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A1 (A1.1) - Coggle Diagram

- - - - The Equality Act 2010
        
        Before this law came into force we had several laws covering discrimination:
        
        Sex Discrimination Act 1975
        
        Race Relations Act 1976
        
        Disability Discrimination Act 1995
        
        Replacing these and other laws with a single Act made the law easier to understand and gave increased protection in some areas
        
        Administered by the Government Equalities Office, which has produced an easy-to-read publication called 'The Equality Act - making equality real'
      - This gives legal protection from discrimination in the workplace and in wider society
      - Eliminating discrimination
        
        Protected characteristics e.g. - Age, disability, gender reassignment
        
        By having policies in place organisations can ensure that they comply with the law and also benefit from treating everyone fairly and equally
        
        Indirect discrimination
        
        This is where there is a practice, policy or rule that applies to everyone in the same way but could have a worse effect on some people than others.
    - - DBS Checks
        
        In situations where you are working with children and vulnerable adults it is the employers responsibility to check whether you have a criminal record
        
        This is done through the Disclosure and Barring Service
        
        Different levels of DBS checks are available, depending on how sensitive the job or role is
        
        A basic check
        
        Just shows any unspent convictions and conditional cautions
        
        A standard check
        
        Shows spent and unspent convictions, caution, reprimands and final warnings
        
        An enhanced check
        
        Shows, in addition to the standard check, any information held by local police that is considered relevant to the role
        
        An enhanced check with barred lists
        
        Shows the same as an enhanced check plus whether the applicant is on the list of people barred from doing the role
        
        e.g. someone on the sex offenders register
    - - Employment condition
        
        e.g. pay, hours of work & when, days of work
      - Rights
        
        e.g. what you will be entitled to
      - Responsibilities
        
        e.g. are you in charge of certain areas
      - Duties
        
        e.g. what you will be doing
      - Legal parts of a contract - known as the terms (legally binding on both parties)
        
        A written contract or statement of employment
        
        A verbal agreement
        
        In an offer letter from the employer
        
        In an employee handbook, on a company noticeboard or intranet
    - - This is where the employer or employers negotiate agreements with trade unions or staff associations which represents a group of employees
      - Some terms might be implied rather than clearly agreed:
        
        Employees should not steal from their employer
        
        Your employer must provide a safe and secure working environment
        
        If a job provides a company car, the employee needs a valid driving licence
        
        Something that has been done regularly over a long period of time, such as paying an annual bonus or certain days off
      - When you start a job, your employer is obliged to give you a written statement of employment particulars