Health and Safety
Statutory Sick Pay
Reporting of injuries and accidents
The Health and Safety at Work Act 1974
The Data Protection Act 1998
The Employments Rights Act 1996
The National Minimum Wage Act 1998
The Equal Pay Act 1970/1983
Human Rights Act 1998
The Sex Discrimination Act 1975
The Race Relations Act 1976 (amendments 2000) and Regulations 2003 The Disability Discrimination Act 1995
The Childcare act 2006
The Care Standards Act 1989
Protection of Children Act 1999
The Equality Act 2010
COSHH Control of Substances Hazardous to Health regulations 2002 Reporting of injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR) 1995
Legislation relating to employment exists to protect the rights of both the employer and employee. Due to the enforceability of law it ensures that regulations, policies and procedures are put into place and are complied with. It stops the exploitation of employees by their employer.
In the Pre school setting for advice and information internally I can go to my supervisor Sam my manager Nicky and the owner of the Pre school Kellie . To get information and advice from an external source I can contact Alex Cover at the development office, Early years at Windsor and Maidenhead council, If she is not available I can also contact Catherine Doyle or Helen Young. I can use the direct.gov website for advice and information on Legal matters or visit citizens advice.
By signing my contract of employment I agree to be CRB checked to the highest level but even with a full CRB no member of staff is to be alone with any of the children, whilst nappy changing and helping with toileting the internal doors to these areas are left open. Every member of staff must agree to abide by all points of contract and each of the policies for the Pre School. My contract states that I will work my designated days each week. Additional hours worked outside of my contract will be paid at my hourly rate. It also states that I will work my hours at the Horton setting but upon sufficient notice can be worked at either Wraysbury or Horton depending on the needs and ratios of each setting. My contract also states that Pumpkins Pre school is a term time only Pre school so I will not be required to work during the half terms and I will not receive any pay for this. I am expected to work at Easter and Christmas Parties and Sports day even if it is not my usual working day to maintain the correct Ratios in the setting. If I am to take a day off due to any illness I am to contact the owner of the pre school as soon as possible before my shift so that appropriate cover can be arranged. I will not receive any pay for any days or hours taken as my wages will go to the person who would be covering my shift. My contract also states we have a 4 week pro rata holiday pay and this is worked out by the number of sessions worked that term. Holiday pay is paid at 3 designated intervals to staff with 2 weeks being paid during the summer holidays, 1 week being paid during the Easter holidays and 1 week at Christmas term these are non negotiable. To request leave during term time I would have to contact the owner Kellie with as much notice as possible so that appropriate cover will be provided at my setting to maintain ratios. I would not receive any holiday pay for term time holidays. Uniform is required to wear to every session worked this includes a blue polo shirt and black trousers. A pumpkins fleece is provided to be worn in the winter. I am to provide my own shoes which have to be suitable closed shoes. Health and safety in and around the pre school is to be maintained as well as hygiene levels in food preparation areas. Whilst in uniform my conduct outside of the business is to be maintained as professional at all times to protect and reflect the Pre school reputation. Long hair is to be...
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