- Unit 9 Promote Effective Handling of Information in Care Settings
- 3.2. Support others to understand and contribute to records
- 3.1. Support others to understand the need for secure handling of information
- 2.4. Support audit processes in line with own role and responsibilities
- 2.3. Maintain records that are up-to-date, complete, accurate and legible
- 2.2. Demonstrate practices that ensure security when storing and accessing information
- 2.1. Describe features of manual and electronic information storage systems that help ensure security
- 1.2. Summarise the main points of legal requirements and codes of practice for handling information in care settings
- 1.1. Identify legislation and codes of practice that relate to handling information in care settings
- Unit 8 Promote Health, Safety and Well-being in Care Settings
- 9.4. Explain how to access support sources
- 9.3. Compare strategies for managing stress in self and others
- 9.2. Analyse factors that can trigger stress
- 9.1. Describe common signs and indicators of stress in self and others
- 8.3.Explain the importance of ensuring that others are aware of their own whereabouts
- 8.2.Use measures to protect your own security and the security of others in the work setting
- 8.1. Follow agreed procedures for checking the identity of anyone requesting access to premises, information
- 7.4. Ensure clear evacuation routes are maintained at all times
- 7.3. Explain the emergency procedure to be followed if a fire occurs in work settings.
- 7.2. Demonstrate measures that prevent fires from starting
2.2. Access full and up-to-date details of agreed ways of working
Course- Level 3 diploma in care (RQF)
Unit 1 –Responsibilities of a Care Worker
L.O 2 – Be able to work in ways that are agreed with the employer
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2.2. Access full and up-to-date details of agreed ways of working
The full and up-to-date details of agreed ways of working between the employer and employee can be found in the contract of employment. If there is no contract of employment, then the details will be found in the handbook or policy documents that are applicable to the employee’s role. If there are no policy documents or handbooks, then the terms and conditions of employment will apply.
If there is a dispute about how work should be carried out, it is best to raise this with your manager as soon as possible so that a resolution can be reached. If you are still not happy with how work is being carried out after discussing this with your manager, you may wish to raise a formal grievance. Information on how to do this can be found in the staff handbook or company intranet.
If you are dismissed for not carrying out work to the standard expected, or because of your refusal to do so, you can bring a claim for unfair dismissal. The amount of notice that you should be given will depend on how long you have worked for the organization. Also, it is important to consider whether there was any other reason why the employer wanted to dismiss you. If so, it may not have been for the stated reason of refusing to work at an agreed standard, and this could affect any unfair dismissal claim that you bring.
If you are dismissed for refusing to carry out work at an agreed standard, it is unlikely that you will be able to bring a claim for unfair dismissal. Any dispute will need to be resolved by considering the contract of employment.
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