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Rights of employees and employers. .

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Rights and responsibilities of employers and employees. When a person applies for a job at Tesco, if they get the job they are than an employee of Tesco. They will then have several expectations of Tesco in the same way as Tesco will have expectations of them. Some of the things that Tesco will expect from their employees are; to arrive to their workplace on time, be a willing worker (try the best they can at their job), be prepared to learn new skills, be sociable with employers, other employees and customers, meet the health and safety regulations of Tesco, to obey the terms and conditions that are in their contract of employment and to take good care of Tesco's equipment and property. Tesco's employees will be expected to follow Tesco's standard procedures, for example notify the employer if they are going to be away sick. All these things are things that Tesco rely on their employees doing in order to run Tesco smoothly. Tesco also have responsibilities. They are; to behave in a reasonable way towards employees, to explain Tesco's aims and objectives to the employees so that they can work towards them, to offer the appropriate training to employees, to implement equal opportunities at work, to comply with health and safety regulations, to calculate employees pay and to carry out reasonable and lawful instructions. Tesco produce a contract of employment for all their employees. The contract that is produced is a legally binding agreement between Tesco and the employee. A contract of employment means that the employee agrees to work for Tesco in return for a weekly wage. The contract of employment is generally a written document stating the terms and conditions of the employees contract. Some of the things that are included in the contract are: * Employees name. * Employers name (Tesco). * Date of starting job. * The employees job title. ...read more.


The act clearly tells employers what they have to do in order to keep the workplace safe for not only employees but members of the public. It also states state's what employees have to do to keep themselves safe and keep other employees and members of the public safe too. The health and safety at work act is known as an 'umbrella' act because it includes various regulations that have to be revised in order to make sure that the law is kept up to date. The details of the employer's responsibilities under the HASWA are given in the workplace (Health Safety and Welfare Regulations 1992). Any person that is inattentive under the Act may face criminal charges for breaching the Health and Safety requirement; for this reason Tesco must place the details of the act in an important place in order for all employees to see. Since the introduction of the health and safety at work act there have been several other regulations introduced. These are: * The Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1992 (RIDDOR) * The Control of Substances Hazardous to Health 1999 (COSHH) * The Electricity at Work Regulations 1989 * The Noise at Work Regulations 1989 * The Management of Health and Safety at Work Regulations 1999 * Display Screen Equipment Regulations 1992 * Provision and use of Work Equipment Regulations 1998 * Personal Protective Equipment at Work Regulations 1992 * The Fire Precautions Act 1971 updated by the Fire Precautions (Workplace) Regulations 1997 and amended Regulations in 1999 * Health and Safety (first aid) Regulations 1981 * The Health and Safety (safety signs and signals) Regulations 1996 In 2002 Tesco launched a Health and Safety step change program to further improve the standards of their Health and Safety across the business, this has seen significant progress including: * The re-launch of our staff health and safety consultation forums at all stores * The introduction of improved Health and Safety management for store managers and senior team; again across all stores * Completion of three safety campaigns covering our most common hazards in-store. ...read more.


What is the hazard? Precaution. Lifting incorrectly will put strain on your back. Lift with a straight back or don't lift. Spreading disease and contaminating food. Wear clean protective clothing and wash hand before commencing with work. Forks lift truck activity in area. Be aware of forklift activities in area. Bad hygiene. Wash your hands. Wet floor area - chance of slipping. Clean floor area straight away or if not possible report it. High voltage electricity in the area. Keep away from cables and junction boxes. This sign just tells you what to do if you discover a fire. Grievance and disciplinary procedure - Resolving disputes with employees over their rights and responsibilities. * Disputes are resolved through company policies and procedures on equal opportunities. These are written so that a business can prevent any type of discrimination from happening between different employees. Employees who do not take the business's policies seriously will be disciplined according to the business's disciplinary procedure or maybe even dismissed from their job. * Disputes can be resolved using the company's grievance procedure. The reason these procedures are there is to help make employees feel confident that they can take action at anytime when they feel they have been unfairly treated. * Disputes can also be resolved using the company's disciplinary procedure. This is used if employees are not for filling the terms of there employment contract and for employees that will not take any formal advice. The disciplinary procedure can also be used for a one off serious offence - for example theft. Grievance Procedures 1. The first step is for the employee to approach the head of department/ manager and discuss what has happened and why he/ she thinks he/her has been treated unfairly. If the employee still feels unfairly treated and feels the matter has not been resolved after this he/ she must move on to step to of the grievance procedure. Unit 2 - People In Business Myles Howson. 11G. Section 5. Page 1 of 9 ...read more.

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