Across
- 4. Employers need to support the ? of employees - which is both physical and mental considerations, through training and support
- 8. These refer to laws that have been passed by Parliament as 'Acts of Parliament' or 'Statutes'
- 9. Employers should provide this to make sure others are informed of risks, and this could also be shared through training, handbooks, summary documents and posters
- 11. These are changes that must be made to remove or reduce a disadvantage related to an employee's disability when doing their job and/or a job applicant's disability when applying for a job
- 12. Employees have a right to not be harrassed or ? in the workplace
Down
- 1. To have a duty of care is not voluntary it is a...
- 2. Employers are under a number of legal ? during the recruitment process, in particular when it comes to discrimination, reasonable adjustments, pre-employment check and information about applicants that is stored, also to do with contracts as these are legally binding
- 3. This type of rights applies throughout the employee lifecycle when hiring, determining level of pay and benefits, offering training opportunities, deciding on promotion and when disciplining and dismissing an employee
- 5. Employers must identify these to ensure they meet their duty of care towards others
- 6. These link to existing acts and provide the requirements for the way in which the principles of the legislation are to be followed - provide practical measures that enable the law to be followed
- 7. Employees have specific ? with regards to holiday leave and pay, sick leave and pay, maternity and paternity leave and pay and redundancy which employers must be aware of and abide by
- 10. This means to have a moral or legal obligation to ensure that other people are safe from physical or mental harm - can be found in the first line of the Health and Safety At Work Act 1974, an employer has this towards their employees, guests/customers and visitors)
- 11. Employment law ? the relationship between employers and employers, and is drawn from various pieces of legislation, a vast amount of case law and employment tribunal rulings and practical guidance by Acas
- 13. If an employee has taken the decision to dismiss an employee they must have a ? reason for doing so, and even with this, the dismissal is only fair in their act reasonably during the dismissal (and processed disciplinary( process