Childcare: Early Years Report on Employment and Care

This report delves into various aspects of childcare within an early years setting. It begins by outlining key sources of information related to employment law, including government websites, the EHRC, and workplace HR departments. It then explores specific employment laws, such as data protection, equal opportunities, and wage regulations, highlighting features like statutory pay, employment status, and protections against bullying and harassment. The report further examines the terms and conditions of employment contracts in care homes, including employee duties, remuneration, and benefits, along with details on payslips and reporting personal information changes. Procedures for raising workplace grievances are also detailed, as are ways to address data protection, conflict management, anti-discriminatory practices, health and safety, confidentiality, and whistleblowing. The report also clarifies the employee's role in delivering care services, including assisting children's development, communicating with parents, identifying individual needs, and creating engaging activities. The influence of these roles on service quality and personal work is discussed, alongside the impact of representative bodies like OFSTED and the Citizen Advice Bureau on the field of work. Finally, the report touches on opportunities for personal progress and the need for new learning, referencing relevant information sources, and concludes with issues of public concern and recent service changes.

Childcare: Early years

Table of Contents
TASK 1............................................................................................................................................1
1.1 Three sources of information to be used..............................................................................1
1.2 Three aspects of employments covered by law ....................................................................1
1.3 Three feature of current employment laws..........................................................................1
1.4 Reason for existence of employment....................................................................................2
TASK 2............................................................................................................................................2
2.1 Terms and condition in the employment contract in care home..........................................2
2.2 Information to be shown in pay slip.....................................................................................3
2.3 Two changes in personal information to be reported to employer.......................................3
2.4 Procedure to be followed to raise a grievance at work........................................................3
2.5 Ways to work for different aspects in employment..............................................................4
3.1 Role in contribution to overall delivery of service provided................................................5
3.2 Influence on the quality of service........................................................................................5
3.3 Influence on the personal work............................................................................................5
3.4 Two representative bodies influencing the area of work and their role...............................6
TASK 3............................................................................................................................................6
4.1 Opportunities for personal progress......................................................................................6
4.2 Need of new learning or qualification...................................................................................7
4.3 Sources of information..........................................................................................................7
TASK 4............................................................................................................................................7
5.1 Issues in public concern........................................................................................................7
5.2 Different viewpoints from review of case...........................................................................8
5.3 Issues altering the views of the sector..................................................................................8
5.4 Recent changes in services....................................................................................................8
REFERENCES................................................................................................................................9

TASK 1
1.1 Three sources of information to be used
The source of employment law for the present report from which the matter relevant to
legislation is referred are:
1. Direct government website: the website of the government, that is www.gov.uk and
www.legislation.gov;
2. EHRC: Equity and human right commission;
3. The human resource department at the workplace to get basis knowledge of the laws
applicable to the employment.
1.2 Three aspects of employments covered by law
1. Data protection
2. Equal opportunities
3. Wages-pay rate
1.3 Three feature of current employment laws
1. Statutory pay (minimum rate of pay) and leave: To pay an employee statutory
minimum wage as per the national’s minimum wages regulation. The minimum rate
of wage for an employee under employments in UK is - for person with age of
 21 and above: £6.19
 18 to 20: £4.98
 less than 18: £3.68
Along with this along with maternity, paternity, holiday, sickness benefits and. They are entitled
to get a notice for leave and get redundancy pay.
2. Employment status: A person working under the employment contract of an
employer have a right to get status of employee or worker as per the employment law
(Sonuga-Barke and et.al., 2017). But for getting this status the employee must
satisfied certain condition such as working minimum hours regularly, work for
minimum number of hours, get paid holidays etc.
3. Bullying and harassment: The employment law provides equal and fair treatment to
each employee at the workplace. The laws provide that no one at their workplace be
discriminated on the basis of race, gender, religion, marital status or sexual
1

orientation. There is strict provision in the law for those who indulge in such act of
bullying and harassing the coworkers.
1.4 Reason for existence of employment
The employment law is formulated to protect workers from the wrongdoings by their
employer. This law proved the employment status to the employees with ensuring the fact that
they get minimum wages and leave as per the statutory provision, moreover it protects the
personal interest of workers such as it prohibit discrimination, bullying and harassment at the
workplace (Bailey and et.al 2015). It also imposes moral and ethical conduct at the workplace.
TASK 2
2.1 Terms and condition in the employment contract in care home
1. The employee will perform all the duties as requested by the employer that are reasonable
with the care and support services of children for which he is being appointed.
2. The employee may make the charges to the job title or duties of the employees as per the
need of time.
3. The employee agrees to abide with the rules, regulation, policies and practice of the
employer as well as NHS along with those concerning with work, schedule, annual and
sick leave.
4. The employee will be requirement work for 8.30 hours per day on a remuneration of
£3000 per month, om permanent basis (Structuring Employment Contracts in the
Healthcare Industry, 2018).
5. The employee will be entitle to get all the additional benefits that are currently available
under the Legal provisions of employment booklet.
6. The employee is allowed the minimum sick leave as per the provisions of Social security
contribution and benefits act, 1992.
7. The employees' grievance procedure applied to employee as well and will be provided to
employee on request.
8. During the term of employment, the employee will not directly or indirectly engage in
any care and support activity other than current employer, which can determined to be in
discriminate conflict with the best interest of the employer.
2

9. The terms expressed and implied in the contract are binding and employee do not have a
right to enter into any contract behalf of the employer and take job in any other care
home (Working with Children, Young People, 2018)
10. The employer may terminate the employment in accordance with law with immediate
effect in case employee indulge in any misconduct of mischievous activity prohibited by
law.
2.2 Information to be shown in pay slip
Name of the employer:
Name of the employee:
Employer Number:
Pay date: 2nd of every month
Pay periods: A month or either 30 or 31 day.
Tax period: Financial year starting from July and ending on June
Tax code:
NI number:
Tax reference:
Tax office phone number:
Hours paid for plus holiday supplements: 8.5 hour a day
Rate of Pay: £6.19
Tax and National insurance deduction:
Net pay
2.3 Two changes in personal information to be reported to employer
The two changes in the personal information that must be informed to the employer with
immediate effect includes:
 Name of the employee
3

 Address and Contact details such as email id and phone number, emergency contact
details etc.
2.4 Procedure to be followed to raise a grievance at work
Any grievance at the workplace is sorted out in the same manner as it is done for the
employer which is stated the employment contact. For this first the manager must be informed
about the issue and claim the same in the prescribed format (Holt, Skagerberg, and Dunsford,
2016). The manger determines the process and convey same to the employee. The same is
followed in the meeting to consider the issue and grievance.
For instances the procedure in not satisfactory the issue can be taken to the director of
the organization in writing. For the same employee is informed about the timing and outcome as
the decision taken by the broad of directors. If the broad also do not provide a satisfactory result
it can be direct to the Industrial tribunal, in matter involved serious facts such as sexual
harassment, unfair dismal etc.
2.5 Ways to work for different aspects in employment
 Data protection: To handle and protect the private information and details of patients
confidential as per the GDPR Act, 2018.
 Grievance: To follow the grievance procedure as stated in the employment contract as
first go to the manger, and then BOD and finally if no satisfactory outcome is seen only
then refer to the tribunal.
 Conflict management: For any conflict arising at the workplace with the coworker or
seniors the care person will not indulgence any physical violence and try to solve the
matter. In case it gets serious the Senior level managers will be contacted to solve the
dispute.
 Anti-discriminatory practice: The employee in no case indulge in any practice of
discrimination at the workplace. The employer have clearly stated that no worker will
discriminate the young and child patients on base of race, religion, gender etc (Colucci
and et.al., 2015). In case such involvement is seen the employee will face sever
disciplinary action and may be immediate termination from the employment.
 Health & safety: The employer have clearly stated that the workplace safety is
maintained as per the health and safety regulation of UK. The care and support person in
4

the care home needs to abide by the same and must not do any act which hamper the
health and safety of the children in care home.
 Confidentiality: The employee required mandatorily to keep the confidential
information of the care homes as well patients and their family to himself only and not to
disclosed the same to anyone.
 Whistle blowing: The employee is given a responsibility to inform the highlight
authority about any illegal or wrong doing with the children under treatment as the child
can be a victim of physical abuse as well as any wrongdoing in the care home (Paul and
et.al., 2015). For the same the employer has given a surety that in such cases the name of
the care person who given such information to management will be kept secrete in order
to ensure his/her safety.
3.1 Role in contribution to overall delivery of service provided
My role as an employee under the employment children health and care is:
 To assist children in their developments and leanings.
 To communicate with the parents and staff in context of welfare of the children.
 To identify the individual needs of each child in the care home so that it can be meet on
time to provide them support services.
 To set up different activities to cheer up the children in care home.
 To supervise the children in the care home at all times to ensure their safety as well
meeting their individual needs.
 To ensure safety of all the children in the care home with providing then safe and secure
environment to leave in till the time they are here.
3.2 Influence on the quality of service
As an employee in the care home for providing care and support services to children with
following all the terms and condition, code of practice, ethical and moral norm I can ensure that
all the services are provided with the best quality with abiding all the legal and contractual
requirement. This can be done as working in the team, by making a trust relation with employer
so that he can rely on my work (Fahy and et.al., 2017). Also, providing good services to the
children in care home is priority along with their parents will enhance the quality of the services
as well reputation of the employer. In case all these are non-aided with this can lease to wrong
impression and fall in the goodwill of care home and can affect the care home negatively.
5

3.3 Influence on the personal work
My personal work can be enhancing and influenced by abiding with the following:
Code of practices: This is the standard of conduct and practice for the workers in health
and care sector which must be abide with. This assist me in maintaining the level of series and
practices in the care home with children as well as their parents.
National occupational safety: With abiding by his regulation my working practices will
get more of professional one with ensuring the workplace safety along with safety of the young
and child patient in the care home.
Governmental initiatives: The governmental initiative are taken to provide guidelines
and development in care services by adopting which within in professional practice the quality of
service can be enhances in making the personal skills and knowledge more intellectual.
3.4 Two representative bodies influencing the area of work and their role
OFSTED: This is an independent regulatory body which is responsible for inspecting
and regulating the services of care to children and young people along with providing the
education and skill to staff of care home (Torchia, Calabrò and Morner, 2015) All its reports are
sent to parliament with working with the setting of care home to achieve the best standard of the
practice.
Citizen advise Bureau: This bureau is responsible for providing free, confidential and
impart advice to the care home which effects the services of the care home in positive direction
as the advice assist the staff of the home to give best services.
TASK 3
4.1 Opportunities for personal progress
There are many opportunities lined up in the direction of the carrier in care and support
service to young person and children. The opportunities that exist in the care home for
professional and personal development is related with perusing a specification course in this field
to enhance the skill and knowledge in my carries which can be used and applied in the rendering
the services in care home with more significance and effectiveness (Mercille, 2018). At the
organizational opportunities are recognized as working in the team and motivating the staff to
give care and support services to children and young people in satisfactory manner and that the
parent do not have any complain about the care service given to their children.
6

The main opportunities that can be grabbed by me is going a step ahead with education
and professional qualification. Moreover, with giving the care and support service in the care
home with 100% effectiveness and accuracy and be vigilant amount any cases of victimization
of children who come for treatment in the care home, and take action accordingly to stop any
kind of violence the children going through.
4.2 Need of new learning or qualification
The opportunities that are open up and grabbed by me for professional development in
the care and support services is related with perusing a course in the section of health and safety.
At present I am level 3 of the qualification of A level that is a supervisor in the care home, the
next step is to reach level 4 that is getting a higher certificate in Health care service
managements (HCHJCSM) which is one year course will develop my professional ability in the
administration of the health care and support department (Stevens, 2017). This will enhance me
ability to carry out complex and non-routine task of the care home. With this new set skills must
be learned for administrating the work in the care home, with handling all the children, task of
the clinic and managing the activities within the staff and employees of the care home.
The next step in the carrier path is related with getting a certificate in the higher level of
care and support service to enhance the professional level as well the skill and knowledge about
the me carries in care of children and young people.
4.3 Sources of information
The information about the courses is taken from the online learning centers as well as
local collages which provide such courses that can be perused along with the employment in the
care home with time setting. Moreover, I have consulted the HR departments of the Care home
and the manager told me how I can peruse a higher certification course and can enhance my
carries as well the pay level in this care home and others was well. Furthermore, the information
about the course I want to peruse is taken from the online website of the various courses about
how it can enhance and guide my carrier in to a specific direction.
TASK 4
5.1 Issues in public concern
The case of baby p and Victoria Climbie raised the public concern about the care
professional in health and care sector. In the case of Baby P doctors failed to examine the baby
completely in discovering the fractured ribs wounds on his fingers, would the doctors detected
7

them earlier thelife of the child could have been saved. The death of eight year old girl, Victoria
in 2002, led to a public enquiry as she was killed by her guardian after being severely tortured
on the perception that she was possessed by devil (England, 2017). In this case the court saw
negligence on part of every related authority of the case including the NHS and national society
for the prevention of Cruelty to children (NSPCC).
5.2 Different viewpoints from review of case
The case of Victoria raised series allegation on the care homes and NHS and NSPCC
made they were in conduct of the girl and had noted the sign of abuses but didn't care to take
significant step to stop them (Victoria Climbie, 2018). Similarly, in case of Baby P the doctors
were too negligent to carry out full body examination of 18 year old baby and hence failed in
discovering major internal injuries. With this, hospitals and care home can keep full records of
the children who attend the hospital for treatment to avoid the cases like baby P. The authorities
must be more vigilant in the cases including physical abuses and work towards keeping the
victims monitored and take step in those cases where child is brutally traumatizes to avoid
repetition of the case like that of Victoria.
5.3 Issues altering the views of the sector
After the case of Baby P and Victoria Climbie, a case review was commission at
significant level. The legislation were updated and modified by the government for the workers
in the care sectors which they must abide with (Baby P doctor missed 'unique opportunity' to
save his life, 2018). Both this case lead to serious changes in child protection laws and
regulation. The health care practitioners are required to provide up to date information about
relevant law and practice, this cases introduce practice of another review and 58 new
recommendations targeted at safeguarding the children.
5.4 Changes in opinion of public with changes in services
With the recent changes and revision in the services the opinion of the public have
changes this is made through making changes in (EYFS) Early year Foundation Stage providing
framework providing standards and expectations for the development of children up to age of 5
years. These are related with strict monitoring over child in the care services along with proper
examination of the child in case of physical abuse (Roberts, 2017). With increased and
significant use of mobile phone in care home to keep record which could have been implied in
8

case of Baby P to have made the public to feel more secure and now rely on the care and
support services giving authorities.
9

REFERENCES
Books and Journals
Bailey, S and et.al, C., 2015. Involving disabled children and young people as partners in
research: a systematic review. Child: care, health and development. 41(4). pp.505-514.
Colucci, E and et.al., 2015. In or out? Barriers and facilitators to refugee-background young
people accessing mental health services. Transcultural psychiatry. 52(6). pp.766-790.
England, P., 2017. Households, employment, and gender: A social, economic, and demographic
view. Routledge.
Fahy, N and et.al., 2017. How will Brexit affect health and health services in the UK? Evaluating
three possible scenarios. The Lancet. 390(10107). pp.2110-2118.
Holt, V., Skagerberg, E. and Dunsford, M., 2016. Young people with features of gender
dysphoria: Demographics and associated difficulties. Clinical child psychology and
psychiatry. 21(1). pp.108-118.
Mercille, J., 2018. Neoliberalism and health care: the case of the Irish nursing home
sector. Critical Public Health. 28(5). pp.546-559.
Paul, M and et.al., 2015. Transition to adult services for young people with mental health needs:
A systematic review. Clinical child psychology and psychiatry. 20(3). pp.436-457.
Roberts, H., 2017. Listening to children: And hearing them. In Research with children. (pp. 154-
171). Routledge.
Sonuga-Barke, E. J and et.al., 2017. Child-to-adult neurodevelopmental and mental health
trajectories after early life deprivation: the young adult follow-up of the longitudinal
English and Romanian Adoptees study. The Lancet. 389(10078). pp.1539-1548.
Stevens, R., 2017. Medical practice in modern England: the impact of specialization and state
medicine. Routledge.
Torchia, M., Calabrò, A. and Morner, M., 2015. Public–private partnerships in the health care
sector: A systematic review of the literature. Public Management Review. 17(2). pp.236-
261.
Online
Baby P doctor missed 'unique opportunity' to save his life. 2018. [Online]. Available
through :<https://www.theguardian.com/society/2010/jun/14/baby-p-doctor-missed-
opportunity>.
10