Employment contract Essay

To raise a grievance at work the first step would be to talk to your blood omnibus, explain the situation and see if the b other(a) hobo be solved informally. If, however, the grievance loafernot be rafttle informally then the veer can be raised formally using the following procedureStage 1Employees whitethorn border across in writing a formal incuring with the line double-decker to state the grievance. Where the issue involves the line manager, this request should be made to the managers manager (argona manager). Grievances should be made as before long as doable and in some(prenominal) event within 3 months of the issue complained closely taking place. A comprehend go knocked egress(p)(p) be arranged, normally within 10 on the job(p) days, for the employee to discuss the issue with the manager. A closing will be made once the enumerate has been fully investigated and the manager will communicate their response in writing within 5 working days. This should include details of the employees right to appeal.Stage 2If the employee is dissatisfied with the decision then they have received in give 1 then they can baffle their grievance further and request in writing a formal meeting under stage 2 of the grievance procedure. This will be conducted by a manager other than the manager that carried out the stage 1 meeting. The employee will receive the decision of this hearing in writing within 5 working days.Stage 3If the employee is still dissatisfied with the decision then they may 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 ar concerned.Bv1. Data Protection severally confidential information should be kept bulletproof by employees in order to protect customer s and their families. Confidential information (e.g. customer support plans, support notes and medical specialty administration forms) mustiness not be left in a place where non-authorised individuals may suck it. Data should not be passed on to anyone without the consent of the customer or their next of kin.2. Grievance some(prenominal) grievances should be reported to the line manager to try to resolve the issue informally. If, however, it is not resolved at this level then there is a grievance procedure in place which enables employees to pursue the matter formally.3. Conflict ManagementIf employees have a problem with another member 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 argon not receiving adequate support then they should report to the area manager.4. Anti-discriminatory Practice any employees are e xpected to act with dignity and respect towards each persons individual beliefs and identity. Customers, accessing Oaklea worry and support table operate, should not be treated less favourably based on their age, sex, disability, race, religion or belief, sexual orientation, marital status or pregnancy/maternity or gender.5. Health & Safety all told employees have personal responsibility in ensuring their own and others health, guard duty, and welfare at work. We are demand to ask and apply organisational policies and procedures regarding health and safety, undertake indispensable fosterage, wear personal protective equipment (PPE) provided, use safety equipment and safety devices where required and report any hazardous 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 promise to protect this information. Confidential inform ation must not be disclosed to a third fellowship either formally or informally (gossip). The sharing of information may be necessary for continuation of good care 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 institutionalise or erroneousness that affects others such(prenominal) as customers, other staff members, the company or the public then the companys whistleblowing procedure should be followed. The first stage of this procedure would be to raise concerns with the employees line manager either in writing or through a meeting. If the issue involves the line manager or if the employee has already raised their ?Uconcerns with the line manager and feel that they have not been adequately address 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. all employee raising concerns under the whistleblowing procedure has the right to remain anonymous.BviAs a Community Home Carer, my parting is to provide individualized care and support to people with social care needs so that they may continue to live in their homes and in the familiarity. 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 care. repast and drink preparation and help with f eeding 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 aids 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 tenaciousness of care.By carrying out these duties to a high standard and conforming to all policies, procedures and guidelines, customers will receive a quality service 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 human rights of vulnerable adults, and ensures that they live fre e 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(a) 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 stay within my line of products 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 also important to work as part of a team, passing 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 requirements of my role by not following policies, proce dures and legislation and not complying with regulatory 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. Poor 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 adhere to in my work such as the Care Quality Commission (CQC) essential standards, Skills for Cares Common Induction Standards (CIS) which are the standards people 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 National 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 Say which sets out policy goals to make health and social care work that are designed around the patient rather than the needs of the patient being forced to look into around the service already provided. Putting People First also aims for a personalised climb to the delivery 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 council. b) The role of the care quality commission (CQC) is to regulat e, regard and review all adult health and social care services in the public, private and impulsive sectors in England and make sure that they are meeting national 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 register 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 planetary Social Care Council (GSCC) which was abolished in 2012.