Individuals and Work - Support Structures in the Workplace
Rights and Responsibilities
Employees
Rights
- Feel safe in the working environment and have access to safety equipment when needed - Work in an environment that is free from discrimination and harassment - Leave entitlements as stated by the award, agreement or contract, such as sick leave etc. - Receive on-the-job training and in-services to complete their job properly and safely |
Importance In Workplace
- Allows the employees to feel safe and be capable of fully completing their job in a comfortable area Physical + Emotional - Allows the employees to feel safe and have a sense of equality present in the workplace Emotional + Social - To ensure that if sick that the individual does not get other employees ill as it may slow down the productivity Physical + Economic - As they are capable of updating their credentials, it will enable them to fulfill their role as teacher to students for them to fully understand the studies Emotional + Social |
Responsibilities
- Work together with the employer and other employees to maintain a safe and healthy working environment - Give sufficient notice when intending to leave - Maintain a reasonable work ethic - Disclose information that may put themselves, others or the business at risk |
Importance In Workplace
- As it will ensure that while all staff are trying to maintain a safe working environment, that this will significantly increase the rate of productivity for the workplace - As it will allow the employer to organize the time and data of your leave (if needed) and quickly discover your replacement - As it will allow all staff to follow OHS standards and regulations when it comes to such things as dressing appropriately as it may cause distractions or issues - As it may be a health issue to all staff and the employer and increase the amount of employees on sick leave or absent from work |
Employers
Rights
- Dismiss employees on the spot when they fail to obey lawful instructions - Expect their employees to follow safety instructions, complete all set tasks and maintain work integrity - End employment by providing redundancy when the amount of work or hours of work have changed - Discuss and negotiate terms and conditions with any employees under an enterprise agreement |
Importance In Workplace
- Significantly impact on the workplace’s reputation if an even occurred with an employee due to them failing to follow lawful instructions to keep them safe Physical + Emotional - To ensure that productivity continues to run smoothly without an issues as all staff are following the safety instructions while maintaining work integrity Physical + Economic - As this may be have be caused due to economic recession, the employers have to ultimately think about the business and while ensuring that employees still have their right of redundancy or a decrease in hours Economic - As they may be able to bargain for a cheaper price on the average pay rate for the enterprise so the employers can put that extra fund into the workplace Emotional + Economic |
Responsibilities
- Pay their employees on a regular basis and provide within on day or payment a pay slip - Provide a duty of care, which ensures the safety of employees - Create an environment free from discrimination - Set out clear terms and conditions of employment |
Importance In Workplace
- With the pay-slip, as it will allow employees to ensure that they are getting paid the correct amount for the correct hours that they have worked on the basis - Ensure that with safety with employees that no injuries, illnesses or issues will arise in the business or damage the work’s reputation/integrity - Will decrease the chance of being sued due to any form of discrimination - To allow that all employees know and comply with the regulations set for the day-to-day working day |
Workplace Structures
Note:
Workplace Structures = (Leave Work To Find Wild Love)
Legislation, eg health and safety, equal employment opportunity (L)
Work conditions, eg awards, grievance procedures (W)
Trade unions (T)
Flexible work patterns and practices, eg job share, flexible work arrangements (F)
Workplace culture, eg childcare, prayer room, kitchen (W)
Leave entitlements, eg parental, carers (L)
Workplace Structures = (Leave Work To Find Wild Love)
Legislation, eg health and safety, equal employment opportunity (L)
Work conditions, eg awards, grievance procedures (W)
Trade unions (T)
Flexible work patterns and practices, eg job share, flexible work arrangements (F)
Workplace culture, eg childcare, prayer room, kitchen (W)
Leave entitlements, eg parental, carers (L)
Legislation, eg health and safety, equal employment opportunity
Health and Safety
DESCRIPTION
seeks to not only act as a safety net to prevent injury and illness, but also reduce the costs associated with work-related injury (legal, rehab, medical costs etc.) EMPLOYEE WELLBEING
Impact positively on physical wellbeing employees will be aware of the health and safety procedures that need to be lawfully obey as there is a high respect for health and safety |
RIGHTS
- Ensure the provision and maintenance of a work environment without risks to health/safety - Safe system and place of work EMPLOYER WELLBEING
Impact positively on economic wellbeing low absenteeism (due to the high respect for health/safety) will emphasise the high productivity resulting in high profits for the employer (and the company) |
RESPONSIBILITY
It is their duty to ensure that risk is minimised for themselves, workers and others including customers/visitors to the workplace WORK PRACTICES
- Low absenteeism - High respect for health/safety |
Equal Employment Opportunity
DESCRIPTION
The establishment of conditions that allows all workers the opportunity to find,gain and advance in employment (regardless of gender age, disability etc.) EMPLOYEE WELLBEING By having equal employment opportunities an individual’s emotional well being is positively impacted as they have the knowledge that they are receiving fair treatment in their workplace. |
RIGHTS
An employee has the right to join/be apart of a union. They are also protected from unfair dismissal by their industrial tribunal, if they feel they have been wrongly dismissed. EMPLOYER WELLBEING
By providing employees with equal employment opportunities, an employer will positively enhance their cultural wellbeing, as they are providing employees with various cultural backgrounds. |
RESPONSIBILITY
It is the employer's responsibility to create an environment free of discrimination. WORK PRACTICES - Equal pay - Appropriate staff recruitment - Equal promotion opportunities - Regular retraining opportunities. |
Work conditions, eg awards, grievance procedures
Awards
DESCRIPTION
Awards set the minimum employment standards specifically for each industry or occupation EMPLOYEE WELLBEING
- The employee’s physical wellbeing is catered for as the award ensures they are given adequate breaks per number of hours worked and limits these hours to a healthy number - The employee’s economic wellbeing is looked after as the award dictates their minimum rates of pay for their occupation and days worked - Social and Emotional wellbeing are both seen to with the requirement of leave addressed in the industry award, allowing employees to rest and recharge |
RIGHTS
The rights of the employees are supported in regards to the pay they are entitled to, rest breaks, leave, hours of work and so on to ensure their wellbeing is looked after by the employer EMPLOYER WELLBEING
- The employer’s economic wellbeing is looked after as they know their minimum pay requirements and can organise their finances based on this figure if unable to afford anything higher - The employer’s emotional wellbeing is catered for as they know they are doing right by their employees as they have a guideline for their responsibilities |
RESPONSIBILITY
Awards dictate many of the employer’s responsibilities to their employees and the minimum standards of treatment they must observe WORK PRACTICES
- Minimum pay met - Adequate break time given - Employees are not overworked - Employees are able to negotiate for proper pay if they do not already have it with support from the award - Employers can support they are following their minimum requirements from the award |
Grievance Procedures
DESCRIPTION
Formal process that employees may follow to resolve a grievance (formal communication of dissatisfaction about work incident) EMPLOYEE WELLBEING
Impact on social wellbeing as they are capable of trying to resolve a grievance as it may temporarily affect their level of productivity until this dispute is resolved |
RIGHTS
The rights are supported in regards to feel safe in the environment and disclosing the dissatisfaction to the employer or a third party if dispute cannot be resolved EMPLOYER WELLBEING
impact on social wellbeing as while employees are expressing their conflict issue, it is allowing employers to become closer with employees and embrace their communication, breaking the employer-employee relationship |
RESPONSIBILITY
Employers’ responsibility is to provide a duty of care which ensures the safety of employees and create an environment from discrimination as this may be a rising issue resulting in the dispute WORK PRACTICES
- Open and productive communication - High productivity - High morale |
Trade unions
DESCRIBE
Organisations that have been created by workers for the purpose of protecting and advancing their interests and wellbeing EMPLOYEE WELLBEING
Trade unions assist to improve social, financial and emotional wellbeing as they allow for individuals to be treated as equals within the workplace and ensure that all of their rights are given to them to ensure their pay is fair for the work they are undertaking, which would improve their social life outside of work too |
RIGHTS
Trade unions fight and support employees rights i.e. workplace safety, job security, equal employment opportunities, preserve and protect awards etc. EMPLOYER WELLBEING
The employer has a stable emotional wellbeing with the peace of mind knowing that they are awarding their employees what they deserve and there is no need for retaliation against unfair pay or conditions in their workplace |
RESPONSIBILITY
It is the trade unions responsibility that they enforce fair working conditions for the employees of each trade, such as: - ample break times - Equal pay - Fair working hours - Employee health and safety - Equality WORK PRACTICES
- Fair pay - Grievance procedures to battle inequality - Employees and Employer health ensured |
Flexible work patterns and practices, eg job share, flexible work arrangements
DESCRIBE
Flexible working practices include: - Flexible start and finish times - Flexible rostering - Flexible leave arrangements - Rostered days off - Job share, working remotely and part time options EMPLOYEE WELLBEING
- Economic wellbeing is maintained but has declined as the employee is still in a job despite working less hours or taking a break from normal hours of work - An employee’s social wellbeing is observed as they are able to negotiate flexible leave arrangements around events in their life |
RIGHTS
It is an employee’s right to seek out their employer to negotiate these work patterns to suit their lifestyle and changing circumstances such as engaging or finishing study, starting a family or taking a trip. EMPLOYER WELLBEING
The employer’s social, emotional and economic wellbeing is maintained as, by granting flexible arrangements to their employees they not only appreciate their employer but are more willing and efficient in their work practices when they return to work or when they are at work in a part time or job share position |
RESPONSIBILITY
It is the employer’s responsibility to negotiate with employees on flexible work arrangements and comply with reasonable requests that meet company policy WORK PRACTICES
- Award standard leave is observed - Well trained and long service employees are kept on as workers even when they require time off or less hours - Employers have a wider range of employees in various work patterns to perform tasks suited to specific patterns of work e.g. filing is best suited to a secretary on a casual position |
Workplace culture, eg childcare, prayer room, kitchen
Childcare
DESCRIBE
Workplace that provides access to child care is said to have a family-friendly culture EMPLOYEE WELLBEING
Impacts emotional wellbeing, as having referral services or reserved places takes the ‘guess work’ out of finding a safe and suitable childcare centre as it is now one of the biggest inhibitors of women returning to the workforce |
RIGHTS
Employees are entitled to have childcare available for all occupations for all children with no discrimination impacted EMPLOYER WELLBEING
Impact on economic wellbeing, as having skilled women return to work after having children will significantly reduce retraining costs and increase productivity as their previous training will allow them to fit straight back into the working environment |
RESPONSIBILITY
- Duty of care of children - Ensuring that all roles of parenting and caring are transferred to individuals at childcare so employees/employers may return to the workforce WORK PRACTICES
Creates a high level of productivity as it ensures that all employees feel their children are safe at the childcare while also increasing their opportunities for promotions as they are already acquainted with training previously before childbirth |
Prayer Room
DESCRIBE
Prayer rooms are rooms set aside for multifaith prayer during work hours which acknowledge some peoples’ religious needs that require them to seek prayer during work hours and request a sacred or at least devoted space for doing so EMPLOYEE WELLBEING
This improves the individual's spiritual wellbeing as their religious needs are being observed by the use of this room for daily prayer during work hours and their social wellbeing may improve as this area may enable individuals to discover a co-worker’s religious affiliations and base a friendship on this commonality |
RIGHTS
This acknowledges the rights of all employees to be a part of any religion they choose and have the right to respectfully express and fulfill this aspect of their life in the workplace EMPLOYER WELLBEING
The employer may also be spiritually enhanced through personal use of the room or from the experience of their employees using the service, allowing them to discover other faiths and perhaps explore them as well |
RESPONSIBILITY
It is not required by law that a prayer room be set up in workplaces, however, an employer may feel the responsibility, particularly if he has many individuals of various faiths that require daily prayer in their employ, to provide this service WORK PRACTICES
- Acknowledging religious needs - Promoting equality in all areas of life |
Kitchen
DESCRIBE
A place in the workplace that provides an area to not only store food items but also socialise with each other and build relationships by trading information and setting weekend plans EMPLOYEE WELLBEING
Social and emotional wellbeing are both improved as there is a designated area at work for employees to socialise with one another and make plans for outside of work hours to make new friendships and form bonds |
RIGHTS
Employees have the right to expect this area to be available to them in a workplace and have the right to expect they can talk freely, however, the employer has the right to expect there is no conversations going on that ostrasise or victimise another employee or themselves. EMPLOYER WELLBEING
An employer’s emotional and social wellbeing is observed as they are also able to socialise with their employees and form relationships, though it is usually not allowed for employers to be in romantic relationships with their employees |
RESPONSIBILITY
It is an employer’s responsibility to provide such an area but it is also under their care to ensure there is no conflict arising from conversations held by employees. WORK PRACTICES
Enables employees to use a kitchen area that leads to healthier choices when it comes to lunch and therefore benefitting the workplace health as a whole |
Leave entitlements, eg parental, carers
Parental Leave
DESCRIBE
The NES has established a set of minimums for unpaid parental leave and covers all situations relating to birth-related leave, adoption leave and leave for those in de facto same-sex relationship EMPLOYEE WELLBEING
By giving employees time off (whether paid or unpaid) and the right to return to work, employers are enabling skilled parents to return to the workforce. these skilled workers are invaluable to the workplace as they increase staff morale and provide a happier sense to one’s self |
RIGHTS
- The right to return to work - Have the same or higher position as before leaving - Same amount of pay - Same respect EMPLOYER WELLBEING
With employees taking time off and being allowed to return to work, it impacts financially on the employer’s wellbeing with less training costs, increased staff morale and productivity |
RESPONSIBILITY
- To pay the right amount - Give the correct position back - If paid leave, pay on a regular basis WORK PRACTICES
HIgher productivity upon return to work |
Carer's Leave
DESCRIBE
Carer’s leave is paid leave that enables individuals to care for a spouse, child, parent or grandparent EMPLOYEE WELLBEING
When employees have paid time off to care for their dependants, spouses or parents, they can return to work and remain productive without worrying about their home situation |
RIGHTS
Employees are entitled to all forms of leave especially carers as they have the right to care for an individual in a time of need EMPLOYER WELLBEING
Impact on their economic wellbeing, as when employees are paid off they are paying for them not to be ultimately working at the office however when employees return the employer will benefit from their return as they will return while maintaining their productivity |
RESPONSIBILITY
It is a responsibility by law for employers to provide this leave for employees who are eligible for it WORK PRACTICES
- High productivity - Low absentees |
Long Service Leave
DESCRIBE
2 months of paid leave for the first 10 years of constant service to the same employer and a further one month paid leave for every additional five years of service EMPLOYEE WELLBEING
The employee’s emotional wellbeing will be enhanced when this leave is claimed as they will be able to take some time off to relax without sacrificing their financial wellbeing. This will also therefore enhance social wellbeing with the free time they have to improve their social life |
RIGHTS
It is an employee’s right to claim this leave from their employer once they have fulfilled the requirements to attain it EMPLOYER WELLBEING
The employer will be emotionally sustained as they know that, by giving their loyal employee this reward for service, they may be more enticed to remain in their employ longer, leaving the employer with a very experienced and well versed employee in their workplace |
RESPONSIBILITY
An employer is responsible for acknowledging this leave and allowing employees to claim this when they meet the requirements, providing a substitute employee to fill their post if required WORK PRACTICES
- Enhances skills of workforce as a whole through enticing long service from newer employees - Ensures loyalty of already long-service employees - Promotes equality and fairness in the access of this leave among workers |
Annual Leave
EMPLOYEE WELLBEING
The employee’s social and emotional wellbeing will be improved upon taking this leave as there will be more free time for the individual to spend with family and friends after working hard for so long, though also without having to sacrifice financial stability DESCRIBE
Employees under the Annual Holidays Act 1944 (NSW) are entitled to 4 weeks of paid annual holidays which can be used in one-four separate blocks if agreed upon and cannot be taken until the one year anniversary of work |
EMPLOYER WELLBEING
The employer’s emotional wellbeing will be enhanced as they know providing their employees with their entitled leave will be a step towards their long term loyalty which benefits the workforce as a whole RIGHTS
The employee has the right to request this leave if they meet the requirements to be entitled to it and they also have the right to negotiate when this leave will be taken and in what number of blocks, though the employer also has the right to request, though not demand, a pattern of holiday that will suit the both of them |
WORK PRACTICES
- Adhering to leave entitlement laws - Providing a reward for lengthy periods of hard work - Boosts workplace loyalty and morale RESPONSIBILITY
It is in the employer’s responsibility to respond to requests for this leave made by employees that are entitled to it and to provide a substitute employee if required while the leave is taken |