LEVEL 2 AWARD IN EMPLOYEE RIGHTS AND RESPONSIBILITIES IN THE LOGISTICS INDUSTRY

Transcription

1 LEVEL 2 AWARD IN EMPLOYEE RIGHTS AND RESPONSIBILITIES IN THE LOGISTICS INDUSTRY QUALIFICATION GUIDANCE England [ ] Wales [C ] A2601-C2 Issue 4 June 17

2 About ABC Awards ABC Awards is a leading national awarding organisation which has a longestablished reputation for developing and awarding high quality vocational qualifications. We are committed to developing qualifications, which help learners and organisations, by cultivating the relevant skills for learning, skills for employment and skills for life. We work with hundreds of centres nationally and thousands of learners achieve an ABC Awards qualification each year. ABC has an on-line registration system to help customers register learners on ABC s qualifications, units and exams. In addition it provides features to view exam results, invoices, mark sheets and other information about learners already registered. The system is accessed via a web browser by connecting to our secure website using a username and password. Sources of Additional Information The ABC website provides access to a wide variety of information. Copyright All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording or otherwise, without the prior permission of the publishers. This document may be copied by approved centres for the purpose of assessing learners. It may also be copied by learners for their own use. 2

3 Contents Qualification Summary 4 Introduction 6 Aims 6 Target Group 6 Progression Opportunities 6 Unit Details 7 Appendices: Recognition of Prior Learning (RPL), Exemption and Credit Transfer 16 Certification Glossary of Terms This is a live document and as such will be updated when required. It is the responsibility of the approved centre to ensure the most up-to-date version of the Qualification Guide is in use. Any amendments will be published on our website and centres are encouraged to check this site regularly. 3

4 Qualification Summary ABC Level 2 Award in Employee Rights and Responsibilities in the Logistics Industry Qualifications Level 2 Award in Employee Rights and Responsibilities in the Logistics Industry Regulated The qualification, identified above, is regulated by Ofqual and Qualifications Wales Assessment Internal assessment, internal and external moderation Grading Pass Operational Start Date 01/06/2011 Review Date 31/12/2017 Operational End Date 31/12/2017 Certification End Date 31/12/2019 ABC Sector Retail / Warehousing / Distribution QCDA Tier 2 Sector 7.2 Warehousing and Distribution Support from sector bodies Skills for Logistics ABC Administering Office See ABC web site for the Centre Support Officer responsible for this qualification 4

5 Level 2 Award in Employee Rights and Responsibilities in the Logistics Industry Rules of Combination: Learners must achieve 5 credits from the single mandatory unit. Unit Level Credit Value GLH Page No. Group A Mandatory Unit Employee rights and responsibilities in the logistics industry [H/502/9963] Numbers in box brackets indicate unit number If learners achieve credits from units of the same title (or linked titles) at more than one level, they cannot count credits achieved from both units towards the credit target of a qualification There are no specific entry requirements. ABC expects Entry Requirements approved centres to recruit with integrity on the basis of a learner s ability to contribute to and successfully complete all the requirements of a unit(s) or the full qualification Section 96/97 Pre LAD Aim Reference Recommended GLH 1 32 Recommended TQT 2 50 Credit Value 5 Points Score See ABC web site / Qualifications Directory Contribution to Threshold See ABC Qualifications Directory ASL Option N/A Foundation Learning N/A Type of Funding Available See LAD (Learning Aims Database) Minimum Qualification Fee See ABC web site for current fees and charges Unit Fee Unit fees are based upon a unit s individual credit value. Please see the ABC web site for the current fee charged per credit Please see ABC web site for qualifications that are eligible for Additional Information Credit Transfer/RPL/Exemption This could also include information about Technical Certificates/Apprenticeships 1 See Glossary of Terms 2 See Glossary of Terms 5

6 Introduction This qualification has been specifically developed to meet the needs of learners undertaking an Apprenticeship in the revised Skills for Logistics Apprenticeship Framework. For the status of this qualification within the Apprenticeship Framework check Skills for Logistics web site ( Aims The ABC Level 2 Award in Employee Rights and Responsibilities in the Logistics Industry aims to cover the employee s rights and responsibilities in the logistics industry, including the role of the logistics organisation, the use of information in relation to employment, sources of information, statutory requirements and policies and procedures relating to own job role and public concerns affecting the industry. Target Group This qualification is designed for those learners who are and 19+ who wish to gain a qualification in Employee Rights and Responsibilities in the Logistics Industry which forms part of a number of Apprenticeship Frameworks in the Logistics Sector. ABC expects approved centres to recruit with integrity on the basis of a learner s ability to contribute to and successfully complete all the requirements of a unit(s) or the full qualification. Progression Opportunities Learners may wish to progress onto higher level qualifications in this sector. Centres should be aware that Reasonable Adjustments which may be permitted for assessment may in some instances limit a learner s progression into the sector. Centres must, therefore, inform learners of any limits their learning difficulty may impose on future progression. Tutor/Assessor Requirements We require those involved in the assessment process to be suitably experienced and / or qualified. In general terms, this usually means that the assessor is knowledgeable of the subject / occupational area to a level above that which they are assessing. Assessors should also be trained and qualified to assess or be working towards appropriate qualifications. Language These specifications and associated assessment materials are in English only. 6

7 Unit Details Unit Title H/502/9963 Employee rights and responsibilities in the logistics industry Level 2 Credit Value 5 Guided Learning Hours 32 Unit Summary Learning Outcomes (1 to 6) The learner will 1. Know the employee rights and responsibilities in the logistics industry This unit is about the employee s rights and responsibilities in the logistics industry, including the role of the logistics organisation, the use of information in relation to employment, sources of information, statutory requirements and policies and procedures relating to own job role and public concerns affecting the industry Assessment Criteria (1.1 to 6.1) The learner can 1.1 Describe own work role in your organisation 1.2 Describe the statutory rights and responsibilities relating to own job role 1.3 Describe organisational policies and procedures in relation to own job role 1.4 Describe the main components of own contract of employment 2. Understand the role of the logistics organisation in employment rights and responsibilities 2.1 Identify the rights and responsibilities of the organisation 2.2 Identify problems that can occur when working to the employment rights and responsibilities of the organisation 2.3 Explain the appropriate action to take in order to deal with identified problems 3. Understand the use of information in relation to employment 3.1 Describe the main components of a pay slip 3.2 Review own pay slip for accuracy 3.3 Review key information contained in own contract of employment 3.4 Explain the importance of information held on your own personnel file 7

8 3.5 Identify the nominated person responsible for health and safety in your own workplace 3.6 Describe sources of advice and information in relation to employment rights and responsibilities 4. Know sources of information in relation to employment rights and responsibilities 4.1 Explain different types of representative bodies 4.2 Explain organisational policies and procedures that relate to employment rights and responsibilities 4.3 Describe the sources of advice and information in relation to employment rights and responsibilities to include access to work additional learning and support career pathways training opportunities health, safety and security trade unions 4.4 Select internal and external sources of information that are valid and reliable 5. Comply with employment rights and responsibilities in the workplace 5.1 Follow statutory requirements and organisational policies and procedures that relate to own job role including health, safety and security personal protective equipment equality, diversity and harassment data protection working hours safeguarding 6. Understand public concerns about the logistics sector 6.1 Describe issues of public concern that may affect your own organisation and the wider industry including environmental issues low carbon agenda 8

9 SUPPORTING UNIT INFORMATION H/502/9963 Employee rights and responsibilities in the logistics industry Level 2 INDICATIVE CONTENT Learning Outcome 1. Know the employee rights and responsibilities in the logistics industry Role within organisation Every organisation is different, and it is important that the learner gains an understanding of the organisation that employs them eg. the nature of the business what activities the organisation undertakes their role within the organisation Could refer to staff handbook Main areas to cover are main duties and responsibilities where to find this information line manager where the learner, colleagues and manager fit within the organisational structure who are the people they will be working most closely with and what is their role in the organisation trainers and/or mentors in the organisation the main policies and procedures applicable to their work role and where to find this information the main clients or customers of the organisation role in providing good customer service Statutory rights and responsibilities relating to own job role Legislation which is there to protect employee and employer at work Some of this is covered by the Employment Relations Act 2004, some by the Health and Safety at Work Act 1974 and various other Health and Safety Regulations, and some by other important pieces of legislation. Need to tailor to own job role. Aspects of employment covered by law could include those general to all employment and those specific to sector health and safety e.g. HASAW Act, COSHH etc data protection e.g. Data Protection Act anti-discrimination law relating to gender, race, disability, religion, age e.g. Disability and Equality Act, Race Relations Act, Sex Discrimination Act etc. conditions at work relating to working hours and holiday entitlements; sickness absence and sick pay e.g. Employment Rights Act child protection - Criminal Records Bureau (CRB) checks eg. Children Act N.B This is not an exclusive list. There may be other pieces of legislation which relate to specific job roles which may need to be considered Safe working practices are fundamental to the Logistics Sector The main piece of legislation is the Health and Safety at Work Act 1974 but there are many other Regulations that will also apply. Both employers and employees responsible for health and safety in the workplace. 9

10 Employers must safeguard, as far as is possible, to safeguard the health, safety, security and welfare of all those that work for them. All machinery is used and equipment provided must be maintained to make sure that it is safe to use and that employees are trained to use both machinery and equipment properly, this includes tools and Personal Protective Equipment or PPE. Employees also have a duty to take reasonable care to avoid harming themselves or others and to co-operate with employers to meet all relevant legislation Employees must not interfere with, or misuse anything provided that protects their health, safety, security or welfare The main areas to cover are how the Health and Safety at Work Act affects own work role other regulations which apply to own work role organisation s policies and procedures relating to health, safety, security and welfare are there any specific Codes of Practice that I need to know? any Personal Protective Equipment required the nominated person responsible for health, safety, security and welfare in your organisation Aspects of employment covered by law could include those general to all employment and those specific to sector health and safety e.g. HASAW Act, COSHH etc data protection e.g. Data Protection Act anti-discrimination law relating to gender, race, disability, religion, age e.g. Disability and Equality Act, Race Relations Act, Sex Discrimination Act etc. conditions at work relating to working hours and holiday entitlements; sickness absence and sick pay e.g. Employment Rights Act child protection - Criminal Records Bureau (CRB) checks eg. Children Act N.B This is not an exclusive list. There may be other pieces of legislation which relate to specific job roles which may need to be considered Organisational policies and procedures in relation to own job role Will vary depending on organisation/role Should cover organisation s policies and procedures relating to health, safety, security and welfare and any specific Codes of Practice Look for Where to find out about the organisation s policies and procedures Which policies and procedures apply to my work role How to make sure are following the organisation s policies and procedures Contracts of Employment Contracts are legally binding on both an employee and an employer to protect both. The legislation that covers contracts of employment is the Employment Relations Act This legislation covers what must be stated in a contract employees must be given the written terms and conditions of employment or contract within eight weeks of starting that employment Document to be signed by employee and employer Changes to contract must be made using procedures that protect from unfair treatment 10

11 Contract of employment sets out what employer and employee expect of each other. Should include general terms and conditions setting out rights responsibilities and duties hours of work pay rate holiday entitlement any benefits format of the contract doesn t have to be written. Can be verbal but are entitled to written statement of main terms within 2 months of starting work May also relate relevant regulation, contribution of objectives of job role to organisation s key aims, length of contract if fixed, Information shown on pay statement e.g. Gross pay monthly/weekly pay before deductions Income tax Compulsory. Amount deducted and paid to Inland Revenue. Amount calculated via tax code. National Insurance Compulsory. Amount deducted and paid to Inland Revenue Net pay Actual amount after all deductions May also include Tax code Employee number (allocated by employing organisation) National Insurance Number Additional payments for overtime, bonuses etc Any other fixed deductions e.g. trade union subscriptions Grievance = concerns, problems or complaints employees raise with employees e.g. terms of employment, pay and conditions, discrimination, disagreements with co-workers etc Grievance Procedure no legally binding process but are general principles which employees and employers must observe. Procedures will vary, but usually include the following - first try to resolve informally with line manager if not successful formalise using organisation s procedure which should be written down and accessible, e.g. in organisational handbook, information from HR, at least in writing a named person to apply to Likely to include writing a letter to employer to set out grievance meeting with employer to discuss issues. By law can take a companion with you e.g. colleague, trade union representative/official written notification of decision in a reasonable time appeals process if don t agree decision Could consider escalation via trade union, ACAS, employment tribunals Learning Outcome 2. Understand the role of the logistics organisation in employment rights and responsibilities All organisations have to abide by specific pieces of legislation, in addition to the above. They have a duty of care to ensure that employees are safe when undertaking work activities. The areas that might affect employees are: The Working Time Regulations 1998 there are specific provisions that limit the number of hours young workers aged between years can work Sick Pay some employers pay a minimum level of sick pay but some employers go beyond this and pay more if their employees become unwell Maternity and paternity provision employees who become pregnant or their partners have specific rights 11

12 Equality and Diversity legislation there are a number of pieces of legislation that cover issues relating to equality and diversity Harassment this too is covered by some pieces of legislation The main areas to cover are own working hours are there any restrictions on working hours, if so, what are they? how safeguarding affects work role this includes being safe from bullying and harassment organisation s policy and it s procedure re. self certification of sickness absence. Any implications for not doing this how Equality and Diversity legislation affects own work role organisation s policy and procedure if feel discriminated against Problems when working to employment rights and responsibilities All organisations will have policies and procedures that should be used to deal with problems at work. These may be found in a staff handbook or they may be kept by the person responsible for Human Resources or Personnel or supervisor or line manager. The main areas to cover are policies and procedures for reporting problems there are likely to be different policies and procedures for different types of problems who to report to depending on the nature of the problem it is likely that there will be different people to report different problems to steps to take if witness discrimination or, bullying or harassment action to take if the problem is not resolved Learning Outcome 3. Understand the use of information in relation to employment Information shown on pay statement eg. Gross pay monthly/weekly pay before deductions Income tax Compulsory. Amount deducted and paid to Inland Revenue. Amount calculated via tax code. National Insurance Compulsory. Amount deducted and paid to Inland Revenue Net pay Actual amount after all deductions May also include Tax code Employee number (allocated by employing organisation) National Insurance Number Additional payments for overtime, bonuses etc Any other fixed deductions e.g. trade union subscriptions Personal information kept by employer should include name and address/telephone number date of birth gender education and qualifications national insurance number tax code known disabilities emergency contact details May also include employment history in organisation terms and conditions absence details details of accidents connected to work 12

13 details of training details of disciplinary action Employers should let employees know what records are kept, how they are used etc. Data protection Act means that employees have a right to know what information is held. Can request to see information and employer has 40 calendar days to provide the information. Could explore importance of keeping information up to date e.g. making sure get correct pay, holiday entitlement, pension etc employers are making decisions based on facts can help training and development Learning Outcome 4. Know sources of information in relation to employment rights and responsibilities Information can come from inside and outside own organisation The main areas to cover are organisational policies and procedures that relate to employment rights and responsibilities information, advice and guidance provide by different types of representative bodies Who to contact to find out about o Access to work o Additional learning and support o Career pathways o Training opportunities o Health, safety and security o Trades Unions o Equality and diversity Learning Outcome 5. Comply with employment rights and responsibilities in the workplace Need evidence of how the follow statutory requirements and organisational policies and procedures that relate to own job role are carried out including health, safety and security personal protective equipment equality, diversity and harassment data protection working hours safeguarding Learning Outcome 6. Understand public concerns about the logistics sector As with all sectors, there will be public concerns relating to the logistics sector. These concerns may be environmental with issues such as noise, the siting of a warehouse and storage facility or vehicle yard, access routes, low carbon or weight restrictions for Large Goods Vehicles (LGV s). There may be concerns relating to costs or European Directives and Regulations and the impact this has on the public. TEACHING STRATEGIES AND LEARNING ACTIVITIES This unit is about the employee s rights and responsibilities in the logistics industry, including the role of the logistics organisation, the use of information in relation to employment, sources of information, statutory requirements and policies and procedures relating to own job role and public concerns affecting the industry. 13

14 Learners need to find out a lot of information which relate directly to their work role in a real work environment. Achievement of this single unit qualification is a necessary component for a number of Apprenticeship Frameworks within the Logistics Sector. Further information is available on the Skills for Logistics website. Centres should adopt a delivery approach which supports the development of their particular learners. The aims and aspirations of all learners, including those with identified special needs, including learning difficulties/disabilities, should be considered and appropriate support mechanisms put in place. There may be opportunities to develop key/functional skills along with personal learning and thinking skills during the delivery and assessment of this unit. METHODS OF ASSESSMENT This unit will be internally assessed, internally and externally moderated via a learner s portfolio and other related evidence, against the unit outcomes and assessment criteria. Minimum requirements when assessing this unit ABC expects that staff will be appropriately qualified to assess learners against the outcomes and criteria within the units. Generally teaching staff should be qualified and/or vocationally experienced to at least a level above that which they are teaching. EVIDENCE OF ACHIEVEMENT All learners must compile a portfolio of evidence that shows achievement of all the relevant learning outcomes and assessment criteria. All learning outcomes must be assessed using methods appropriate to the assessment of knowledge and understanding. Evidence is not prescribed but may include any or all of the following* record of direct observation of learner by Assessor record of direct observation by expert witness (individual with occupational competence for specialist areas agreed by assessor and who is either qualified in assessment of workplace performance OR has a professional work role which involves evaluating the everyday practice of staff.) recorded evidence (eg. video or audio) and or photographic evidence interview / discussion reflective journals/dairies records of professional discussion activity plan learner reflective journals/dairies on own work practices oral / written questions and answers reports / notes worksheets / workbooks oral presentations supported by notes etc 14

15 case studies / assignments other suitable supplementary evidence *The most appropriate evidence for the qualification should be used. exhaustive list and other evidence is acceptable. This is not an There must be valid, authentic and sufficient evidence for all the assessment criteria. However, one piece of evidence may be used to meet the requirements of more than one learning outcome or assessment criterion. All evidence must be clearly signposted and made available for the external moderator upon request. ADDITIONAL INFORMATION All internal assessments must be accompanied by a signed Declaration of Authenticity (this document is available on the ABC web site). Additional guidance and advice to support this qualification and unit is available to approved ABC centres in the secure area of the ABC web site. The following website may be useful 15

16 Appendices Recognition of Prior Learning (RPL), Exemption and Credit Transfer ABC Awards policy enables learners to avoid duplication of learning and assessment in a number of ways: Recognition of Prior Learning (RPL) a method of assessment that considers whether a learner can demonstrate that they can meet the assessment requirements for a unit through knowledge, understanding or skills they already possess and do not need to develop through a course of learning. Exemption - Exemption applies to any certificated achievement which is deemed to be of equivalent value to a unit within ABC qualification but which does not necessarily share the exact learning outcomes and assessment criteria. It is the assessor s responsibility, in conjunction with the Internal Moderator, to map this previous achievement against the assessment requirements of the ABC qualification to be achieved in order to determine its equivalence. Any queries about the relevance of any certificated evidence, should be referred in the first instance to your centre s internal moderator and then to ABC. It is important to note that there may be restrictions upon a learner s ability to claim exemption or credit transfer which will be dependent upon the currency of the unit/qualification and a learner s existing levels of skill or knowledge. Where past certification only provides evidence that could be considered for exemption of part of a unit, learners must be able to offer additional evidence of previous or recent learning to supplement their evidence of achievement. Credit Transfer ABC may attach credit to a qualification, a unit or a component. Credit transfer is the process of using certificated credits achieved in one qualification and transferring that achievement as a valid contribution to the award of another qualification. Units/Components transferred must share the same learning outcomes and assessment criteria along with the same unit number. Assessors must ensure that they review and verify the evidence through sight of: original certificates OR copies of certificates that have been signed and dated by the internal moderator confirming the photocopy is a real copy and make these available for scrutiny by the External Moderator. Equivalencies opportunities to count credits from the unit(s) from other qualifications or from unit(s) submitted by other recognised organisations towards the place of mandatory or optional unit(s) specified in the rule of 16

17 combination. The unit must have the same credit value or greater than the unit(s) in question and be at the same level or higher. ABC encourages its centres to recognise the previous achievements of learners through Recognition of Prior Learning (RPL), Exemption, Credit Transfer and Equivalencies. Prior achievements may have resulted from past or present employment, previous study or voluntary activities. Centres should provide advice and guidance to the learner on what is appropriate evidence and present that evidence to the external moderator in the usual way. Further guidance can be found in Delivering and Assessing ABC Awards Qualifications which can be downloaded from Certification Learners will be certificated for all units and qualifications that are achieved and claimed. ABC s policies and procedures are available on the ABC website. 17

18 Glossary of Terms GLH (Guided Learning Hours) GLH is where the learner participates in education or training under the immediate guidance or supervision of a tutor (or other appropriate provider of education or training). It may be helpful to think Would I need to plan for a member of staff to be present to give guidance or supervision? GLH is calculated at qualification level and not unit/component level. Examples of Guided Learning include: Face-to-face meeting with a tutor Telephone conversation with a tutor Instant messaging with a tutor Taking part in a live webinar Classroom-based instruction Supervised work Taking part in a supervised or invigilated assessment The learner is being observed. TQT (Total Qualification Time) The number of notional hours which represents an estimate of the total amount of time that could reasonably be expected to be required, in order for a learner to achieve and demonstrate the achievement of the level of attainment necessary for the award of a qualification. The size of a qualification is determined by the TQT. TQT is made up of the Guided Learning Hours (GLH) plus all other time taken in preparation, study or any other form of participation in education or training but not under the direct supervision of a lecturer, supervisor or tutor. TQT is calculated at qualification level and not unit/component level. Examples of unsupervised activities that could contribute to TQT include: Researching a topic and writing a report Watching an instructional online video at home/e-learning Watching a recorded webinar Compiling a portfolio in preparation for assessment Completing an unsupervised practical activity or work Rehearsing a presentation away from the classroom Practising skills unsupervised Requesting guidance via will not guarantee an immediate response 18