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Self Learning Kit

Here are ethical responses to the scenarios: 1. Calling in sick when you are not actually sick violates the ethics of honesty and integrity. As an employee, I have a responsibility to be truthful and reliable. If I wanted a day off for personal reasons, I would request the day off through proper channels rather than lying about being sick. 2. Leaving someone else's dirty dishes for others to clean up is not considerate or fair. As part of my job duties, I would properly clean and put away any dishes I used so that my coworkers do not have to do extra work. Taking responsibility for my own messes shows respect for others. 3. Withholding a fair share of tips from coworkers breaks

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0% found this document useful (0 votes)

590 views39 pages

Self Learning Kit

Uploaded by

Wacks Venzon

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You are on page 1/ 39

WORK IMMERSION

COURSE DESCRIPTION:

Work Immersion is one of the course requirements for graduation. A Senior High School student

has to undergo Work Immersion in an industry that directly relates to the student’s postsecondary

goal. Through Work Immersion, the students are exposed to and become familiar with work-

related environment related to their field of specialization to enhance their competence.

Specifically, the students are able to: (i) gain relevant and practical industrial skills under the

guidance of industry experts and workers; (ii) appreciate the importance and application of the

principles and theories taught in school; (iii) enhance their technical knowledge and skills; (iv)

enrich their skills in communications and human relations; and (v) develop good work habits,

attitudes, appreciation, and respect for work. These prepare them to meet the needs and challenges

of employment or higher education after graduation.

CHAPTER 1: PRE-IMMERSION

A. Understanding work immersion by discussing to the learners the expected

behavior in the actual work environment

LESSON 1. WORK ETHICS

I. Objectives

At the end of the lesson, learners are expected to:

 To develop a strong work ethic and how the work ethic you develop will impact
your future as an employee.

II. Subject Matter

Work Ethics

III. Procedures

Activity. Work Ethics

Figure 1. Right or Wrong

Source: https://images.app.goo.gl/Cge2YJWyXqoGjXrZ8
The picture above shows understanding Right and Wrong

1. Explain your understanding about the behavior when at work.

A. Right things to Do

1. _________________________
2. _________________________
3. _________________________
4. _________________________
5. _________________________
6. _________________________
7. _________________________
8. _________________________
9. _________________________
10. _________________________

B. Wrong things to Do

Discussion: From the sample picture below draw and make a short story what behavior will you
show when at work?
SHORT STORY WHEN AT WORK…..

INPUT

If you were hired as an employee what behavior will you show when at work?

RIGHT ETHICS WRONG ETHICS

1. 1.
2. 2.
3. 3.
4. 4.
5. 5.
6. 6.
7. 7.
8. 8.
9. 9.
10. 10.

DISCUSSION

Work ethic

Work Ethics Define: A standard of conduct and values for a job performance
Expectations for Employees. What does an employer want? What are the traits of a winning
employee?

TOP 10 WORK ETHICS

ATTENDANCE

Be on TIME. Don’t be ABSENT

Be at work every day possible
Plan your absences
Don’t abuse leave time
Come to Work on Time
Be punctual every day

PRODUCTIVITY

Do the work correctly

Quality and timelines are
prized
Get along with co-workers
Cooperation is the key to
productivity
Help out whenever asked
Do “extras” without being
asked
Take pride in your work
Do things the best you know how
CHARACTER
Be HONEST
“ Honesty is the single most important factor having a
direct bearing on the final success of an individual,
corporation, or product.” Ed cMahon

Be Dependable
Complete assigned task correctly and promptly

Be LOYAL
Speak positively about the company
Be Willing to LEARN
Look to improve your skills
ORGANIZATIONAL SKILLS

Make an effort to improve

Learn ways to better yourself

Time Management
Utilize time and resources to
get the most out of both

TEAMWORK

Be a TEAM Player
The ability to get along with others including
those you don’t necessarily like

LEADERSHIP abilities
The ability to be led and/or to become the leader
Be a CONTRIBUTING member
The ability to carry your own weight and help
others who are struggling
ACCEPT compromise
Recognize when to speak up with an idea and when to
compromise by blend ideas together

COMMUNICATION

Written communications
Being able to correctly write
reports and memos

Verbal communications
Being able to communicate one
on one or to a group
APPERANCE

DRESS appropriately
Dress for Success
Set your best foot forward

Personal hygiene

GOOD Manners
Hand shake
Eye contact

Remember that the first impression of who you are can last a lifetime

COOPERATION

Follow company rules and policies

Learn and follow expectations

Get along with co workers

Cooperation is the key to productivity

Appreciates privileges and don’t abuse them

Privileges are favors and benefits

ATTITUDE

Have a good attitude

Listen to suggestions
Be positive

Accept responsibility for ones work

If you make mistake, admit it
RESPECT

Work hard
Work to the best of your ability

Carry out orders

Do what’s asked the first time

Show respect
Accept and acknowledge an individual talents and knowledge

Application

Directions: Below are real life situations that could happen in the workplace. Explain how you
would ethically deal with the following scenarios. Describe in detail what you would do if you
found yourself in the following situations.

1. You call in sick to your supervisor because it’s a beautiful day and you decide to go to
the beach, or do shopping at the mall.

2. You place your dirty plate in the pantry sink. With a guilty glance around the room, you
find no one watching and quickly leave the pantry.

3. You work in the restaurant in which wait staff tips are shared equally, and you withhold
a portion of your tips from the common pot before the tops are divided.

4. You take office supply from work to use at home because you justify, you often engage in
company work at home, or you worked extra hours this week, and so on.

SYNTHESIS

5 4 3 2 1

Each text is Summaries support synthesis Summaries are either Summaries poorly There is no connection at
summarized but could be more clearly unclear or too broad or too constructed with all
judiciously and related; all ideas are not narrow to demonstrate carelessly selected details;
succinctly with ideas explicitly related to the topic relation to synthesis; little no connection with
that clearly relate to the connection between synthesis
topic and effectively summaries and synthesis
support the synthesis
IV. ASSESSMENT

1. What is Work Ethics? (5 points)

2. What are the different traits of a winning employee? Explain it in your own words.

1._________________

2._________________

3._________________

4._________________

5._________________

6._________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________

7._________________

8._________________

9._________________

10._________________

V. AGREEMENT

Directions: Write the specific actions you will do to perform each step for maintaining good
attendance.

1. Make work attendance your highest priority.

2. Know your schedule.

3. Make daily use of an alarm clock.

4. Get enough sleep.

5. Inform your supervisor directly in plenty of time if you are unable to perform duties.
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
LESSON 2. SAFETY IN THE WORKPLACE

I. Objectives

At the end of the lesson, learners are expected to:

 Understand safety measures in the workplace

II. Subject Matter

Safety in the Workplace

III. Procedures

Activity. Safety in the Workplace

Directions: Identify the safety signs found in the workplace

_________ _ ___________

___________________ _____________________ ______________________
Directions: By understanding the type of signs and their purpose. Describe each safety sign
found in the workplace.

1._________________

2._________________

3._________________

4._________________

5._________________

6._________________

UNSAFE ACTS
Action or behavior that you
or a co-worker carries out that may
be potentially harmful

UNSAFE CONDITIONS
Anything you or a co-worker
finds that is potentially harmful

SAFE WORKPLACE
Control and elimination of recognizable hazards to minimize the risk

COMMON SAFETY ISSUES

SLIPS, TRIPS, AND FALLS:

Falls are the number one leading cause of
injury in the workplace. A major cause of falls in
the workplace is the use of improper lifting
techniques.

FIRE SAFETY
The best safety advice related to fire
safety is to STAY CALM. You can’t help
yourself or a co-worker if you lose control during
an emergency.
Move to designated Assembly point Use a FIRE EXTINGUISHER

WHEN A POTENTIAL HAZARD IS

DISCOVERED

 Make sure that everyone else in your

workplace is aware of the problem
 Notify your supervisor. Unless you are the
supervisor; then get going on that safety
committee plan
 Follow up. Telling someone there’s a
problem is not a guarantee that the problem
will be resolved satisfactorily
 File any reports or documents about the
problem.
Health and safety is the joint responsibility of management and workers. Management is
accountable for non-compliance to health and safety legislation.
Responsibility may be defined as an individual's obligation to carry out assigned duties.
Authority implies the right to make decisions and the power to direct others. Responsibility and
authority can be delegated to subordinates, giving them the right to act for superiors. It is
important to note that, while some responsibilities can be delegated, the superior remains
accountable for seeing that they are carried out.
Individual responsibilities apply to every employee in the workplace, including the Chief
Executive Officer. All employees will then know exactly what is expected of each individual in
health and safety terms.
To fulfill their individual responsibilities, the people must:

 Know what these responsibilities are (communication required).

 Have sufficient authority to carry them out (organizational issue).
 Have the required ability and competence (training or certification required).

Once all these criteria have been met, safety performance can be assessed by each individual's
supervisor on an equal basis with other key job elements. Health and safety is not just an extra
part of an employee's job: it is an integral, full-time component of each individual's
responsibilities.
What are examples of responsibilities of workers?
Examples of responsibilities of workers include:

 Using personal protection and safety equipment as required by the employer.

 Following safe work procedures.
 Knowing and complying with all regulations.
 Reporting any injury or illness immediately.
 Reporting unsafe acts and unsafe conditions.
 Participating in joint health and safety committees or as the representative.

Why are correct work procedures established?

Governmental health and safety regulations represent minimum requirements. In almost all
cases, organizations will have to augment these regulations with specific rules.
We need rules – to protect the health and safety of workers – but there are dangers in having
either too few or too many rules. Too few rules may be interpreted as a sign that health and
safety are not important, or that common sense is all that is required to achieve them. Too many
rules may be seen as not treating employees as thinking adults and makes enforcement of all
rules less likely. Following are some guidelines for establishing rules:

 Rules should be specific to health safety concerns in the workplace.

 The joint health and safety committee should participate in their formulation.
 Rules should be stated in clearly understandable terms.
 Rules are best stated in positive terms ("employees shall" not "employees shall not").
 The reasons for the rule should be explained.
 Rules must be enforceable, since disregard for one rule will lead to disregard for others.
 Rules should be available to all employees in written form, in the languages of
communication of employees.
 Rules should be periodically reviewed to evaluate effectiveness and to make changes for
improved effectiveness.
Compliance with health and safety rules should be considered a condition of employment. Rules
must be explained to new employees when they start work or if they are transferred or retrained.
After a suitable interval, these employees should be briefed to ensure they understand the rules
applicable to their work.
The employer must establish procedures for dealing with repeat rule violators. Supervisors are
responsible for correcting unsafe acts, such as a breach of rules, and they must be supported in
this duty. Points that should be considered in establishing procedures on this issue are:

 Ensure that employees are aware of the rule.

 Ensure that employees are not encouraged, coerced, or forced to disregard the rule by
fellow employees.
 All rules are to be observed.
 No violation will be disregarded.
 The role of discipline is that of education, not punishment.
 Action is taken promptly.
 While having guidelines for penalties for the first offence or infractions may be desirable,
some flexibility is required when applying the guidelines since each case will vary in its
circumstances.
 Action is taken in private, and recorded.

Why is employee orientation important?

Health and safety education should start with employee orientation when an employee joins the
organization or is transferred to a new job. It has been found that inexperienced workers, in
general, are involved in accidents at a higher rate than others. While experience can only be
gained through time, both health and safety education and job skills training can be used to
improve this record. Orientation sessions normally cover such items as explanation of the
function of the work unit, organizational relationships, administrative arrangements, and
miscellaneous policies and rules.
Items related to health and safety that should be included are:

 Emergency procedures.
 Location of first aid stations.
 Health and safety responsibilities, including those specified by legislation.
 Reporting of injuries, unsafe conditions and acts.
 Use of personal protective equipment.
 Right to refuse hazardous work.
 Hazards, including those outside own work area.
 Reasons for each health and safety rule.

A new employee can be expected to absorb only a certain amount of information in the first few
days. A brochure outlining the points covered in the orientation sessions is useful as a handout to
employees. It also serves as a checklist for the person conducting the orientation. A buddy
system is a useful follow-up to the initial orientation. This system allows for on-the-job
reinforcement of the information presented to the new employee. This process also promotes the
safety awareness of the experienced workers who are the "buddies".
New, inexperienced or transferred employees should be encouraged to ask questions at any time
when doubt exists as to correct procedures. The new employee orientation may include a set of
questions, such as the following:

 What are the hazards of the job?

 Is job safety training available?
 What safety equipment do I need to do my job?
 Do I need to wear personal protective equipment (PPE)? Will I receive training on how to
use the PPE?
 What do I do in case of fire or another emergency?
 Where do I find fire extinguishers, first aid kits, first aid rooms and emergency
assistance?
 What are my responsibilities regarding health and safety?
 If I notice something wrong, to whom should I report?
 Who is responsible for answering safety-related questions?
 What do I do if I get injured or have an accident?

Soon after the orientation sessions, employees should be assessed on their understanding of the
items discussed. In this way, both the quality of training and the level of understanding can be
evaluated.

APPLICATIONS

Directions: Below are the hazards that could happen in the workplace. Explain how you would
deal with the following hazards. Describe in detail what you would do if you found yourself at
risk.

1. Physical Hazards

2. Ergonomic Hazards

3. Chemical Hazards

4. Biological Hazards

IV. ASSESSMENT

1. What are hazards and how can we identify them at work? (5 points)

1. ________________
2.________________
3._________________
4. _______________

3. How can workplace hazards be controlled? (5 points)

______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
4. List down the main responsibilities an employee has for workplace health and safety.
(5 points)
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________

5. Assessing the risk involves:

a) working out how likely it is a hazard will harm someone

b) working out how difficult it will be to eliminate a hazard
c) working out how likely it is that a hazard will harm someone and how badly they could
be hurt
d) keeping an eye out for things that might cause injury or harm

SYNTHESIS
5 4 3 2 1

V. AGREEMENT

Directions: Write in the space provided your understanding about Occupational Health & Safety
in the workplace.

1. Briefly explain the content of each of the main parts of OHS law in the Philippines.

2. Explain why we need legislation for health and safety in the workplace.

I. Objectives

At the end of the lesson, learners are expected to:

 To develop learner’s awareness of employment rights and responsibilities.

II. Subject Matter

Work Ethics

III. Procedures

Activity

Decide what you would say in these situations:

1. You want to change your working hours so you can go to your part-time job.

2. You want the morning off to go to your medical check-up.

3. You want the day off because it is your birthday.

5. Your employer want you to change your working time permanently, from a day shift to a night
shift.

DISCUSSION

EMPLOYER’S RIGHT AND RESPONSIBILITIES

To expect employees’ co-operation on Health To provide appropriate training

and safety matters
To expect work to be carried out to required To provide protective clothing/equipment and
standard training on how to use it.
To expect punctuality To ensure equal opportunities
To expect regular attendance To provide employee facilities (ex. Rest area)
To expect appropriate behavior in the To pay at least minimum wage and to provide
workplace a written pay slip

EMPLOYEE’S RIGHT AND RESPONSIBILITIES

To work in a safe environment To co-operate on Health and safety issues

To receive training appropriate to the job role To inform employer if unable to come to
work
To be provided with protective clothing if To take reasonable care of own safety and
necessary that of others
To receive minimum wage To come to work on time
The WORKERS BASIC RIGHTS
The State shall protect labor, promote full employment, provide equal work opportunity
regardless of gender, race, or creed; and regulate employee-employer relations.
Male and female employees are entitled to equal compensation for work of equal
value and to equal access to promotion and training opportunities. Discrimination against
female employees is unlawful. It is also unlawful for an employer to require a condition of
employment that a woman employee shall not get married, or to stipulate expressly or
tacitly that a woman employee shall be deemed dismissed upon marriage.
The minimum age of employment is 18 years for hazardous jobs, and 15 years for
non-hazardous jobs. But a child below 15 maybe employed by parents or guardians in a
non-hazardous job if the employment does not interfere with the child's schooling.

• Security of Tenure

Every employee shall be assured security of tenure. No employee can be dismissed

from work except for a just or authorized cause, and only after due process.
Just Cause refers to any wrongdoing committed by an employee including:
1. serious misconduct
2. willful disobedience of employers' lawful orders connected with work
3. gross and habitual neglect of duty
4. fraud or willful breach of trust
5. commission of crime or offense against the employer, employer's family member/s
or representative
6. other analogous cases
Authorized Cause refers to an economic circumstance not due to the employee's fault,
including:
1. the introduction of labor-saving devices
2. redundancy
3. retrenchment to prevent losses
4. closure or cessation of business
Due Process in cases of just cause involves:
1. notice to employee of intent to dismiss and grounds for dismissal
2. opportunity for employee to explain his or her side
3. notice of decision to dismiss
In authorized causes, due process means written notice of dismissal to the employee
specifying the grounds, at least 30 days before the date of termination.
The inability of a probationary employee to meet the employer's prescribed standards
of performance made known to him or her at the time of hiring is also a just cause for
dismissal.

• Work Days and Work Hours

Work Day refers to any day during which an employee is regularly required to work.
Hours of Work refer to all the time an employee renders actual work, or is required to be
on duty or to be at a prescribed workplace. The normal hours of work in a day is 8 hours.
This includes breaks or rest period of less than one hour, but excludes meal periods,
which shall not be less than one hour.
An employee must be paid his or her wages for all hours worked. If all or any part of
his or her regular work hours falls between 10:00 p.m. to 6:00 a.m., a covered employee
shall be entitled to a night shift pay in addition to his or her pay for regular work hours. If
he or she works for more than 8 hours in one day, he or she shall be entitled to overtime
pay.

• Weekly Rest Day

A day-off of 24 consecutive hours after 6 days of work should be scheduled by the

employer upon consultation with the workers.

• Wage and Wage-Related Benefits

Wage is the amount paid to an employee in exchange for a task, piece of work, or
service rendered to an employer. This includes overtime, night differential, rest day,
holiday and 13th month pay. It also includes the fair and reasonable value of board,
lodging and other facilities customarily furnished by the employer.
Wage may be fixed for a given period, as when it is computed hourly, daily or monthly.
It may also be fixed for a specified task or result. If wage is for a fixed period, the minimum
wage for a regular 8-hour workday shall not be lower than the minimum daily wage
applicable to the place of work as determined by the Regional Tripartite Wage and
Productivity Board having jurisdiction over workplace.
If wage is paid by result, the worker shall receive at least the prescribed minimum
wage for 8 hours of work. The amount may be increased or reduced proportionately if
work is rendered for more or less than 8 hours a day.
An employer cannot make any deduction from an employee's wage except for
insurance premiums with the consent of the employee, for union dues, or for withholding
taxes, SSS premiums and other deductions expressly authorized by law.

• Payment of Wages

Wages shall be paid in cash, legal tender at or near the place of work. Payment may
be made through a bank upon written petition of majority of the workers in establishments
with 25 or more employees and within one (1) kilometer radius to a bank. Payment shall
be made directly to the employees.
Wages shall be given not less than once every two (2) weeks or twice within a month
at intervals not exceeding 16 days.

• Employment of Women

Nightwork prohibition unless allowed by the Rules:

 in industrial undertakings from 10PM to 6AM
 in commercial/non-industrial undertakings from 12MN to 6AM
 in agricultural undertakings, at night time unless given not less than 9 consecutive
hours of rest
Welfare facilities must be installed at the workplace such as seats, separate toilet
rooms, lavatories, and dressing rooms.
Prohibition against discrimination with respect to pay (i.e. equal pay for work of equal
value), promotion, training opportunities, study and scholarship grants.

• Employment of Children

Minimum employable age is 15 years. A worker below 15 years of age should be

directly under the sole responsibility of parents or guardians; work does not interfere with
child's schooling/normal development.
No person below 18 years of age can be employed in a hazardous or deleterious
undertaking.
• Safe Working Conditions

Employers must provide workers with every kind of on-the-job protection against
injury, sickness or death through safe and healthful working conditions.
Jobs may be hazardous or highly hazardous. Hazardous jobs are those which expose
the employee to dangerous environment elements, including contaminants, radiation, fire,
poisonous substances, biological agents and explosives, or dangerous processes or
equipment including construction, mining, quarrying, blasting, stevedoring, mechanized
farming and operating heavy equipment. If you need further information on the provisions
of the OSH Standards, please click here (OSH Standards) and LCP, Book IV

• Right to Self-Organization and Collective Bargaining

The right to self-organization is the right of every worker, free of any interference from
the employer or from government, to form or join any legitimate worker's organization,
association or union of his or her own choice. Except those classified as managerial or
confidential employees, all employees may form or join unions for purposes of collective
bargaining and other legitimate concerted activities. An employee is eligible for
membership in an appropriate union on the first day of his or her employment.
Collective Bargaining involves two parties:
1. the representative of the employer
2. a union duly authorized by the majority of the employees within a bargaining unit
called exclusive bargaining agent.
It is a process where the parties agree:
1. to fix and administer terms and conditions of employment which must not be below
the minimum standards fixed by law
2. to set a mechanism for resolving their grievances
The result of collective bargaining is a contract called collective bargaining agreement
(CBA). A CBA generally has a term of five years. The provisions of a CBA may be
classified as political or economic. Political provisions refer to those which define the
coverage of the CBA and recognize the collective bargaining agent as the exclusive
representative of the employees for the term of the CBA. Economic provisions refer to all
terms and conditions of employment with a monetary value. Economic provisions have a
term of five years but may be renegotiated before the end of the third year of effectivity
for the CBA.
• EC Benefits for Work-Related Contingencies

The Employees' Compensation Program is the tax-exempt compensation program for

employees and their dependents created under Presidential Decree No. 626 which was
implemented in March 1975. The benefits include:
 Medical benefits for sickness/injuries
 Disability benefits
 Rehabilitation benefits
 Death and funeral benefits
 Pension benefits

LESSON 4. CONFIDENTIALITY IN THE WORKPLACE

I. Objectives

At the end of the lesson, learners are expected to:

 Display ethical practices and the principles of confidentiality

 Understand the general employee confidentiality and privacy rules, as well as
guidelines and laws that apply to confidentiality and privacy in the workplace.

II. Subject Matter

Confidentiality in the workplace

III. Procedures

Activity. Confidentiality
https://study.com/academy/lesson/understanding-employee-confidentiality-privacy-rules.html

A. READING INFORMATION CONFIDENTIAL

Read through the situations and decide

1. Does this information need to be shared and why?

2. Would you break confidentiality with the client if they gave you this
information and then asked you not to share it?
3. Does it fall into the overrule category?

1. Mr S. is a 26-year-old client confined to a wheelchair following a road

traffic accident. While you are helping him to wash you notice that he
has cigarette burns on his thighs. In response to your questions he
becomes very distressed and tells you that his wife burnt him on
purpose and because of his disability he is unable to stop her. He asks
you not to tell anyone.

1._________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
2._________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________

3._________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________

2. Mrs W. is a 54-year-old client who is terminally ill with cancer. While

you are helping her write a letter she tells you to inform her friend that
‘she will not be here long’. You query the comment and Mrs W tells
you that she has got some tablets and plans to take them soon and is
preparing her friend for the event. She begs you not to tell anyone

2.______________________________________________________________
________________________________________________________________
________________________________________________________________
________________________________________________________________
________________________________________________________________
________________________________________________________________

3.______________________________________________________________
________________________________________________________________
________________________________________________________________
________________________________________________________________
________________________________________________________________
________________________________________________________________

3. Mr R. is a 70-year-old client who requires help with washing and

dressing shopping and meals because he is depressed he tends to
neglect himself. The doctor thinks there may be an underlying reason
but all attempts to find out why Mr R is depressed have been
ineffective. Over several weeks you have managed to build up a good
relationship with him. He is reading the paper today and points to an
article about someone famous dying of Aids ‘that’s what’s the matter
with me’ he says ‘don’t tell anyone will you?”

3.______________________________________________________________
________________________________________________________________
________________________________________________________________
________________________________________________________________
________________________________________________________________
________________________________________________________________

B. GAINING CONSENT

 If you feel that the information should be shared ask the client’s permission
to do so
 When gaining consent be specific regarding the information/action to be
shared and to whom
 Explain clearly why and accurately record
 If there are any concerns in these areas you should seek advice from your
supervisor

1. Return to the scenarios in Activity A - keeping information confidential and

answer the following questions.

1. What would you say to the client to attempt to gain consent to share
information?

2. Who would you share the information with?

3. What records should be made?

DISCUSSION

Confidentiality
What does confidentiality means to you?

Example: - confidentiality means - being entrusted with or holding information (both written and
verbal) and giving it only to the right people at the right time in the right place

 respecting the privacy of personally disclosed information when permission has not been
given to share it
 the entrusting of information
 includes written and verbal confidentiality

What ways can confidentiality be breached?

 not putting case notes away

 discussing matters in a public place
 not checking identification
 giving part information and thinking that is acceptable e.g. not naming but disclosing all
the other information
 talking in front of visitors

Can you think of any other ways?

How would they feel if someone disclosed confidential information about you?

Why is maintaining confidentiality important?

 uphold clients rights

 professional approach
 establishes trust
 supports choice
 preserves respect for the client and self-esteem

When can confidentiality be overruled?

 client has broken the Law

 information if withheld could put others at risk
 information suggests the client is in danger - from self or others

Importance of Confidentiality at Work

Confidentiality is of paramount importance. It is the employee’s responsibility to treat all the
information in the workplace with
care and caution. An employee
should be prudent enough not to
disclose any information that the
organization considers sensitive and
confidential, to a third party, until
and unless the employee has
consulted and taken permission
from his supervisor regarding the
same. Also, one should refrain from
sharing any personal details with
fellow colleagues at work. This
helps to maintain a professional
attitude at work. An employee
https://pixfeeds.com/images/14/390130/1200-390130-510226112.jpg

should know what files or materials he is permitted to access in the office and he should adhere to
that. Under no circumstances should these files be shared or given to unauthorized people. This is
because if it reaches the wrong hands, it can be considered as a breach of confidentiality and the
employee may even be dismissed for it. Also, employees should not discuss any business dealings
with the clients, outside work.

As far as the employer is concerned, any personal or professional details of employees should be
handled with prudence. Data related to the personal details of an employee, applications forms,
references, health data, salary structure should be kept well under wraps because if they are
misused, it can lead to discrimination in the workplace. Only staff members of the HR department
who require the data for certain purposes should be given access to the personal files of employees.
Maintaining confidentiality is important for varied reasons. The client or the customer can file
legal suits against the organization or its employees. This can have negative repercussions on the
business’s reputation as well. So it becomes very important for the employees as well as the
organization to protect information in the workplace.

How to maintain confidentiality in the Workplace?

The HR department should devise strategies and guidelines to ensure that workplace
confidentiality is maintained. Here are some effective steps which can be taken to protect
information.

 The human resource professionals should take necessary steps to prevent the misuse of
information that is personal. This is applicable to the HR department as well. Personal files of
employees and the management should be safely stored to avoid misuse, loss or unauthorized
access.
Once the policies are devised, the next thing to do is to communicate the same to all the
employees, supervisors and managers. Training them about the confidentiality issues by giving
them printouts of the policy or holding meetings and seminars in the office which teach the
importance of confidentiality to the employees, should be done on a regular basis.

It is very important that the employees know which actions of theirs will be considered as a
breach of confidentiality and what will be the consequences of the same, to deter them from
doing so.

With most of the information these days stored electronically, to ensure its safety, sophisticated
electronic methods such as firewalls, password protection, encryption, etc. should be adopted.
This will keep the access, usage and transmission of the protected data, safe.

Disposing off sensitive information in the right manner, if it’s not required anymore is equally
important. The employer or the human resource personnel should do it in such a way that there
are no potential leaks.

The privacy policies and guidelines should be updated regularly according to the new laws
devised by the government. The same should be communicated to the employees to ensure their
compliance. By maintaining the confidentiality standards in the workplace, an organization not
only protects itself from legal hassles but improves the employee productivity as well by
providing them with a secure and safe work environment.

CONFIDENTIALITY OF INFORMATION

 Information about an individual is their information

 And access is restricted
 You should be active not passive
 The need to maintain confidentiality extends beyond the workplace
 You should know who to go to for support and advice
 The need to know principle is a well-established way
 Form a consistent shared view amongst staff
 Never promise to keep secret without adding the warning that you might need to tell
someone else depending on what the secret is

There are a number of Acts of parliament which have a direct bearing on the way information
relating to individuals is handled and stored. They form a legal framework within which you
work. The most important of these are:

 The Data protection Act 1984

 Access to Medical records act 1988
 Access to Health Records Act 1990
Data Protection Act

The most important single aspect of this Act to remember is that it covers personal data about an
individual person of any age called ‘data subject’ stored in a computer by someone called a ‘data
user. The Act provides that data shall:

 Be held fairly and lawfully

 Be held for one or more specified purposes
 Not be held or disclosed in a manner incompatible with those purposes
 Be adequate relevant and not excessive in relation to those purposes
 Be accurate and kept up to date
 Not be held for longer than is necessary for those purposes

Access to Medical Records Act

The purpose of this Act was to give individuals a right of access to any medical report about
themselves provided by any medical practitioner for employment or insurance purposes.

Access to Health Records Act

The intention of this act was to give individuals the right of access to their own health records in
order to provide for the correction of inaccurate records. It excludes records covered by the Data
protection Act.

APPLICATIONS

Read the following case study and then put yourself in the position of Cerise’s manager. What
advice would you give Cerise about dealing with this kind of situation in the future?

1. Cerise is a domiciliary care assistant. One of her clients felt that she needed much more extensive
home nursing services than could be supplied by the Health Authority and asked for Cerise’s help
in contacting a private nursing organization. Cerise obtained brochures from 3 local organizations
but recommended one of them on the grounds that another client of hers was very satisfied with
the service given. Cerise and the client discussed the cost of the service and Cerise satisfied herself
that the client could afford the fee. The client opted for the organization and asked a representative
to call. Later the client complained to Cerise’s manager that the organization recommended by
Cerise had been unsatisfactory and overpriced.

IV. ASSESSMENT
1. Ideas about what is private or secret can be very individual therefore
you should treat all information confidentially.

True[ ] or False [ ]

2.When can care workers overrule confidentiality?

3.You have a legal and moral responsibility to keep information about the people
in your care confidential.

True[ ] or false[ ]

4.What is the procedure regarding confidentiality in your work place if a member

breaches confidentiality by unnecessarily passing on information about a service
user?

__________________________________________________________________
__________________________________________________________________

5. Why is it important to maintain confidentiality of your clients?

6.What is your organization’s policy on Confidentiality?

__________________________________________________________________
__________________________________________________________________

VI. AGREEMENT
1) You are in the pub or coffee shop when a colleague starts to talk to another
member of staff about a particular client and then begins to discuss the client’s
family background and medical history. What if anything should you do?

__________________________________________________________________
__________________________________________________________________
_______________________________________________________________

2) Joe has learnt that Ben’s brother has just been arrested for assault. Joe tends to
discuss ‘news’ loudly wherever he is and you are taking both clients to the pub this
evening. What do you do?

__________________________________________________________________
__________________________________________________________________
_______________________________________________________________

3) One of your clients says that a member of staff had 3 pints of beer at a pub last
night and then drove 2 clients back to the home
What do you say? What do you do?

__________________________________________________________________
__________________________________________________________________
_______________________________________________________________

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