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We have had some feedback from Personal Assistants and Employers that they would like information on aspects of employment.
The idea is to to grow this section over the next few months as we find out more available resources and feedback from what people want, but from a starting point of view, there are a couple of excelent resources available:
Toolkit for people who employ their own PA
This toolkit has been produced by Skills for Care and contains numerous templates and guidance when employing a PA. From job description template to contract template as well as tools to help with the interview and selection process. You can access the toolkit by clicking on the link below:
http://www.skillsforcare.org.uk/entry_to_social_care/recruitment/PAtoolkit.aspx
Being the Boss
A handbook for disabled employers and their Personal Assistants, including things such as terms and conditions of employment, house rules, and codes of conduct
http://www.scie-socialcareonline.org.uk/profile.asp?guid=ad0e3cf1-4ea3-4914-930f-0fed9a7ac766
Information for Employers
| Subjects (A – Z) | Summary Information | Resource Links |
|---|---|---|
Discipline |
For a dismissal to be fair you must act reasonably and follow your procedures (which should reflect the ACAS procedures).There are no small employer exemptions. You need to make sure your employees are clear what the rules are and act consistently and fairly. If an employee commits a criminal offence outside of their employment with you, then you still need to consider whether it is relevant to their employment or not. |
Business Link ACAS |
Equality and Diversity |
All equalities legislation is now found in one piece of legislation- The Equality Act 2010. As an Employer not only do you have a duty to treat employees fairly, you need to make sure that systems are in place to deal with any concerns and to try and prevent undesirable behaviour such as bullying or harassment. |
|
Grievances |
Even if you have good working relationships with your employees, sometimes concerns do occur. The key points are that you deal with any concerns promptly and fairly and follow your procedures. This is essential as an employee may be able to complain to an Employment Tribunal and you will need to able to show that you acted reasonably and properly. |
Business Link |
Maternity and New Mothers |
You will need to know about the right to paid time off for antenatal care, health and safety issues (e.g. risk assessments, especially important if the work is physical), maternity pay and leave. |
Business Link |
Recruitment |
You will need to invest time in getting the right people to ensure you get the best support possible. Ensure you follow a proper recruitment process that complies with equalities legislation and make the necessary checks to ensure employees have the right to live and work in the UK. If you need support with personal care tasks then you can ask for employee to be either male or female (this is known as a genuine occupational requirement). |
Business Link UK Border Agency |
Redundancy and Short Term LayOffs |
You may need to make your employee redundant if:
You may also have to temporarily layoff employees, example - if you need to go into hospital for length periods of time. Make sure you consult with your employees and pay them any redundancy payment that is due. |
Business Link ACAS |
Working Time and Time Off |
There are restrictions on the hours and patterns of work that you may employ people for (The Working Time Regulations). The reason for this legislation was to protect the health and safety of workers and you should always ensure you act reasonably. All employees have right to time off for holidays and to request time off/flexible working. Consider all requests carefully and follow guidance. |
Business Link |
Page last edited: 15 December 2010
