: Esther

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Archived data is stored off site in a secure lock up

facility (this information can be accessed as and
when required
Personal information
The address, telephone number, fax number, and
email address of Management Committee
members shall be made available to staff and
Management Committee members only and only
for the purpose of making contact in furtherance
of the organizations governance.

The home and mobile telephone numbers of staff

are confidential but shall be made available to
other staff members for the purpose of making
contact in an emergency or urgent work related
matter.
All other information within personnel records is
confidential and can only be made available to
the Finance Officer, Training Programme Manager,
Chair of the Management Committee and the
Chief Executive. Personnel records are only used
for matters connected with the individuals
employment at the organisation or to help with
references that SkyWay might write in future at
the individuals request.
Information about age, gender, geographical
location, ethnicity, sexual orientation, marital
status and disability of staff, volunteers and
Management Committee members is kept for the
purposes of monitoring our equal opportunities
policy.
Personal information will be kept confidential, this
will not be supplied to third parties without your
consent, unless we are obliged or permitted by
law to do so.

h) Sector
representations

Learner Name: Esther

Unisons is a public service union who represents

skyway colleagues.
UNISON represents and acts for members
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ie Unions or
other
independent
bodies that
represent the
sector

working in a range of public services and utilities.

They represent members, negotiate and bargain
on their behalf, argue for better working
conditions and pay.

3.2Describe the health and safety legal requirements relevant to your

organisation
The Health and Safety Executive (HSE) our statement of general policy is:
to provide adequate control of the health and safety risks arising from our
work activities
to consult with our employees on matters affecting their health and safety
to provide and maintain safe equipment
to ensure safe handling and use of substances
to provide information, instruction and supervision for employees
to ensure all employees are competent to do their tasks, and to give them
adequate training
to prevent accidents and cases of work-related ill health
to maintain safe and healthy working conditions
To review and revise this policy as necessary at regular intervals.

3.3Outline the implications of health and safety legal requirements to your

own job role
Health and safety requirements in my job role are as follows:

Staff who are going to be working away from the office should make
it clear to other staff where they will be, how long for and how they
can be contacted.
Staff should also update their calendars throughout the day, via
their computers or phones.
If in the course of a trip away from the office plans change
significantly, this should be communicated back to the office
through a text, calendar update, email or call.
Staff should make clear who they wish to be informed (outside of
work) in the event of an emergency and how they can normally be
contacted.
SkyWay Charity will issue staff with portable phone chargers, to
ensure they have enough battery life to stay in continual contact.

Learner Name: Esther

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4.1 Describe the main terms and conditions of your contract of

employment
The main terms and conditions of my contract is too perform work varies
from time to time. I agree to be available for work, should the organisation
decide to offer me any work. However, the organisation has no obligation
to offer you work at any time, and you are not entitled to a minimum
number of hours of work per day, week or year
Required to accept and complete it to the organizations satisfaction.
Where the organization offers an assignment to you, it does not give rise
to a presumption that it will offer you further assignments.
Your hours of work for each assignment will be determined by the
organization in advance of the assignment and set out in a written
schedule.

4.2Outline the contents and purpose of a job description Please include

your JD

The purpose of a job role is to ensure the responsibility 0f the worker, it

provides importance and status for the employee. My job role as a youth
worker I understand what my role consist of and how much authority I can
use with my title.
My JD has been attached

4.3Describe the types of information held on your own personnel records

Different types of information held on my records are as follow:
DBS
DBS is due to safeguarding reasonings this enables me to work with
young people. DBS are taken to check criminal records and if serve your
unable to work with young people.

Qualifications I have achieved

Qualifications are given in order to check you are suitable for the job

Learner Name: Esther

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Passport
Passport to confirm my own identity as this is crucial as I need to evidence
that I am the person who I say I am.
Personal details form
Personal detail form is important in order to a full background check to
make sure everything is up to date and information I have given is correct.
Certificates
Certificates are given in order to show extra information as to what I have
done. i.e extra training, extra leaderships etc.
CV
All work I have done in my time and my personal statement.

4.4Illustrate how to update the information held on your own personnel

records- who would you inform and how with any updates

To update my personal records I will contact my finance director via email

or a face to face conversation.

4.5Interpret ( tell us the meaning of ) the information shown on a pay slip or

other statement of earnings
On my payslip shows the below:
Company: which is the company Im currently working for
Employee: would state my full name
National insurance number :helps state my benefits
Hourly pay: my set rate hourly
Payment period: From the begging of the month till the end
Description: how much Ive been taxed
Year to date totals :how much Ive been taxed throughout the year and
what Ive earned back from tax
My personal home address
Net Pay: how much Ive been paid for that month

5.1Describe the procedures to follow if you need to take time off

The procedure to take time off is as follows:
Give two weeks notice
Call my line manager or face to face and ask to be book of relevant
date
Sign annual leave form
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Will go in annual leave summary for other to access

5.2Describe the procedures to follow if you have grievance or if someone

has raised a grievance against you
If an employee has a problem with any other member of staff, and is
unable to sort it out informally, the matter should be referred to his/her
immediate supervisor/line-manager. You may be able to agree an informal
solution between yourself and them
If the problem is serious or remains unresolved or the employee wishes to
raise the matter formally, the employee can invoke the formal grievance
procedure.
5.3 Describe the procedures you need to follow if there is evidence of
discrimination or bullying
I firstly talk to a colleague about my options. Would contact my line
manager which he will then Set a meeting up with myself, Manger takes
down notes and its the followed up with the director.

5.4Identify sources of information and advice on employment issues

a)

Within your own

organisation

b) Other external
organisation that
you can go to

Learner Name: Esther

Within our own organisation I would contact my

manger.

Other organisations such as:

Citizen advise bureau

ACAS

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