Business Administration SAMPLE. NCFE Level 2 Certificate in Business Administration Knowledge. Part A

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1 NCFE Level 2 Certificate in Business Administration Knowledge Part A 1

2 These learning resources and assessment questions have been approved and endorsed by NCFE as meeting the requirements of the Level 2 Certificate in Business Administration Knowledge. Disclaimer: All references to individuals, groups and companies contained within these resources are fictitious and do not relate to any real person or company.

3 Introduction Business Administration Knowledge Welcome to this Level 2 Certificate in Business Administration Knowledge. Throughout the programme you will be required to undertake learning activities and assessments relating to a business environment. If you already have a role in a real or simulated work environment you will be able to focus your responses to the activities and assessments on this environment. If you do not already have a job role within a workplace you may be able to focus your responses by thinking about a business or organisation that you are familiar with, or one that you have access to. We hope you find all of the information contained within this resource pack interesting and informative. This learning resource and the assessment questions have been approved by NCFE as a great way to meet the learning outcomes for this qualification. (A complete list of the learning outcomes can be found on the last page of this resource.) The course is made up of four parts (A,B, C and D). This is Part A which contains one unit: Unit 1: Principles of personal responsibilities and working in a business environment As you start to read through each page you will be able to make notes and comments on things you have learnt or may want to revisit at a later stage. At the end of each section, you will be asked to go to your assessment booklet and answer the relevant questions. Once you have answered the questions, go to the next section and continue studying until all of the assessments have been completed. Please make sure you set aside enough time to read each section carefully, making notes and completing all of the activities. This will allow you to gain a better understanding of the subject and will help you answer the assessment questions accurately. Good luck with your study. Now let s begin! 1

4 Unit 1: Principles of personal responsibilities and working in a business environment Welcome to unit one. This unit is split into seven sections. These are: Section 1: Employment rights and responsibilities of employers and employees Section 2: Health, safety and security in a business environment Section 3: Communicating effectively with others Section 4: Working with and supporting colleagues Section 5: Work planning and accountability Section 6: Improving your performance Section 7: Encountering and dealing with problems in a business environment In order to complete this course successfully you should relate the material that you will cover to a workplace that you are familiar with. This can be a place where you are currently employed, a voluntary organisation where you work, a work placement or other work environment, such as a simulated workplace, that you have access to. Section 1: Employment rights and responsibilities of employers and employees This section will explore the following: Contracts of employment Legislation affecting employers and employees Sources of information on rights and responsibilities How representative bodies support the employee Equality and diversity in a business environment. 2

5 Contracts of employment Q. What is a contract of employment? A. A contract of employment is an agreement between you and your employer about how you will carry out the work and what you will get in return. The main points of a contract of employment are contained in The principal statement. This is a document that sets out the following information: The legal name of the employer s business The legal name of the employee The date when the job began Any earlier date where work with a previous employer is regarded as continuous with the current job for example, the Civil Service where all previous similar employment is added together to calculate future pension entitlement Pay how it is calculated and when it is paid Working hours Holiday entitlement, including public holidays and holiday pay Pension scheme Notice period Job title or a brief description of the job role. In addition to the above, some terms are included automatically by law in all contracts for example, the right not to suffer unlawful discrimination. 3

6 Business Administration A Activity 1: Contracts of employment M PL E Obtain a copy of your own contract of employment if you have one. Make notes below about the main points of the contract. You can use your notes to help with the assessment at the end of this section. Key Fact A contract of employment is an agreement between the employer and the employee about the nature of the work and conditions. SA i 4

7 Legislation affecting employers and employees Workplace legislation will vary according to the nature of the organisation and the type of work. However, legislation that applies to all places of work covers: Health and safety Equality and diversity Working conditions. Health and safety legislation The following examples are just a few of the health and safety laws and regulations that affect both employers and employees Health and Safety at Work etc Act 1974: Enables other health and safety regulations to be made Established the Health and Safety Executive (HSE) to propose new laws and enforce the existing ones with inspectors Applies to all employees in all types of employment Aims to protect all people on the employer s premises not just employees. The Management of Health and Safety Regulations 1999 enforces the requirement of employers to carry out risk assessments. Workplace (Health, Safety and Welfare) Regulations 1992 controls the safety of workplace conditions and facilities. Health and Safety (Display Screen Equipment) Regulations 1992 (as amended 2002) state that employers must: Analyse workstations to assess and reduce risks Make sure risk controls are in place Provide information and training. Personal Protective Equipment at Work Regulations 1992 state that employers must supply the correct PPE free of charge and provide training in its use. 5

8 The Manual Handling Operations Regulations (MHOR) 1992, (as amended in 2002) states that employers must: Avoid the need for hazardous manual handling, so far as is reasonably practicable Assess and reduce the risk of injury from any hazardous manual handling that cannot be avoided. Control of Substances Hazardous to Health Regulations 2002 (COSHH) require employers to: Carry out a risk assessment wherever employees may be at risk from hazardous substances Prevent or control exposure to hazardous substances by means other than Personal Protective Equipment (PPE) if possible Provide PPE if necessary but only as a last resort Put in place arrangements to deal with accidents and emergencies. The Regulatory Reform (Fire Safety) Order 2005 (RRFSO) states that: A fire risk assessment must be carried out and hazards and risks must be identified There must be an emergency plan to deal with the event of a fire and the evacuation of everyone on the premises Staff must be trained in fire safety. Reporting of Injuries, Disease and Dangerous Occurrences Regulations (RIDDOR) (2013) requires employers, and other people who are in control of work premises, to report and keep records of work-related deaths and certain specified injuries. 6

9 Equality and diversity legislation The Equality Act 2010 repealed all previous equality laws such as those relating to sex, race and disability discrimination. It replaced and consolidated the previous legislation under this one single Act. The Act makes it unlawful for employers to discriminate directly or indirectly on the grounds of protected characteristics such as gender, disability, sex, race, religion or belief. Harassment and bullying are also prohibited. Employers must provide equal treatment of men and women with regard to: Access to employment, including promotion Access to vocational training Working conditions, including pay Occupational social security schemes. Employers have the responsibility to provide equal pay, equal work, or work of equal value. Pay includes not only wages/salary but also conditions attached to pay for example, overtime rules and benefits such as company cars and health insurance. Working conditions legislation and procedures The Employment Rights Act 1996 protects employees against unfair dismissal. To dismiss someone an employer must show that they have: A valid reason that they can justify Acted reasonably in the circumstances Been consistent for example, they should not dismiss someone for doing something that they let other employees do Have investigated the situation fully before dismissing someone. The National Minimum Wage Act 1998 created a minimum wage across the UK. The National Minimum Wage is the minimum pay per hour almost all workers are entitled to by law. It doesn t matter how small an employer is, they still have to pay the minimum wage. The minimum wage rate depends on a worker s age and whether they are an apprentice. 7

10 The Employment Act 2002 created improvements to employees rights to parental leave including: Increases in the standard rate of statutory maternity pay and maternity allowance An increase in the period of maternity leave to six months paid maternity leave followed by up to six months unpaid leave The introduction of a right to two weeks paternity leave. This is in addition to the existing right to 13 weeks parental leave. Working Time Regulations 2009 gave all employees the right to 5.6 weeks paid holiday per year. In the UK this means that a full-time worker has the European minimum of four weeks plus an extra eight days the number of bank holidays in most of the UK. The annual leave entitlement for part-time workers is in proportion to the time that they normally work Grievance procedures are available if you are unable to solve a problem with your manager. If you have tried solving a problem or concern informally by talking to your manager but you are not satisfied, you can make a formal grievance complaint in writing. Your employer should have a written grievance procedure that tells you what to do and what happens at each stage of the process. After raising the grievance you will have a meeting to discuss the issue. You can appeal if you do not agree with your employer s decision. 8

11 Redundancy procedures mean that if you re being made redundant, you might be eligible for certain rights, including: Redundancy pay A notice period A consultation with your employer The option to move into a different job Time off to find a new job You must be selected for redundancy in a fair way for example you can t be selected because of your age, gender, or disability. If you are, this could be classed as an unfair dismissal. A i Activity 2: Legislation affecting employers and employees Use the websites listed at the end of this workbook to find more details about the previous legislation and procedures, and how they affect employers and employees. If you need help using the internet you should seek advice from your tutor. Key Fact There is a range of important legislation that affects employers and employees in a business environment. 9

12 Sources of information on rights and responsibilities There is a range of sources of information both inside and outside of the business environment where you can find information on employment rights and responsibilities. Internal sources of information! STOP AND THINK! Where would you look, or who would you ask, about employment rights and responsibilities inside a workplace? Jot down your ideas. Did you think of any of the following? Trades Union officials Staff association representatives Health and safety representatives Line manager or supervisor Human resources personnel Mentor Staff handbooks Induction documents. 10