Due September 25th
"Report due on the Importance of safe and hygienic working practices for epilation"
Guidelines for the Safe Piercing of SkinDate of publication: October 1998
Click on the link, Guidelines for the Safe Piercing of when the page opens scroll to the bottom and open the PDF file, read it and produce your report from the information included in it.
Wednesday, August 27, 2008
An example of a grievance policy:
Grievance Policy
What is a Grievance
a) A grievance is a concern, problem or complaint which may relate to your work, your working environment or your working relationships. A grievance procedure lets you make complaints, or raise problems.
b) Most problems that are encountered in the workplace can be resolved informally between you and your line manager. Having said this, there is a formal procedure that can be followed if it cannot be resolved informally.
c) If your grievance is about a breach of our equal opportunities policy such as victimization, bullying, harassment or discrimination, you should refer to the NZ Equal opportunities policy.
The Grievance Procedure
Informal stage: As most complaints and grievances can be resolved informally by discussion with your immediate manager, the first stage in dealing with most problems is to book a meeting with them and talk about it. Dealing with problems in this way can often lead to a quick resolution, as your manager may be able to resolve the matter directly.
Stage 1: Sometimes you may not be able to resolve your grievance informally or the matter may directly concern your manager and you may not feel that it is appropriate to raise it with them. In these circumstances you should raise the matter in writing with your salon owner. You are likely to find it helpful to raise any grievance as soon as possible after the event giving rise to your grievance (I suggest that it should normally be raised within 2 weeks). A "hearing" meeting will/should then be arranged to discuss the matter. Wherever possible, the "hearing" should/will be scheduled to take place within 10 working days of your written grievance being received. You will be invited to attend that "hearing" meeting to present your complaints and should bring with you any documents or witnesses you intend to rely on.
When lodging a grievance - You should:
a) make clear that it is a formal complaint;
b) give as much detail as possible about your complaint;
c) sign and date your letter
· If you feel that the grievance procedure isn't appropriate in your circumstances or has not met a satisfactory outcome, you could contact an employment lawyer, stating that you wish to make a complaint and why the procedure would not be workable in your case.
· At any stage of the grievance procedure you are entitled to be accompanied by a companion. This can be a family member, friend or fellow employee of your choice. In most cases you may confer with your companion during the course of the meeting, and he/she may address the meeting but may not answer questions on your behalf.
· At each formal stage of the process records will be kept detailing any evidence collected, interviews conducted and decisions made. These notes are a record of the main points discussed in the meeting. A copy should be sent to all present to ensure accuracy.
What is a Grievance
a) A grievance is a concern, problem or complaint which may relate to your work, your working environment or your working relationships. A grievance procedure lets you make complaints, or raise problems.
b) Most problems that are encountered in the workplace can be resolved informally between you and your line manager. Having said this, there is a formal procedure that can be followed if it cannot be resolved informally.
c) If your grievance is about a breach of our equal opportunities policy such as victimization, bullying, harassment or discrimination, you should refer to the NZ Equal opportunities policy.
The Grievance Procedure
Informal stage: As most complaints and grievances can be resolved informally by discussion with your immediate manager, the first stage in dealing with most problems is to book a meeting with them and talk about it. Dealing with problems in this way can often lead to a quick resolution, as your manager may be able to resolve the matter directly.
Stage 1: Sometimes you may not be able to resolve your grievance informally or the matter may directly concern your manager and you may not feel that it is appropriate to raise it with them. In these circumstances you should raise the matter in writing with your salon owner. You are likely to find it helpful to raise any grievance as soon as possible after the event giving rise to your grievance (I suggest that it should normally be raised within 2 weeks). A "hearing" meeting will/should then be arranged to discuss the matter. Wherever possible, the "hearing" should/will be scheduled to take place within 10 working days of your written grievance being received. You will be invited to attend that "hearing" meeting to present your complaints and should bring with you any documents or witnesses you intend to rely on.
When lodging a grievance - You should:
a) make clear that it is a formal complaint;
b) give as much detail as possible about your complaint;
c) sign and date your letter
· If you feel that the grievance procedure isn't appropriate in your circumstances or has not met a satisfactory outcome, you could contact an employment lawyer, stating that you wish to make a complaint and why the procedure would not be workable in your case.
· At any stage of the grievance procedure you are entitled to be accompanied by a companion. This can be a family member, friend or fellow employee of your choice. In most cases you may confer with your companion during the course of the meeting, and he/she may address the meeting but may not answer questions on your behalf.
· At each formal stage of the process records will be kept detailing any evidence collected, interviews conducted and decisions made. These notes are a record of the main points discussed in the meeting. A copy should be sent to all present to ensure accuracy.
Homework due 30th August
Module 29: Due 30th of August - (Will collect Monday the 1st September, if it hasn't been emailed)
Knowledge compedencys: From handbook
Read Book chapter: Promote additional producat or services to clients Pages 38 to 53, then anser questions of Page 53
Answer the following three question:
State two factors to be considered when planning and implementing promotional activities
What is a grievance
What is a grievance policy document, where should it be found in a salon and what does it outline
Knowledge compedencys: From handbook
Read Book chapter: Promote additional producat or services to clients Pages 38 to 53, then anser questions of Page 53
Answer the following three question:
State two factors to be considered when planning and implementing promotional activities
What is a grievance
What is a grievance policy document, where should it be found in a salon and what does it outline
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