- 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
2.1. Explain how legislation, policy, and codes of practice relating to equality, diversity, and discrimination apply to own work role
Course- Level 3 diploma in care (RQF)
Unit 4 –Equality and Inclusion in Care Settings
L.O 2 – Be able to work inclusively
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2.1. Explain how legislation, policy, and codes of practice relating to equality, diversity, and discrimination apply to own work role
As a healthcare professional, it is important to be aware of the legislation, policy, and codes of practice relating to equality, diversity, and discrimination. This will help you to ensure that you provide a fair and equal service to all of your patients.
The Disability Discrimination Act 1995 requires employers to make reasonable adjustments for employees with disabilities.
The Human Rights Act 1998 protects the human rights of individuals in the UK. These include the right to freedom from discrimination, the right to respect for private and family life, the right to freedom of thought, conscience, and religion, and the right to freedom of expression.
The Human Rights Act 1998 also states that everyone has the right to freedom from discrimination on the grounds of disability. The Act defines a disabled person as someone with a physical or mental impairment that has a substantial and long-term adverse effect on their ability to carry out normal day-to-day activities.
The Equality Act 2010 prohibits discrimination, harassment, and victimization in the workplace. This legislation applies to all employees and employers, regardless of the size of their organization.
The Equality Act 2010 protects people from discrimination because they have a disability. This is defined as any physical or mental impairment which has a substantial and long-term adverse effect on their ability to carry out normal day-to-day activities.
Other protected characteristics include age; race; sex; pregnancy and maternity, marital status; sexual orientation; gender reassignment; religion or belief; and being an ex-service person.
Anyone who believes they have been discriminated against at work should raise this with their employer informally in the first instance. If this doesn’t resolve the matter, a formal grievance can be raised.
If this doesn’t resolve the issue, an employee may be able to make a claim to an employment tribunal. The Tribunal will consider whether the employer has breached their legal obligations and whether they have acted fairly. To bring a successful claim, the employee will need to show that they have been treated less favorably than someone who doesn’t have a disability or isn’t suffering from an illness.
Employers should ensure that they are aware of their obligations so they can avoid discrimination claims and protect themselves from losing valuable employees or facing costly tribunal claims.
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