欢迎来到留学生英语论文网

当前位置:首页 > 论文范文 > Health

Employment at the Kindly Residential Care Home

发布时间:2017-04-08
该论文是我们的学员投稿,并非我们专家级的写作水平!如果你有论文作业写作指导需求请联系我们的客服人员

EMPLOYMENT AT THE KINDLY RESIDENTIAL CARE REST HOME

Annual Salary

Salaries/wages shall be determined by the Director, based on budget deliberations and proportionate with the experience of the successful candidate. The organization shall pay employees on a fortnightly basis, less the usual and necessary statutory and other deductions payable in accordance with the Employer’s standard payroll practices. These payroll practices maybe changed from time to time at the Employer’s sole discretion. Currently, payday occurs every 3rd week of Wednesday and covers the pay period ended the previous Sunday.

Professionalism

When representing the Kindly Residential Care Rest home, all staff should dress and behave appropriately. The company provides a designated uniform for all the departments. All staffs should choose to dress in a manner which presents a professional image to the public and is respectful of others. Excessive use of profanity is neither professional nor respectful to co-workers and will not be tolerated.

Performance Appraisals

The performance review document will be a living document for each employee in the Kindly Residential Care Rest Home. Each employee will be responsible for developing their respective work plan for the year. This plan will be reviewed by Management and amended as necessary. At the time of the performance appraisal, the employer and employee will review the objectives and the results achieved. Throughout the year, the employee and employer may refer to this document to track progress made toward objectives, highlight areas of concern and designate challenges identified along the way.

With regard to performance reviews, for all employees of KRCRH, will occur near the end of April, and annually thereafter. Employees should prepare for this meeting by preparing a draft work plan for the coming year. This meeting is to review successes and challenges from the preceding year, and to establish the objectives for the coming year. This would also be the opportunity for either party to identify and recommend professional development opportunities which may assist the employee in their day to day work or to grow within the organization. Once complete, both parties shall sign off on the final document and it shall be added to the employee’s personnel file.

Discipline

Discipline at KRCRH shall be rational, depending on the nature of the problem. Its purpose is to identify unsatisfactory performance and / or unacceptable behaviour. The stages may be:

  1. Verbal reprimand- prior entering into formal disciplinary proceedings, the employee will be given a chance to improve his/her performance. This maybe in a form of informal verbal warning. The very reason for this to encourage the workers to perform in a manner that is apt to their kind of work.
  2. Written reprimand-prior to any corrective proceedings, employment regulations mandates the worker be advised of the specific accusation and of the likely consequences should the charge be found to be true. During the conference, the worker will be given the chance to explain the accusation or deny the certain charge to him/her. The work’s explanation and other qualifying conditions will be considered prior a decision is made on definite course of action.

If the director of the KRCRH decides to issue a warning, this will be formally and clearly issued and established in a written form. The staff will be advised of any curative action that is needed and the outcome of continued transgression or second-rate work performance.

iii.Dismissal- the following reasons are generally recognized as legal and accepted work-related that might validate corrective action that leads to dismissal:

  • repeated delinquency, or serious misdemeanours (i.e. some form of wrongdoing), and
  • Poor performance – an on-going failure to meet the judicious expectations of the job.

Some conditions may be serious enough that all three steps are not used. Examples of these types of conditions are theft, assault or unruly neglect of duty. In all cases, documentation should be included in the employees personnel file.

Hours of Work

Human Resource Management Staff

The regular office hours for the Kindly Residential Care Rest home are 8 a.m. to 4:30 p.m. Monday through Friday inclusive (excluding holidays), with core operational hours being 9 a.m. to 3:30 p.m. During core hours, it is expected that most staff will be available. All employees are expected to work 7.5 hours per day, which include those hours indicated as core, exclusive of an unpaid eating break of at least thirty (30) minutes. Employees may also be expected to work such other hours as may be requested or required, from time to time. Employees hired on a part time basis will have schedules determined on a case by case basis.

Healthcare Worker staff

The Parties agree that the employee’s hours of work shall set by the HR department who is making the roster in advance in accordance with a weekly roster. Unless there are exceptional circumstances (which include but not limited, the HR person in charge of roster-making receives short- notice or urgent requirement for the provision of its services) the employee shall be given at least 7 days’ notice of a new roster. In setting the roster, the KRCRH shall provide the employee with 2 consecutive days off within a reasonable period. Any roster is subject to change, without notice.

  1. The employee maximum hours of work per fortnightly are 40 hours.
  2. The hours of work may be any day of the week including Saturday and Sunday and may include overnight work.
  3. During Breaks

The employee is entitled to rest breaks as se out below:

  1. One paid 10 minute rest break if the employee work period is between two and four hours;
  2. One paid 10 minute rest break and one unpaid 30 minute meal break if the work period is between four and six hours;
  3. Two paid 10 minute rest breaks and one unpaid 30 minute meal break if the work period is between six and eight hours.

Employees are required to notify the HR department who is responsible for the roster making or the Registered nurse on duty, in advance, of planned days away from the care facility. Unplanned absences should be reported immediately to the HR department as soon as could reasonably be expected.

Statutory Holidays and Entitlements

Giving employees time away from work is important for the health of business. Permitting leave gives workers a chance to de-stress, boost their batteries and coming back to work with transformed enthusiasm and dynamism. This often yields into increased efficiency, better workplace relationships and better-quality customer service.

Generally, the employee will not be required to work on a public holiday. As such, for the purposes of the Holiday Act 2003 a public holiday will not be a working day for the employee and the employee will not be entitled to pay on a public holiday. However, the employer reserves the right to require the employee to work on a public holiday in accordance with the roster. Should the employer of KRCRH require the employee to work on any part of a public holiday, the employer will pay the staff an additional amount of no less than the relevant daily rate for the hours actually worked on the day, plus half that amount again. If the staffs work on a public holiday, the staff will be entitled to an alternative holiday.

New Zealand has 10 public holidays for which staff will be paid. These are:

New Year's Day

New Year's Day and the day after

Waitangi Day

Good Friday

Easter Monday

ANZAC Day

Queen's Birthday

Labour Day

Christmas Day

Boxing Day

Overtime

The employee maybe allowed to do overtime subject to the approval of the director of KRCRH. If the employee has done 37.5-44 hours per week, the staff maybe given time off in lieu. After working 44 hours a week, the employee will accumulate time off in lieu of the overtime pay at 1.5 the regular pay rate. The employee may choose to have a paid day off in lieu of the overtime earned during the course of work.

Business travels for conferences or meetings that cause an employee to depart or arrive home on a non-work day does not constitute overtime. If travel is part of the employee’s job, or could be reasonably expected to occur in the course of performing one’s duties, it is merely an inconvenience. Some travel, which may be exceptional to the employee’s normal duties, may qualify as overtime at the discretion of the Director.

Sourcehr -Disciplinary process. (n.d.). Retrieved from http://sourcehr.co.nz/hr-services/disciplinary-process.html

上一篇:Prosthodontic rehabilitation of a patient with missing teeth in the maxillary anterior aesthetic reg 下一篇:Occupational Health and Safety in New Zealand