Task 5b

Codes of Practice/Regulations which steer the ethical framework in the place of work/professional community.

So with this task in mind I researched lots of different legislation that refers to the legal ethical standards that should be in place within a working environment.

Human Resources regulations: www.deminos.co.uk/images/deminos_employment_law_guide.pdf

The above guide gives information on 

• Employment law: How much employees should be paid, set out by the National Minimum Wage Act 1998 and National Minimum Wage regulations 1999.
• Working time regulations and holiday entitlement
• Discrimination laws
• Contractual changes
• Grievances, discipline and dismissal
• Health, Safety and working environment
• Occupational Health: Welfare issues, Health issues and Safety issues

I also looked at Health and safety law

All workers have a right to work in places where risks to their health and safety are properly controlled. Health and safety is about stopping you getting hurt at work or ill through work. Your employer is responsible for health and safety, but you must help. What employers must do for you 1 Decide what could harm you in your job and the precautions to stop it. This is part of risk assessment. 2 In a way you can understand, explain how risks will be controlled and tell you who is responsible for this. 3 Consult and work with you and your health and safety representatives in protecting everyone from harm in the workplace. 4 Free of charge, give you the health and safety training you need to do your job. 5 Free of charge, provide you with any equipment and protective clothing you need, and ensure it is properly looked after. 6 Provide toilets, washing facilities and drinking water. 7 Provide adequate first-aid facilities. 8 Report major injuries and fatalities at work to our Incident Contact Centre: 0845 300 9923. Report other injuries, diseases and dangerous incidents online at www.hse.gov.uk. 9 Have insurance that covers you in case you get hurt at work or ill through work. Display a hard copy or electronic copy of the current insurance certificate where you can easily read it. 10 Work with any other employers or contractors sharing the workplace or providing employees (such as agency workers), so that everyone’s health and safety is protected. What you must do 1 Follow the training you have received when using any work items your employer has given you. 2 Take reasonable care of your own and other people’s health and safety. 3 Co-operate with your employer on health and safety. 4 Tell someone (your employer, supervisor, or health and safety representative) if you think the work or inadequate precautions are putting anyone’s health and safety at serious risk. www.hse.gov.uk/pubns/books/lawpocketcard.htm An overview of employment law Ensuring your contractual arrangements with employees comply with employment legislation. Employment legislation covers a range of topics. Some will be referenced via the drafting of your employment contracts, such as discipline and grievance procedures, holiday and sickness pay and leave. Other major areas of employment legislation you may encounter include: Working Time Regulations: ensuring that employees do not work hours in excess of the legal maximum and take sufficient holidays, breaks and time off National Minimum Wage: providing a minimum hourly rate of pay categorised by age Health and Safety: ensuring that employees are safe at work Transfer of Undertakings Protection of Employees (TUPE): apply when considering mergers or transfers of employees from or to your organisation Public Interest Disclosure Act: gives legal protection to workers when whistle-blowing about wrongoing in the organisation Redundancy: including consultation procedures, entitlement to statutory redundancy payments etc Discrimination: the right to be treated fairly in all employment decisions Parental rights: maternity/paternity/parental/adoption leave and dependants' leave for emergencies Flexible working requests: for those with caring roles for children and other dependants Right to request training: this applies to employers with over 250 employees from April 2010 and to all employers from April 1011 Immigration and work status: ensuring that your employees have the right to work in this country Specific checks: for example those required for employees working with children or vulnerable adults in your organisation (that is, Criminal Records Bureau checks including Protection of Vulnerable Adults) Data Protection Act: covering the information that may be kept for an employee Information and Consultation of Employee Regulations: in certain circumstances this requires employers with more than 50 employees to consult with and inform employees about workplace issues. Equality Act 2010: This came into force on 1 October 2010. See theCharity Commission's guide to the Equality Act. www.knowhownonprofit.co.uk  On top of all the legal jargon that is involved with employment law and ethics etc, the company that I work for has its own values which are displayed on the back of my contract of employment. They say they are committed to:  Being honest, professional and respectful Keeping it simple Enjoying what we do and having fun Setting stretching goals Focusing on our priorities  Recognising our successes Delivering brilliant customer service Above all we treat others the way we would like to be treated ourselves  I dont think that the legal ethical standards are too different to what I believe should be involved within an entertainment business. There a more in depth laws that I had not thought about and the idea of discrimination laws had not crossed my mind, which they should have, especially as within the company I work for there are many different sexualities which should not be discriminated against.