2017-04-15 00:26

NHS雇主允许采取某些类型的“积极行动”[ 28 ]尊重员工,如果认为某个年龄组的个体患关系到他们工作的某些方面的不足,这种积极的行动将防止或弥补这样的缺点。积极行动的例子可能包括提供与信息技术有关的培训课程来更新老员工的计算机技能。 在实际的条款,各种措施应该已经实施NHS雇主由于条例生效。英国国民保健服务组织应就按照规定执行变更所需的策略和行动计划达成协议。咨询和谈判应该发生在任何有关工会和讨论应该发生在董事会层面的关键决定和影响的规定,以NHS为雇主。亦有必要检讨所有雇佣手册、政策、雇佣合约及其他有关文件,以确保他们遵守规例。一个系统也应该存在关系到延长工作的员工,应该定期监测新的实现。这样的监测信息,然后进行评估,并纳入定期报告。重要的是,信息的员工指导出版和意识培训是给个人在NHS的各级,即董事会成员,非执行成员,直线经理和全体成员的工作人员。
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.