迪肯论文代写:NHS雇主

The NHS employers are permitted to take certain types of ‘positive action’ in respect of employees[28], if it is believed that individuals of a certain age group are suffering from a disadvantage in relation to certain aspects of their work, and such positive action would prevent or compensate for such disadvantage. Examples of positive action could include providing a training course in relation to information technology to update an older employee’s computer skills.

In practical terms, various measures should have been implemented by NHS employers as a result of the Regulations having entered into force. The NHS organisation should have reached agreement relating to the strategies and action plans required to implement change in accordance with the Regulations. Consultation and negotiation should have taken place with any relevant trade unions and discussion should have occurred at board level in relation to key decisions and the implications of the Regulations to the NHS as employers. It will also have been necessary to review all employment handbooks, policies, employment contracts and other relevant documents to ensure their compliance with the Regulations. A system should also exist in relation to extended working by employees and there should be periodic monitoring of the new implementations. Such monitoring information should then be evaluated and incorporated into periodic reports. It is vital that informative staff guidance is published and that awareness training is given to individuals at all levels of the NHS, namely board members, non-executive members, line managers and all members of staff.