Employment Rights and Responsibilities -OU

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
Attached to email
structure
( you can
submit your
organisation
structure)

b) Organisati
on values

c) Organisati
on
marketplac
e

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

Learner Name:

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
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.

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.

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Employment Rights and Responsibilities -OU

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
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 Attached to email
Learner Name:

Date:

ERR Group C (OU)

Employment Rights and Responsibilities -OU

b) Anti
discriminatio
n legislation

SkyWay is committed to promoting equality and

diversity and promoting a culture that actively
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.

c) Age
discriminatio
n legislation

The Act stops age-discrimination in employment

and work-related training. Employers have to make
sure that any redundancy policies do not directly
discriminate against older employees.

Where young people have physical and or learning

disabilities, the (insert name) will ensure:

d) Disability
discriminatio
n legislation

e) Working
hours, rest
breaks and
holiday
entitlements

Learner Name:

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 hours

The maximum working day must not exceed

13 hours

Actual day-to-day hours of work are arranged

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Employment Rights and Responsibilities -OU

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:

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.

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.
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Employment Rights and Responsibilities -OU

This should be done on your first day back at
work, or as soon as possible thereafter.

g) Data
protection
and personal
information
access

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:

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.

The organisation will not give out information about

any individual over the telephone or by e-mail 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
Learner Name:

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Employment Rights and Responsibilities -OU

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.
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

Learner Name:

Date:

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Employment Rights and Responsibilities -OU

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
representatio
ns ie Unions
or other
independent
bodies that
represent
the sector

Im not aware of any unions or independent sectors.

3.2Describe the health and safety legal requirements relevant to your

organisation

Learner Name:

Date:

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Employment Rights and Responsibilities -OU

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.

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. You agree to be available for work, should the
organisation decide to offer you 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

Learner Name:

Date:

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Employment Rights and Responsibilities -OU

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.

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

Different types of information held on my records are as follow:
DBS
Qualifications I have achieved
Passport
Personal details form
Certificates
CV

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.

Learner Name:

Date:

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Employment Rights and Responsibilities -OU

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
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 yo
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.
5.3Describe the procedures you need to follow if there is evidence of
discrimination or bullying
I would contact my line manager and a similar procedure as the grievance
will take place.
5.4Identify sources of information and advice on employment issues
a) Within your own
organisation

b) Other external
Learner Name:

Within our own organisation I would contact my

manger.

Other organisations such as:

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Employment Rights and Responsibilities -OU

organisation that
you can go to

Learner Name:

Citizen advise beau

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