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Level 2 Award in: Employment Responsibilities and Rights in Health and Social Care and Children and Young People’s Settings Workbook - March 2015 Learner Name:

Contents  1. Know the statutory responsibilities and rights of employees and employers within own area ........................................................................................................ 4  What is equality? .................................................................................................... 4  What is diversity?.................................................................................................... 4  Anti-discrimination .................................................................................................. 4  Sex discrimination................................................................................................... 5  Positive action ........................................................................................................ 6  Age discrimination .................................................................................................. 6  Disability discrimination .......................................................................................... 7  Explain the main aspects of these policies with your setting: ................................. 8  Explain the main aspects of the following: .............................................................. 9  The Basic Provisions of Health and Safety Legislation ...................................... 11  The Health and Safety at Work Act 1974 (HASAWA) ........................................... 11  What is COSHH? (2002) ...................................................................................... 11  What is RIDDOR?................................................................................................. 12  When to report? .................................................................................................... 12  How to report ........................................................................................................ 12  What records should be kept ................................................................................ 12  The Manual Handling Operations Regulations 1992 ............................................ 13  2. Understand agreed ways of working that protect own relationship with the employer. ................................................................................................................ 19  Organisations for support and information: ........................................................... 19  Work related information: ...................................................................................... 19  Contract of Employment: What should be included? ............................................ 19  Pay Slips - What they should look like .................................................................. 20  Example payslip.................................................................................................... 20  What does this mean? .......................................................................................... 20  Grievance procedure: ........................................................................................... 22  3. Understand how own role fits within the wider context of the sector ........... 24  Roles within the health, social care and children and young people’s workforce: . 24  Sector Skills Council ............................................................................................. 26  Regulators: ........................................................................................................... 27  4. Understand career pathways available within own and related sectors ....... 29  Career planning: ................................................................................................... 29 

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Appraisals: ............................................................................................................ 29  5. Understand how issues of public concern may affect the image and delivery of services in the sector. ....................................................................................... 31  Safeguarding ........................................................................................................ 31  Issues of public concern: ...................................................................................... 31 

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1. Know the statutory responsibilities and rights of employees and employers within own area What is equality? Equality is about treating people equally and fairly, regardless of their differences. The law is clear on this. Nobody can be treated less favourably purely on the basis of age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation. Also, part-time workers must not be treated less favourably than equivalent full-time workers. Equality is about removing any barriers to equal treatment for everyone.

What is diversity? Diversity is all about valuing and respecting all forms of difference in people. We live in a diverse world where everyone is different – in some way – from everyone else. Those differences are sometimes used as a justification for treating people unfairly. Even though we are all different, we should all have the same opportunities: equal access to jobs, services, health care, and so on.

Anti-discrimination The Equality Act 2010 replaced previous anti-discrimination laws with a single Act, making the law easier to understand and strengthening protection in some situations. It sets out the different ways in which it’s unlawful to treat someone. It’s unlawful to treat anyone less favourably on the basis of a whole range of factors: • • • • •

Race/colour Nationality Ethnic or national origin Gender/sex Marital status or pregnancy

• • • • •

Religion or belief Sexual orientation Disability Gender reassignment Age

Everyone has the right to receive equal pay for work of the same value, regardless of whether they are a man or woman. All aspects of employment (or prospective employment) are protected from age discrimination, including: • • • • •

Recruitment Employment terms and conditions Promotions and transfers Training Dismissals

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Training and promotion opportunities should be publicised to all employees and open to everyone on a fair and equal basis, regardless of age. Employers cannot discriminate against workers because of a physical or mental disability, nor should they fail to make reasonable adjustments to accommodate a worker with a disability. The Equality Act 2010 covers the following in relation to disability:       

 

Application forms Interview arrangements Aptitude or proficiency tests Job offers Terms of employment including pay Promotion, transfer and training opportunities Work-related benefits, such as access to recreation or refreshment facilities Dismissal or redundancy Discipline and grievances

Anti-discrimination law also protects employees who have made a complaint or intend to complain about unfair treatment. EU anti-discrimination law has been adopted across all member states, including the UK. Just as in the UK, if you employ anyone within the EU, you must make sure that you do not discriminate against them because of their racial or ethnic origin, religion or belief, disability, age, or sexual orientation. This means:    

Giving everyone in your company equal treatment at work and access to training Making sure that disabled people can work comfortably Providing equal access to employment Having an equal pay system

Sex discrimination An employer cannot discriminate against you because:  Of your sex  You are married or in a civil partnership  You have gone through, are going through or intend to go through gender reassignment (this means someone who changes their sex under medical supervision)

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Positive action In some circumstances, the law allows an employer to encourage or offer support specifically to men or women (called ‘positive action’). In some cases, a job can be offered to someone of a particular sex because of what is called a ‘genuine occupational qualification’. Examples could include:   

Some jobs in single-sex schools Jobs in some welfare services Acting jobs that need a man or a woman

Age discrimination Under the Equality Act 2010, you cannot be denied a job, equal chance of training or promotion based on your age, nor can you be harassed or victimised because of it. The act applies to all employers, private and public sector, the voluntary sector, vocational training providers, trade unions, professional organisations and employer organisations. However, some work activities can only be undertaken by a person over a minimum age. Employers can’t discriminate on the basis of age during recruitment. Your skills should be considered, rather than your age. Job descriptions should not refer to age (either specifically or by using language that implies an age, such as ‘mature’ and ‘young’ or ‘energetic’) unless this can be justified. Experience, skills and ability should be considered when these are equivalent to qualifications. According to the law, it is not permitted on the grounds of age to:      

Discriminate directly against you – that is, to treat you less favourably than others because of your age – unless it can be objectively justified Discriminate indirectly against you – that is, to apply a practice which would disadvantage you because of your age – unless it can be objectively justified Victimise you because you have made or intend to make a complaint or allegation or have given or intend to give evidence in relation to a complaint of discrimination on grounds of age Discriminate indirectly against you – that is, to apply a practice which would disadvantage you because of your age – unless it can be objectively justified Victimise you because you have made or intend to make a complaint or allegation or have given or intend to give evidence in relation to a complaint of discrimination on grounds of age Discriminate against you, in certain circumstances, after the working relationship has ended

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Disability discrimination The Equality Act 2010 makes it unlawful to: 

    

discriminate directly against you – that is, to treat you less favourably than others because of your disability, or because of something connected with your disability, or because you are associated with (e.g. care for) someone with a disability discriminate indirectly against you – that is, to apply a practice which would disadvantage you because of your disability unless it can be objectively justified subject you to harassment – that is, unwanted conduct that violates your dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment Discriminate indirectly against you – that is, to apply a practice which would disadvantage you because of your age – unless it can be objectively justified Victimise you because you have made or intend to make a complaint or allegation or have given or intend to give evidence in relation to a complaint of discrimination on grounds of age ask questions, except in certain circumstances, about your health before offering you a job

Equality and Human Rights Commission Website:http://www.equalityhumanrights.com/

How do these Equality laws relate to your work? Give three examples: 1.

2.

3.

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Explain the main aspects of these policies with your setting: a) Equal Opportunities Policy

b) Health and Safety Policy

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Explain the main aspects of the following: a) Data Protection

b) Children’s Act/ Care Standards Act 2000

c) Equality Act 2010

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Why do these Acts exist?

State 3 sources where advice and guidance can be found relating to employment rights and responsibilities. 1.

2.

3.

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The Basic Provisions of Health and Safety Legislation The Health and Safety at Work Act 1974 (HASAWA) Applies to all work premises. Anyone on the premises is covered by and has responsibilities under the Act; employees, supervisors, directors and visitors. It relates to aspects such as:       

Safe entry and exit routes Safe working environment Well maintained, safe equipment Provision of protective clothing Safe storage of articles and substances Information on safety Appropriate training and supervision

Requires all employers, as far as is reasonably practicable, to ensure the health, safety and welfare at work of their employees. They should: •

•

Prepare and continually update a written statement on the health and safety policy of the company and circulate this to all employees (if there are five or more of them). Allow for the appointment of safety representatives selected by a recognised trade union. Safety representatives must be allowed to investigate accidents or potential hazards, follow up employee complaints and have paid time off to carry out their duties.

What is COSHH? (2002) COSHH are regulations that require employers to Control Substances that are Hazardous to Health. Exposure to hazardous substances can be prevented or reduced by:     

Finding out what the health hazards are. Deciding how to prevent harm to health (risk assessment). Providing control measures to reduce harm to health. Making sure they are used. Planning for emergencies

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  

Keeping all control measures in good working order. Providing information, instruction and training for employees and others. Providing monitoring and health surveillance in appropriate cases.

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Most businesses use substances, or products that are mixtures of substances. Some processes create substances. These could cause harm to employees, contractors and other people. Sometimes substances are easily recognised as harmful. Common substances such as paint, bleach or dust from natural materials may also be harmful.

What is RIDDOR? It stands for the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (2013) RIDDOR requires that work related accidents, diseases and dangerous occurrences or reported. It is a legal requirement and applies to all work activities.

When to report? If there is an accident connected with work and: 

Death or major injury- if an employee, self–employed person or a member of the public is killed or taken to hospital. You must notify the enforcing authority without delay.



Over seven day injury – accident report form (F2508) needs to be completed and sent to the enforcing authority within ten days. An over seven day injury is one which is not major, but results in the injured person being away from work or unable to do the full range of their normal duties for more than seven days (including any days they wouldn’t normally be expected to work such as weekends, rest days or holidays) not counting the day of the injury itself.



Disease – if a doctor notifies you that your employee suffers from a reportable work-related disease you must send a completed disease report form (F2508A).



Dangerous occurrence – If something happens which does not result in a reportable injury, but which clearly could have done, it may be a dangerous occurrence, which must be reported immediately to the enforcing authority.

How to report In general, you should contact the Environmental Health Department of your local authority. The address and telephone number will be in the telephone book under the authority’s name.

What records should be kept You must keep a record of any reportable injury, disease or dangerous occurrence for three years, after the date on which it happened.

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Examples of major injuries, dangerous occurrences and diseases are:

         

Fracture other than to fingers, thumbs or toes Amputation Dislocation of the shoulder, hip, knee or spine Loss of sight (temporary or permanent) Chemical or hot metal burn to the eye or any penetrating injury to the eye Injury resulting from an electric shock or electrical burn leading to unconsciousness or requiring resuscitation or admittance to hospital for more than 24 hours Any other injury: leading to hypothermia, heat-induced illness, unconsciousness, requiring resuscitation or requiring admittance to hospital for more than 24 hours Unconsciousness caused by asphyxia or exposure to harmful substances or biological agents Acute illness requiring medical treatment, or loss of consciousness arising from absorption of any substances by inhalation, ingestion or through the skin Acute illness, requiring medical treatment, where there is reason to believe that this resulted from exposure to a biological agent, its toxins or infected material.

The Manual Handling Operations Regulations 1992 The regulations have been put in force to try to reduce the very large incidences of injury and ill health arising from the manual handling loads at work. The regulations apply to all work activities with the exception of those normally covered by merchant shipping legislation for which there are separate regulations. The regulations are concerned with the risk of injury from a manual handling operation and not with the risks posed by loads, which are seen to be hazardous. The definition of a manual handling operation is any “transporters or supporting of a load including the lifting, pulling, pushing, putting down, carrying or moving by hand or by bodily force”. The employer should:    

Avoid the need for hazardous manual handling, as far as reasonably possible. Assess the risk of injury from any hazardous manual handling that can’t be avoided. Reduce the risk of injury from hazardous manual handling as far as reasonably practicable. Assess the risk of injury from any hazardous manual handling that can’t be avoided.

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Employees have duties too. They should:     

Follow appropriate systems of work laid down for their safety. Make proper use of equipment provided for their safety. Co-operate with their employer on health and safety matters. Apply the duties of employees, as appropriate, to their own manual handling activities. Take care to ensure that their activities do not put others at risk.

Avoid manual handling where possible. Where it is unavoidable adopt the following: 





  

A good posture when lifting from a low level. Bend the knees, but do not kneel or over flex the knees. Keep the back straight tucking in the chin helps. Lean forward a little over the load if necessary to get a good grip. Keep the shoulders level and facing in the same direction as the hips Get a firm grip; try to keep the arms within the boundary formed by the legs. The best position and type of grip depends on the circumstances and individual preferences, but it must be secure. A hook grip is less tiring than keeping the fingers straight. If you need to vary the grip as the lift proceeds, do it as smoothly as possible. Keep close to the load; keep the load close to the trunk for as long as possible. Keep the heaviest side of the load next to the trunk. If a close approach to the load is not possible slide it towards you before you try the lift. Don’t jerk-lift, keep control move the feet, don’t twist the trunk when turning to the side Put down, then adjust if precise positioning of the load is necessary, put it down first and then slide it into the desired position.

Risk assessments are necessary to assess what risk there is to the individual and to look at all the ways to prevent injury.

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Research the following Health and Safety regulations; a) Control of substances hazardous to health (COSHH)

b) Manual Handling

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c) Food Hygiene

d) Reporting of diseases and dangerous occurrences at work regulations (RIDDOR)

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e) Risk Assessments

f) Protective Clothing (PPE) and dress code

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How should you follow the Health and Safety at Work Act 1974 to keep yourself and others safe?

How do you work safely whilst carrying out your duties? Explain the Code of Conduct.

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2. Understand agreed ways of working that protect own relationship with the employer. Organisations for support and information: ACAS They aim to improve organisations and working life through better employment relations. This is done by supplying up-to-date information, independent advice and high quality training, and working with employers and employees to solve problems and improve performance. Trade Unions They are organisations which represent employees in discussions about terms and conditions of service, i.e. pay, working hours etc. There are different trade unions for different types of work. An employee has the right to join a trade union but no one has to belong. Citizens advice bureau To provide advice to people for the problems they face The service provides free, independent, confidential, and impartial advice to everyone on their rights and responsibilities. It values diversity, promotes equality and challenges discrimination

Work related information: Contract of Employment: What should be included? The following should be provided in writing within 2 months of starting.   

Name of employer and employee Date when employment began Scale and rate of wages

  



Hours of work and any conditions related to them

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

Holiday entitlements

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

Individual amount of any variable deductions National Insurance number Pay rate

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Individual amount of any fixed deductions Net amount of wages

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Tax codes Additional payments

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Place of work Grievance procedure Amount of wages before any deductions Amount of wages before any deductions

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Pay Slips - What they should look like Example payslip

What does this mean? 1. Your personal information Your name and permanent home address will be shown here. If you're on longterm sick leave, for example, this means that you should still usually be able to receive your payslip. 2. Tax code and National Insurance number Your tax code is given to you by the Inland Revenue - it tells your employers how much tax to deduct from your pay. If you have the wrong tax code you could end up paying too much or too little tax. Your National Insurance (NI) number is also usually shown on your payslip. You have to have a NI number to work in the UK, and it stays the same for your whole life, even if you move abroad or change your name. Your NI number is like your personal account number for the whole social security system. It makes sure your National Insurance contributions and the tax you pay are properly recorded on your account. You pay National Insurance contributions to build up your entitlement to certain state benefits, including the State Pension. The contributions are taken automatically from your pay (unless you are self-employed).

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3. Payments - wages, bonuses, etc. This section shows the amount of your wages before any deductions (gross wages), like tax, pension or national insurance contributions. It might also show a breakdown of how your pay was calculated - maybe an hourly or weekly rate multiplied by the number of those hours or weeks you've worked. It could also show any bonuses or commission you've earned. 4. Deductions - taxes, pension, etc. Your payslip must show the amount of any fixed deductions (such as trade union subscriptions). It'll also show individual amount of any variable deductions, like tax, National Insurance and pension contributions, which have been made 5. Year to date Usually, you'll see a section that shows how much you've been paid so far in the financial year (6 April one year to 5 April the next year). It will probably how much tax you've paid so far in the year, and the amount of National Insurance contributions both you and your employer have made. You may also have a section called 'Pay this period', which will show you a breakdown of how you've been for the period that your payslip covers. That means it might be weekly or monthly. 6. Net pay - what's left Your payslip will show your take-home pay for this period: the net amount of your wages. This is the total after deductions like tax have been made. You can check this against your bank statement to make sure they're the same amounts.

Describe the information shown on your own pay slip, why do you need to know this?

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What is included in your contract of employment? What is covered in this?

List professional bodies that can give information and support to employees.

Grievance procedure: The grievance procedure should be in writing, and should tell you:      

Who you should complain to first (often, you are asked first of all to try to resolve the problem with the person concerned) Whether or not the complaint must be in writing How soon after the incident you must make it Which people will be involved in dealing with it? What the outcome could be How long each stage will last

There are normally 3 stages: 

Written



Meeting



Appeal

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Does your setting have a policy for staff grievance? If so, what are the main points and describe how many steps there are in the procedure.

Identify personal information that needs to be kept up to date with your employer.

Explain agreed ways of working with your employer and how they are maintained.

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3. Understand how own role fits within the wider context of the sector Roles within the health, social care and children and young people’s workforce: Below, are some real examples of job advertisements for roles in this sector that highlight what would be expected from a candidate. Nursery nurse: Job description Job Title Location Employer

Nursery nurse Nationwide Our client is a well-established nursery based in Berkshire serving thousands of families throughout its history.

Job purpose Our client is looking for nursery nurses to join their passionate childcare professionals to support the quality care and learning opportunities. These positions are located at two sites in Berkshire in Arborfield and Bracknell. The ideal candidate •At least a Nursery Nurse NVQ Level 3 qualification. •A solid understanding of early years foundation. •Good planning, observing and record keeping skills. •At least one year of experience working with babies and toddlers preferably in a nursery setting. •Be a team player who is able to demonstrate a willingness and ability to accept responsibility. •Have a key eye for health and safety and safeguarding issues. •Build positive relationships with children, parents and colleagues. •Have a good, professional level of spoken and written English. Benefits • Competitive salary • Possible progression to a more senior role http://www.cv-library.co.uk/job/202038991/Nursery-Nurse-Level-3

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Social Worker: Job description JOB TITLE Social Worker IMPORTANT INFORMATION Location: Sheffield, South Yorkshire MAIN PURPOSE AND SCOPE OF THE JOB Search consultancy are working with South Yorkshire Authorities to source experienced Qualified social Workers who have demonstrated experience within Child Protection, and have experience carrying out section 47 enquiries. There are currently urgent requirements for these candidates to work within duty and assessment teams across the area. DUTIES AND KEY RESPONSIBILITIES - Managing a Children & Families caseload of various levels of complexity, involving the assessment, planning, implementation and evaluation of appropriate action, to ensure that resources are utilised effectively to safeguard and promote the welfare of children and their families. - Liaising with other agencies and attending and chairing case conferences to ensure that all parties are working in unison to ensure the best outcomes for each case. - Using child protection legislation to make decisions and recommendations on behalf of the local authority, and making referrals to other teams within the local authority as well as external agencies - Preparing court papers and attending hearings, giving evidence where required. The successful post holder should be working in line with the competency standards set out in the Competency Assessment Social Worker Career Grade. MANDATORY REQUIREMENTS This position is subject to an enhanced DBS disclosure and current GSCC registration. Experience working within a statutory local authority child protection role is essential. http://www.reed.co.uk/jobs/qualified-social-worker-childprotection/26670952#/jobs/social-worker-in-sheffield

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Care worker: Job description Title: Care Worker Location: Wilmslow, Cheshire Helping Hands is looking for Home Care Workers. With our recruitment phone lines open 7 days per week and a commitment to offering a continuity of care, we can get you working as quickly as you are available. It’s never been a better time to join one of the fastest growing care companies in the UK. Here at Helping Hands, we try and improve people’s lives in whatever way we can; we always think about how we can do things better, go the extra mile and make things possible. Role Responsibility: As one of our domiciliary carers, you’ll care and support our customers in their own home in a variety of ways, based on their individual circumstances. You’ll provide companionship and personal care, oversee medication and be involved with meal preparation, shopping and light domestic duties. You’ll get to know the people you’re caring for and understand exactly what they want and need, helping them achieve things that they wouldn’t be able to do by themselves, allowing them to live independently. By listening and understanding, you’ll treat all our customers with dignity, patience and compassion, developing relationships based on trust and reassurance. The Ideal Candidate: As a Care Assistant you will be considerate, kind-hearted and compassionate, you’ve a caring nature and a positive, sociable disposition. You’re a superb communicator – you know exactly when you should listen and when you need to step in and help. You understand what your customers need and will do everything you can to make it happen. Brilliant at multi-tasking, it goes without saying that as a Support Worker you will have great attention to detail and always remain calm under pressure. If you’ve experience as a domiciliary carer either in a care home, NHS care or in private care that would be useful, but you’ll undergo full training at our centre of excellence training academy. http://jobsearch.helpinghands.co.uk/jobs/job/CarerCare-AssistantSupportWorkerHome-Carer-Wilmslow-Cheshire/124?jobboard=%22Indeed%22&c=7316/18

Sector Skills Council For health and social care and the children and young people’s workforce the Sector Skills council is Skills for Care and Development. Please look at the website for more information which you can then break down into either: Skills for Care – health and social care or Children’s Workforce Development Council (CWDC) – Children and young people Website is as follows:

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http://www.skillsforcareanddevelopment.org.uk/Aboutus/about_us.aspx

Regulators: Care Quality Commission (CQC) - Health and Social Care They are the independent regulator of health and social care in England. “We regulate care provided by the NHS, local authorities, private companies and voluntary organisations. We aim to make sure better care is provided for everyone in hospitals, care homes and people's own homes. We also seek to protect the interests of people whose rights are restricted under the Mental Health Act.” http://www.cqc.org.uk/ Ofsted “We inspect and regulate to achieve excellence in the care of children and young people, and in education and skills for learners of all ages.” http://www.ofsted.gov.uk/

Explain how your own role fits within the delivery of the service provided in your setting and what effect do you have on the service you provide.

Name the representative bodies that influence your sector (OFSTED, CQC etc.) and describe what their main role and responsibilities are.

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Describe how your role links in with these representative bodies and the wider sector.

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4. Understand career pathways available within own and related sectors Career planning: When planning your career you need to follow 4 steps: Self: Gather information on yourself including your interests, values, goals and skills. Options: Explore the area you are interested in, research the roles you are interested in. You could also look at volunteering or job shadowing to get a real life experience of the job. Match: Match the above with possible occupations that you are interested in. Narrow it down for example in the care sector there are numerate job roles. Action: Plan step by step what you need to do to get to the dream job. Do you need qualifications?

Appraisals: In many organisations, performance appraisals and performance reviews are used as the main ways of facilitating the evaluation of staff performance. Performance appraisal is the periodic process through which an individual's performance is evaluated and discussed. Performance appraisals usually take place once a year, which is why the term 'annual appraisal' is often used. A performance review is a chance for the team leader to sit with the individual and review their progress. Whereas an appraisal takes place once a year, reviews are interim checks and in many cases take place regularly every quarter. A review has many of the elements of a performance appraisal but generally is less formal and doesn't take as long. Whereas the outcome of an annual performance appraisal could be a recommendation for promotion or a rise in salary, the outcome of a review is more likely to be a change in objectives, or a new development plan that will help achieve the current objectives.

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List 4 possible career paths that you could pursue in your sector and how you can access them.

Identify sources of information related to a chosen career path.

Identify next steps in own career pathway.

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5. Understand how issues of public concern may affect the image and delivery of services in the sector. Safeguarding The Disclosure and Barring Service (DBS) helps employers make safer recruitment decisions and prevents unsuitable people from working with vulnerable groups, including children. It replaces the Criminal Records Bureau (CRB) and Independent Safeguarding Authority (ISA). They are responsible for:   

processing requests for criminal records checks deciding whether it is appropriate for a person to be placed on or removed from a barred list placing or removing people from the DBS children’s barred list and adults’ barred list for England, Wales and Northern Ireland

A DBS check may be needed for:  

certain jobs or voluntary work, e.g. working with children or in healthcare applying to foster or adopt a child

Criminal record checks The DBS search police records and, in relevant cases, barred list information, and then issue a DBS certificate to the applicant. Information released on DBS certificates can be extremely sensitive and personal. Therefore a code of practice for recipients of criminal record information has been developed by the DBS to ensure that any information they get is handled fairly and used properly. https://www.gov.uk/government/publications/dbs-code-of-practice A list of guidance documents about the DBS checking service is available on their website https://www.gov.uk/government/collections/dbs-checking-service-guidance-2.

Issues of public concern: Throughout recent years our sectors have faced issues of public concern these include:  Victoria Climbie (Childcare)  Baby ‘P’ (Childcare)  Ian Huntley (Childcare)  Harold Shipman (Health and Social Care)  The Caldecott Enquiry (Health and Social Care)  The Winterbourne Enquiry (Health and Social Care)

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These cases have changed the way we work within our sector and have had a massive impact. They are very public cases and have affected the public view point and can damage the ‘image’ of the sector. They can also have positive outcomes and change our working practices for the better. (Although it should be pointed out that these types of cases should not have to occur for this to happen) The public often need to be re-assured that those who work within the care sector are competent. Ways in which we can assure the public is by staff obtaining the relevant qualifications set by the regulatory body, constant updating of policies and procedures, Continuous Professional Development (CPD) and being aware of changes affecting the sector, details of which are often available on Skills for Care website. Research the names from above and write about the main points of each case.

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Outline different viewpoints around an issue of public concern relevant to the sector.

Describe how issues of public concern have altered public viewed of the sector.

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Describe recent changes in service delivery which have affected own area of work.

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