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People 1st – Apprenticeship/Foundation Modern Apprenticeship and Advanced

Apprenticeship/Modern Apprenticeship in Hospitality and Catering, Issue 9.1 1

Apprenticeship/Foundation Modern Apprenticeship and Advanced Apprenticeship/Modern Apprenticeship in

GUIDANCE NOTES FOR EMPLOYERS, PROVIDERS AND

APPRENTICES

Revised Framework (issue 9.1)

aA

HOSPITALITY AND CATERING

for England and Wales



CONTENTS

ANNEX A Summary of the mandatory outcomes of the frameworks

Content of the frameworks ANNEX B Implementation Advice

Employed status Entry requirements Duration of training Health and Safety Equality and Inclusion Sample Learning Agreements

ANNEX C NVQs ANNEX D Technical Certificates ANNEX E ERR and Workbook ANNEX F Transfer Arrangements ANNEX G Frameworks ANNEX H Certificate request forms



Annex A

Summary of the Mandatory Outcomes for the Hospitality and Catering Apprenticeship/Foundation Modern Apprenticeship

Framework Code

Apprenticeship/Foundation Modern Apprenticeship

Level

Competence Based Element

Route A NVQ in Food and Drink Service Route B NVQ in Food and Drink Service (Drinks Service) Route C NVQ in Front Office Route D NVQ in Food Processing and Cooking Route E NVQ in Professional Cookery Route F NVQ in Housekeeping Route G NVQ in Hospitality Services (Multi-Skilled)

2 2 2 2 2 2

2

Knowledge based element Route A Award in Hospitality and Catering Principles (Food and

Drink Service) Route B Award in Hospitality and Catering Principles (Food and

Drink Service) Route C Award in Hospitality and Catering Principles (Front Office) Route D Certificate in Hospitality and Catering Principles (Food

Processing and Cooking) Route E Certificate in Hospitality and Catering Principles

(Professional Cookery) Route F Award in Hospitality and Catering Principles

(Housekeeping)

2 2 2 2 2 2 2

2

2 0



Route G Award in Hospitality and Catering Principles (Multi-Skilled)

Key Skills / Functional Skills (England Only)

Key Skill Application of Number

Key Skill Communications

or (Apprentices on pilots only)

Functional Skill English Functional Skill Mathematics

1 1 1 1

Additional Employer Requirements

None

Employment rights and responsibilities

Induction covering workplace Employment Rights and Responsibilities. Proof of the induction process having taken place will be required when claiming certification. The evidence for this will be an approved and signed copy of the Employment Rights and Responsibilities induction component, a copy of which can be obtained from People 1st. Content to be covered under ERR, to be included in our additional guidance to be determined as;

• Familiarisation of employer’s organisation

• Requirements and expectations of the apprenticeship and advanced apprenticeship

• Instruction in customer care

• Range of statutory responsibilities and associated documentation

• Sources of information and advice

• Apprentice’s role in the organisation, including relationship with other departments and the industry as a whole

• Principles, policies and codes of practice used by employers and how they relate to jobs in the industry

• Why there is a range of statutory laws relating to ERR

• Range of career pathways available, opportunities for career development and how to get information on them

• How to effectively access information and advice on ERR

• Types of representative bodies in the hospitality industry

• Issues of public concern

• Equality and Diversity issues



Summary of the Mandatory Outcomes for the Hospitality and Catering Advanced Apprenticeship/Modern Apprenticeship

Framework Code

Advanced Apprenticeship/Modern Apprenticeship

Level


Route A NVQ in Professional Cookery Route B Diploma in Hospitality Supervision and Leadership Skills (NVQ)

3 3

Knowledge based element Route A Certificate in Hospitality and Catering Principles (Professional

Cookery) Route B Award in Hospitality Supervision and Leadership Principles

3 3






2 2 2 2


None

2 2 0




Induction covering workplace Employment Rights and Responsibilities. Proof of the induction process having taken place will be required when claiming certification. The evidence for this will be an approved and signed copy of the Employment Rights and Responsibilities induction component, a copy of which can be obtained from People 1st. Content to be covered under ERR, to be included in our additional guidance to be determined as:














People 1

st – Apprenticeship/Foundation Modern Apprenticeship and Advanced

Apprenticeship/Modern Apprenticeship in Hospitality and Catering, Issue 9.1

7

Content of Framework The Apprenticeship frameworks themselves are organised in terms of clear pathways, or routes that reflect the occupational specialism’s of the industry. For the Apprenticeship/Foundation Modern Apprenticeship, the routes are as follows; All Routes must deliver ERR and the following key skills; Application of Number Level 1 Communications Level 1

(Please note that in England only People 1st have agreed to accept the functional skills of English and Mathematics as part of this framework instead of the Key Skills in Communication and Application of Number respectively at the same level. However, only those apprentices who are part of the pilot for functional skills will be eligible to receive the completion certificate using those qualifications).

Route A Level 2 NVQ in Food and Drink Service and Level 2 Award in Hospitality

and Catering Principles (Food and Drink Service) Route B Level 2 NVQ in Food and Drink Service (Drinks Service) and Level 2 Award

in Hospitality and Catering Principles (Food and Drink Service) Route C Level 2 NVQ in Front Office and Level 2 Award in Hospitality and Catering

Principles (Front Office) Route D Level 2 NVQ in Food Processing and Cooking and Level 2 Certificate in

Hospitality and Catering Principles (Food Processing and Cooking) Route E Level 2 NVQ in Professional Cookery and Level 2 Certificate in Hospitality

and Catering Principles (Professional Cookery) Route F Level 2 NVQ in Housekeeping and Level 2 Award in Hospitality and

Catering Principles (Housekeeping) Route G Level 2 NVQ in Hospitality Services (Multi-Skilled) and Level 2 Award in

Hospitality and Catering Principles (Multi-Skilled) For the Advanced Apprenticeship/Modern Apprenticeship, the routes are as follows; All Routes must deliver ERR and the following key skills; Application of Number Level 2 Communications Level 2

(Please note that in England only People 1st have agreed to accept the functional skills of English and Mathematics as part of this framework instead of the Key Skills in Communication and Application of Number respectively at the same level. However, only



those apprentices who are part of the pilot for functional skills will be eligible to receive the completion certificate using those qualifications).

Route A Level 3 NVQ Professional Cookery and Level 3 Certificate in Hospitality and

Catering Principles (Professional Cookery) Route B Level 3 Diploma in Hospitality Supervision and Leadership Skills (NVQ) and

Level 3 Award in Hospitality Supervision and Leadership Principles



Implementation advice

Annex B

Employed Status In all circumstances the employed route is strongly preferred for the Hospitality Apprenticeship and Advanced Apprenticeship to link apprentices’ learning directly to the occupation they are working in. All candidates on the Advanced Apprenticeships must have employed status from the beginning of the apprenticeship. However, candidates on the apprenticeship can be:

• directly employed by an employer and on their payroll

• based with an employer but not directly employed and paid an allowance by the employer

• based with a learning provider and placed with an employer who will provide work-based learning opportunities and will be paid under the Education Maintenance Allowance

Where the Apprentice is not employed, there must be a clear link with an employer who can provide the on-the-job learning, and the apprentice should move to employed status at the earliest opportunity. In Wales, candidates on the Modern Apprenticeship must have employed status.

Entry Requirements

Other than the employer’s own recruitment criteria, there are no entry requirements for the Apprenticeship/FMA. This is to ensure that the programme is open to the widest possible range of candidates at this level only. However, entry to the Advanced Apprenticeship/MA requires successful completion of one of the following:

• the hospitality apprenticeship

• a hospitality related (or other relevant) level 2 NVQ

• a hospitality related (or other relevant) level 2 Vocationally-Related Qualification

Alternatively, entry to the Advanced Apprenticeship/MA can be based on the apprentice having already gained level 2 comparable vocational experience and skills, for example, people who have worked in a relevant vocational area for at least nine months to a year prior to registering onto the advanced apprenticeship. This should be identified by the learning provider in the initial assessment and demonstrated by the candidate through the provision of a CV at the start of the programme. These requirements will give the employer and provider confidence that the young person has the capacity to achieve all of the mandatory outcomes of the Advanced Apprenticeship/MA programme.

It is essential for employers and learning providers to ascertain new entrants’ skills and knowledge level before registering them for an Advanced Apprenticeship/MA especially.

For both the Apprenticeship and Advanced Apprenticeship, new entrants should be:



• motivated to succeed within the hospitality industry

• willing to learn and apply that learning in the workplace

• judged capable by the employer of completing the mandatory outcomes

Some apprentices may join the programme having completed a Young Apprenticeship in Hospitality and this is a strong indicator that the above three requirements have been met.

Minimum Duration of Training Apprenticeships are about achieving standards rather than timeserving. The average duration of an apprenticeship will depend on the individual’s skills and understanding, their past experience, their attitude, the level of support they receive from their employers, tutors and assessors and their choices of occupational routes and competence-based qualifications.

The expected timescales for completion are that the Apprenticeship/FMA should be completed in no less than 12 months, and the Advanced Apprenticeship/MA should take no less than 24 months to complete. Individual circumstances, for example significant prior learning or the need to provide basic skills training first will influence the time it takes to complete. Some apprentices may be experienced, mature learners and they may take a shorter time to complete the full framework. People 1st may follow up on certification requests where the apprentice has achieved the Apprenticeship/Foundation Modern Apprenticeship in less than four months and nine months for the Advanced Apprenticeship/Modern Apprenticeship to identify reasons for this. Health and Safety

The industry regards health and safety as an essential part of the Hospitality Apprenticeship/FMA and Advanced Apprenticeship/MA and all apprentices must follow legislation, regulations, and codes of practice required by industry. The employer must have a policy which details health and safety responsibilities for themselves and the apprentice.

Health, safety and security is addressed in Employment Rights and Responsibilities (ERR) covered in the induction component of this framework. All partners involved in the implementation of apprenticeships must adhere to their statutory responsibilities for health and safety as follows:

• a safe and supportive working environment for apprentices must be provided whilst they are at work or in training

• appropriate training on health and safety in the workplace must be given to each apprentice, covering all aspects of their job role

• awareness of, and compliance with, relevant legislation such as the Health & Safety at Work Act 1974, the Working Time Regulations 1998, the Workplace



(Health, Safety and Welfare) regulations and other relevant legislation must be demonstrated

• the apprentice must be aware of and comply with their statutory responsibility for health and safety at work. This relates to their own safety and to the safety of others in the work place. They must also be aware of, and comply with, any additional health and safety procedures laid down by their employer/provider

• LSC and WAG are responsible for monitoring the compliance of providers to their statutory health and safety obligations and will carry this out through their Quality Assurance procedures

• Providers will carry out a pre vetting check of the employers to check they have met Health and Safety statutory requirements.

Employers should also ensure that they comply with all risk assessments that are required by law. In terms of additional Health and Safety requirements specific to the sector, the specialist catering pathways within the frameworks contain units which cover the important issue of Food Safety. Other legislation that is relevant to hospitality includes: RIDDOR (Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1995): These regulations place a legal duty on employers, self employed people and people in control of premises to report work-related deaths, major injuries or over-three-day injuries, work related diseases and dangerous occurrences (near miss accidents) COSHH (Control of Substances Hazardous to Health): Employers are responsible for controlling the use or handling of hazardous substances Food Hygiene Regulations 2006: This act relates to businesses responsibility regarding appropriate supervision of food handlers, their instruction and/or training in food hygiene, to enable them to handle food safely The Occupiers Liability Act: This covers liability for the safety of others who are lawful visitors, which includes passers-by, customers, sales representatives, delivery people, contractors etc Licensing Act 2003: This act covers all aspects of the sale of alcohol Equality and Inclusion

The sector (particularly the hospitality industry) employs a young workforce. There are variations across the sector with the restaurant and pub industries particularly reliant on young people (65 percent of those working in the pubs, bars and nightclubs industry are under the age of 30 as are 55 percent of those working in the restaurant industry). The food and service management, hospitality services and self-catering accommodation/holiday centre industries operate with a slightly different age profile of workers with over half of their workforces being over the age of 40. The self-catering accommodation/holiday centre workforce has the oldest age profile with approximately 20 percent of the workforce being over the age of 60.



The average age of those working in different occupations varies considerably. Those working as waiting staff and bar staff tend to be young with few being over the age of 30. As would be expected, those working in management roles tend to be older, particularly hotel and accommodation. A relatively high proportion of managers of licensed premises and restaurant and catering managers are under the age of 30. In the hospitality industry, women tend to dominate front of house roles (such as waiting staff, bar staff and catering assistants), whilst men are more likely to be working as chefs and cooks, and as managers. The proportion of managers in the hospitality industry who are female fell from 49 percent in 2004/05 to 46 percent in 2007/08. The following table shows the numbers of male and female apprentices who started the Hospitality and Catering framework in England in recent years: Apprenticeship

– Female Apprenticeship – Male

Advanced Apprenticeship – Female

Advanced Apprenticeship - Male

2004/05 7016 6522 1819 1703 2005/06 6416 5727 1499 1546 2006/07 5176 5088 1516 1450 2007/08 (Aug 07 – Apr 08)

2890 2740 724 813

Therefore, it can be seen that the number of male and female apprentices within the sector are broadly similar. The sector as a whole is generally representative of the multicultural society in which we live, and has provided perhaps more opportunities for ethnic minorities to achieve economic success than most sectors. Across the industries a higher proportion of black and minority ethnic (BAME) workers work in the restaurant industry (23 percent across the UK and 52 percent in London) and food and service management (15 percent across the UK and 51 percent in London) than in other industries. Only 4 percent of the pubs, bars and nightclubs workforce is from a BAME background. We need to be careful to monitor this situation, especially in middle management where under-representation of women and ethnic minorities can often be a problem. In addition, because the industry tends to employ a large number of young people we need to be aware of, and explain the benefits of, a workforce that is diverse not only in terms of ethnicity but also in age range. Consideration must be given to the whole programme from recruitment and selection, induction through to successful completion. The fact we monitor these statistics allows us to act with providers via the ALP industry sub-group, and with industry at large, to re-dress any potential imbalance in the profile of staff being recruited on to the Apprenticeship programme. This may lead us to develop case studies of good practice. We see the Apprenticeship/FMA and Advanced Apprenticeship/MA as being a powerful tool to promote equality and inclusion as it is an ideal point to explain the benefits of diversity and the responsibilities of promoting equality to the supervisors and managers of tomorrow.



In the People 1st Apprenticeship Strategy we recommend the development of an equality and diversity policy encompassing all its apprenticeship programmes in consultation with key stakeholders including learning providers, learning provider representatives, employers, employer representatives, awarding organisations and organisations responsible for promoting equality and diversity. We will also consider the following activities to help ensure that any barriers to starting or achieving an apprenticeship are removed:

• Development of an employer’s guide to the recruitment and retention of apprentices from under-represented groups

• Ongoing monitoring of data to identify any issues and intervene where necessary

• Developing careers materials and making them accessible to all

• Developing marketing materials aimed at under-represented groups

• Identifying a process to make it easier for apprentices to access employers, e.g. providing a list on our website of all those employers who take on apprentices.

• Articles in specific newspapers/magazines aimed at under-represented groups The implementation of a registration system will be explored by People 1st. Through this we would like to monitor take up and starts carefully and take appropriate action if any issues are highlighted. It is hoped that the data could be monitored by different categories including framework, provider and region. In addition, data collected by external agencies could be used more effectively and interpreted so that maximum benefit can be gained from all parties.

All partners involved in the delivery of the apprenticeship - local LSCs/Department for

Children Education Lifelong Learning and Skills (DCELLS), providers and employers must be committed to a policy of equal opportunities and must have a stated equal opportunities policy and procedure.

Employers/providers must be able to demonstrate that there are no overt or covert

discriminatory practices in selection and employment. All promotional, selection and training activities must comply with relevant legislation such as:

• The Sex Discrimination Act, 1975 and Code of Practice

• The Race Relations Act, 1976 and Code of Practice

• The Disability Discrimination Act, 1995 and Code of Practice

• The Employment Equality (Age) Regulations 2006

The apprentice’s knowledge about equal opportunities policies and procedures can be used as evidence for the Employment Responsibilities and Rights component of this framework.

Providers should monitor equality of opportunity practice and procedures within their own organisation and take positive action when necessary. It is also recommended that employers/providers conduct an exit interview with all apprentices as they leave the programme.

People 1st will continue to monitor the development of the Apprenticeship and equality of

opportunity, primarily by the analysis of the LSC/WAG (Learning and Skills Council /Welsh Assembly Government) statistical returns. Where questions arise concerning



policy and practice, People 1st will work closely with the relevant LSC/WAG offices to identify causes and to implement positive action where appropriate.



Sample learning agreement

This Agreement between:

Employer________________________________________________________

of ________________________________________________________________

and Apprentice

_____________________________________________________________

and Parent/Guardian

_________________________________________________________

(if aged under 18)

and Training Provider _____________________________________________

is made ___________________________________on date _______________

1. The Employer’s Responsibilities

1.1. To employ, or sponsor, and pay the Apprentice in accordance with agreed terms and conditions.

1.2. To agree jointly with the Training Provider and Apprentice, an Apprenticeship Plan ensuring that satisfactory progress is maintained. Any changes to the plan to be agreed at review stages.

1.3. To provide, as far as is reasonably practical, the experience, facilities and learning necessary to achieve the learning objectives specified in the Apprenticeship Plan without loss of wages and to treat the Apprentice fairly and reasonably as an employee would be treated.

1.4. If the Apprenticeship is terminated due to redundancy, to attempt, with the assistance of relevant organisations, to arrange employment for the Apprentice, for the duration of the Apprenticeship, with another company.

1.5. To undertake legal and contractual responsibilities for the Health and Safety of the Apprentice.

1.6. To ensure conformity with the employer’s equal opportunities policy



2. The Apprentice’s Responsibilities

2.1 To work for the Employer to the best of her or his ability and in accordance with the Employer’s policies and procedures.

2.2 To observe the Employer’s terms and conditions of employment.

2.3 In both working and learning, to be diligent and punctual and to attend courses,

keep records, take part in and contribute to the review process, undertake assessments in order to achieve Apprenticeship Plan objectives and keep the employer informed of progress towards those objectives.

2.4 At all times to behave in a safe and responsible manner and in accordance with

the requirements of Health and Safety legislation relating to the individual’s responsibilities and to promote and act in the Employer’s best interests.

3 The Training Provider’s Responsibilities 3.1 To check that the contents of the Apprenticeship Plan fulfil the nationally and

industry/sector agreed criteria for the Apprenticeship. 3.2 To ensure that the learning meets the requirements set out in the Contract

between the Training Provider and the Learning and Skills Council/DCELLS in particular in relation to Quality Assurance process including Health and Safety obligations.

3.3 If the Employer is unable to complete the Apprenticeship, then the Training

Provider shall use its best endeavours to ensure that the Apprentice is offered the opportunity to transfer to another organisation who will be able to provide a Apprenticeship Plan substantially similar to the existing Apprenticeship Plan.

I understand the responsibilities as defined above and agree to this undertaking.

Signed_________________________________________ for Employer

Date _____________________________

Signed_________________________________________ Apprentice

Date _____________________________

Signed ________________________________________ Parent/Guardian (if aged

under 18)

Date _____________________________

Signed ________________________________________ For Training Provider

Date _____________________________



Copies to: � Apprentice � Employer � Provider � Local LSC/DCELLS



Annex C

National Vocational Qualifications

The following NVQs are suitable for use as part of the Apprenticeship/Foundation Modern Apprenticeship

Title/Awarding Body Qualification Reference Nos

L2 Food and Drink Service / City & Guilds 100/5386/4

L2 Food and Drink Service / Education Development International plc 100/5871/0

L2 Food and Drink Service / Edexcel 500/4170/8

L2 Front Office / City & Guilds 100/5380/3

L2 Front Office / Education Development International plc 100/5873/4

L2 Front Office / Edexcel 500/4219/1

L2 Food Processing and Cooking / City & Guilds 100/5383/9

L2 Food Processing and Cooking / Education Development International plc

100/5872/2

L2 Food Processing and Cooking / Edexcel 500/4203/8

L2 Professional Cookery / City & Guilds 100/5384/0

L2 Professional Cookery / Education Development International plc 100/5876/X

L2 Professional Cookery / Edexcel 500/4174/5

L2 Housekeeping / City & Guilds 100/5381/5

L2 Housekeeping / Education Development International plc 100/5874/6

L2 Housekeeping / Edexcel 500/4172/1

L2 Multi-skilled Hospitality Services / City & Guilds 100/5382/7

L2 Multi-skilled Hospitality Services / Education Development International plc

100/5875/8



L2 Multi-skilled Hospitality Services / Edexcel 500/4131/9

The following NVQs are suitable for use as part of the Advanced Apprenticeship/Modern Apprenticeship

L3 Professional Cookery / City & Guilds 100/5385/2

L3 Professional Cookery / Education Development International plc 100/5877/1

L3 Professional Cookery / Edexcel 500/4202/6

L3 Diploma in Hospitality Supervision and Leadership Skills (NVQ)/City & Guilds

500/6096/X

L3 Diploma in Hospitality Supervision and Leadership Skills (NVQ)/ Education Development International plc

500/6326/1

L3 Diploma in Hospitality Supervision and Leadership Skills (NVQ)/Edexcel

500/6432/0



Annex D

Technical Certificates

The following technical certificates are suitable for use as part of an Apprenticeship/Foundation Modern Apprenticeship

Title Awarding Body Qualification Reference No

L2 Award in Hospitality and Catering Principles (Food and Drink Service)

City & Guilds 500/6204/9


Education Development International plc

500/6258/x


Edexcel 500/6336/4

L2 Award in Hospitality and Catering Principles (Front Office)




500/6586/5


Edexcel 500/6333/9

L2 Certificate in Hospitality and Catering Principles (Food Processing and Cooking)




500/6344/3


Edexcel 500/6335/2

L2 Certificate in Hospitality and Catering Principles (Professional Cookery)




500/6273/6


Edexcel 500/6337/6

L2 Award in Hospitality and Catering Principles (Housekeeping)




500/6564/6


Edexcel 500/6334/0

L2 Award in Hospitality and Catering Principles (Multi-Skilled)




500/6696/1


Edexcel 500/6332/7



The following Technical Certificates are suitable for use as part of an Advanced Apprenticeship/Modern Apprenticeship

Title Awarding Body Qualification Reference No


City & Guilds 500/6597/x



500/6525/7


Edexcel 500/6544/0

L3 Award in Hospitality Supervision and Leadership Principles




500/6220/7


Edexcel 500/6331/5



Annex E

Employment Rights and Responsibilities for Hospitality and

Catering Apprenticeships and Advanced Apprenticeships

Introduction – Guidelines for employers and training providers

All apprentices (please note that this document applies to Apprentices/Foundation Modern Apprentices and Advanced Apprentices/Modern Apprentices alike) have been required to cover Employment Responsibilities and Rights (ERR) as part of the induction component of their Apprenticeship, to ensure that apprentices know about

• the legal responsibilities and rights of the apprentices and those of their employers

• their role in the organisation they work for and the industry as a whole

• the variety of career opportunities and progression routes available to them.

People 1st has developed an ERR workbook for the Hospitality and Catering Apprenticeship/Foundation Modern Apprenticeship and Advanced Apprenticeship/Modern Apprenticeship frameworks. Reference has been made to legislation current at the time of going to press. Induction must reflect up to date legislation. Any amendments to Acts or new legislation subsequent to the references contained here will be reflected in future versions to these guidelines. The guidebook includes examples to assist understanding. The induction should use those examples relevant to the employer and/or employer’s industry.

All apprentices are required to cover Employment Rights and Responsibilities (ERR) as part of the induction component of the apprenticeship. ERR has been included within the induction phase of the apprenticeship, but there are some opportunities to reinforce ERR learning through the NVQ and the knowledge based element.

Apprentices are required to demonstrate a basic knowledge of ERR. Advanced apprentices are required to demonstrate a greater understanding and application of knowledge to their job role.

The employer or training provider will need to confirm that the induction process has taken place when claiming certification.

It is essential that

• it is agreed from the start of the apprenticeship how ERR is going to be covered and

who is responsible for it. This is particularly important where there is more than one

provider involved in delivering the programme. Areas relating specifically to the

organisation the apprentice works for should be delivered by the employer

• the apprentice’s knowledge of ERR is confirmed. However, external assessment is

NOT required.

• records are maintained of the apprentice’s completion of the induction pack which will

be required in order to issue the Apprenticeship certificate.



• refer to your apprentice’s induction pack for further information on the requirements of

the ERR component.

There are six ERR targets in the Hospitality Apprenticeship. The requirements of the

apprentice are as follows;

1

The apprentice should demonstrate a basic knowledge of a range of

statutory rights and responsibilities that employees and employers have

and the associated documentation

2

The apprentice should demonstrate a basic knowledge of the different

sources of information and advice available on ERR

3

The apprentice should demonstrate a knowledge of the role they play

and how it fits into their organisation and the industry as a whole

4

The apprentice should demonstrate a knowledge of the principles,

policies and codes of practice used by employers

5

The apprentice should demonstrate a basic knowledge range of career

pathways and how to get information on each of them

6.

The apprentice should demonstrate a basic knowledge of the types of

representative bodies in the Hospitality industry, and some issues of

public concern.

For any queries, please contact:

People 1st

2nd Floor Armstrong House 38 Market Square Uxbridge Middlesex UB8 1LH

Telephone: 01895 817000



DELIVERING ERR

It is important that apprentices see the relevance of what they are learning in the context

of the rest of their programme. Therefore, wherever possible, learning providers should

reinforce apprentices’ learning of ERR through the delivery of the NVQ, the knowledge

based element and key skills. In turn, coverage of ERR may also support these

components of the Apprenticeship.

It is strongly recommended that learning providers explain to apprentices the benefits of

knowing about ERR and the problems they could encounter if they did not. It needs to be

clear that their learning will not only help them, but their relationship with their employer,

work colleagues and customers.

Apprentices should independently research the information required for the six ERR

targets through a range of sources such as their local library or if appropriate from their

college library, industry journals, magazines and the Internet.

ASSESSMENT

Apprentices’ knowledge of ERR must be assessed, but external assessment is not

necessary. The apprentice should maintain a record that demonstrates they have a

knowledge and understanding of the six ERR targets, with the support of their learning

provider and employer. We have supplied a workbook that will help the apprentice to

demonstrate their knowledge.

Using this document

This section provides guidance for learning providers and employers on what needs to be

covered by apprentices in relation to the six ERR targets.

The workbook has been written for the apprentice to fill in and use to help their self-study

and allow them to show their learning. Learning providers and employers can adapt and

incorporate these pages into their own induction workbooks or material if appropriate.

The questions in the workbook are meant to be only one way in which the candidates can

be assessed. Apprentices can also be assessed through various methods for example

verbal questioning, written short questions and answers or projects or assignments,

where these are felt necessary. Most importantly, the delivery and assessment should

stimulate the apprentice’s interest and willingness to learn.

Additional evidence of the apprentice’s knowledge could also be compiled in a paper-

based file or logbook, or on a computer file or electronic disk. Whatever method is used

apprentices should be encouraged to view the evidence as a useful resource for their

future career and for any further study they chose to do.



Encourage each apprentice to keep accurate and neat files of evidence, dated and

referenced according to each target. This helps the assessor and apprentice to find

information quickly and easily and reduces the time in cross-referencing and duplication.

Evidence of delivery and assessment must be recorded on the ERR Evidence Record Form

which is provided at the end of the workbook. This form must be signed by the learning

provider responsible for overseeing the delivery of ERR and be presented to People1st with

other evidence of achievement before the apprentice’s certificate is issued.

Please study each section carefully to ensure that the apprentice can provide evidence for

each target.



Guide for learning providers and employers

All learners must cover the six ERR targets in order to achieve their apprenticeship. The

following sets out what learning providers and employers need to cover with apprentices

in order to provide them with adequate knowledge in each area. The areas covered link to

a series of questions, in part two, that apprentices should be able to answer.

For Target 1 – Statutory laws

Apprentices are required to have a knowledge and understanding of why there is a

range of statutory laws relating to ERR, including:

• the purpose and implementation of the main statutory laws relating to ERR, including:

− Contracts of employment

− Anti-discrimination provisions (gender of sex, race, disability, age sexual

orientation, religion or belief)

− Working hours and holiday entitlements

− Sickness absence and sick pay

− Minimum wage entitlements

− Data Protection

− Health and Safety

• industry specific legislation

• the consequences of not working within a legal framework.

• apprentices should also cover any new legislation relevant to target 1, but not

detailed below.



For Target 1 – Essential knowledge the apprentice must cover

Apprentices should demonstrate that they know and understand:

• Why each of the following laws are important to the organisation they work for, to them

as individuals and to their team members:

- Employment Rights Act 1996 & 2003

- Equal Pay Act 1970 Amendment (Regulations) 2003

- Race Relations Act 1976 (Amendment) 2000

- Sex Discrimination Act 1975 Amendment (Regulations) 2008

- Disability Discrimination Act 2005

- Working Time Directive 1999 (Amendment) Regulations 2002

- Human Rights Act 1998

- Data Protection Act & Safety Act 2005

- National minimum wage 1999 (Amendment) Regulations 2004

- The Employment Relations Act 1999 & 2004

- The Employment Act 2008



For Target 2 – Sources of information and advice

Learners are required to have a knowledge and understanding of how to

effectively access information and advice on ERR, including:

• identifying the most appropriate sources of information and advice

• the advantages and disadvantages of different sources of information and

advice.



• the different sources of information

- the range of information available from their employer on matters relating to

their employment and working practice (e.g. job description, staff handbook,

news letters, company magazines, correspondence, outcomes of staff

meetings) and how this can be obtained

- external agencies and organisations

- reference books

- reports

- journals / magazines

- Internet



For Target 3 – Your Role in the organisation and industry

Apprentices are required to have a knowledge and understanding of the

role they play in the organisation they work for and the industry as a whole,

including:

• their role

• the operating requirements of other occupations in the organisation and

industry.



• their key responsibilities, which part of the organisation they fit into and how they

support its effective running

• the range of different functions / departments in the organisation they work for e.g.

operations, finance, HR, training, sales and marketing, etc. (In larger organisations

these functions may be split between different people, departments and/or sites. In

smaller organisations, the same people may be responsible for more than one

function)

• how their job role compares to other staff at the same level in the organisation, and in

the industry, and the typical pressures staff have to work under

• the importance of team work e.g. liaising and co-operating with immediate team

members and staff in other parts of the organisation.

• the characteristics of the organisation they work for and how these establish which

sector(s) their organisation typically relates to

• market trends which may influence the organisation now and in the future



For Target 4 – Principles, policies and codes of practice

Apprentices are required to have a knowledge and understanding of their

employers’ principles, policies and codes of practice which relate to their

job role and the sector at large, including;

• how principles, policies and codes of practices relate to their job and how

effective they are

• the framework of legislation for the industry at large



• how principles, policies and codes of practice are used in their job, the role of internal

audits, and how effective they are (advanced apprentices should be able to form a

view on the value of principles, policies and codes of practice)

• the consequences for the employer if policies and codes of practice are not complied

with – e.g. potential risks / hazards, costs to the organisation, impact on public image

• the principles and benefits of quality business marques, for example, Investors in

People (IiP), Hospitality Assured, tourist board grades, etc



For Target 5 – Career Development

Learners are required to have a knowledge and understanding of the

opportunities that exist for career development, including:

• possible roles in the industry for long-term progression

• recognising and presenting their skills and knowledge

• recognising areas of development

• opportunities to progress into other areas of the industry and management

• opportunities to progress into further or higher education

• the range of professional development opportunities.



• the skills and knowledge they have developed and the types of occupation and

establishments they could progress into

• how to present their skills, knowledge and achievement for example through a CV, in

job application forms and in interviews

• the different types of qualifications they could pursue to support career development –

e.g. short courses covering specific craft or industry skills, management skills or

higher education such as a Hospitality Foundation Degree

• the types of professional development that exists – e.g. in-house (management)

training programmes, on-line training, short courses offered by colleges and

universities

• opportunities for continued professional development.



For Target 6 – Representative Bodies for the industry and Issues of Public

Concern

Advanced Apprentices are required to know about representative bodies

within the industry, and recognise issues of public concern and the affect

they have on the organisation they work for and the industry as a whole,

including:

• different views on issues of public concern relating to the industry

• how issues of public concern impact on the organisation they work in and in

the industry

• changes in public opinion

• how organisations can influence issues of public concern.



• The basic range of representative bodies, such as the:

- British Hospitality Association (BHA)

- British Beer and Pub Association (BBPA)

- Restaurant Association (RA)

- British Institute of Hospitality (BIH)

- British Institute of Innkeeping (BII)

- Food Standards Agency (FSA)

- People 1st

- The National Skills Academy for Hospitality

- Springboard UK

• current issues of public concern that are particularly relevant to the hospitality industry

and different views relating to them (e.g. food labelling, recycling, drugs misuse, food

safety)

• key changes in public opinion which have an impact on the industry and the

organisation they work for



Apprentice Induction Pack:

Employment Rights & Responsibilities Workbook

To support the


& Advanced Apprenticeship/Modern Apprenticeship

Hospitality & Catering

Updated November 2009



Contents 1. Welcome to the apprenticeship programme.........................................................35

2. You & Your Employers .........................................................................................36

3. Statutory Rights & Responsibilities.......................................................................38

Contract of Employment........................................................................................38

Working Hours, Holiday Entitlement & Payment ...................................................39

Discrimination and Harassment ............................................................................41

Discipline, Grievance & Dismissal.........................................................................43

Data Protection .....................................................................................................45

Health & Safety .....................................................................................................46

4. Sources of information & advice...........................................................................48

5. Principals policies & codes of practice .................................................................50

6. Career Development ............................................................................................51

7. Representative Bodies & Issues of Public concern ..............................................53

8. Completion statement & signing off the workbook ...............................................55

Structure of the Organisation.............................................................................55 Career Pathways ...............................................................................................56 Representative Bodies.......................................................................................56



1. Welcome to the apprenticeship programme

Dear Apprentice

Welcome to the Apprenticeship programme. As an Apprentice, you will be learning new skills and knowledge that will lead you towards successful completion of your NVQ at Level 2 (Apprenticeship/Foundation Modern Apprenticeship) or NVQ at Level 3 (Advanced Apprenticeship/Modern Apprenticeship). You will also be gaining other key qualifications that employers feel are important and which are part of the programme. To help you to settle into your programme, you will take part in an induction organised by your employer and the local college or training provider. This will explain the requirements of the programme and you will also be finding out about your employer 1 – it’s people, it’s services and the legal framework within which it operates. This induction pack will help to fill in some of the gaps, if there are any, and to ensure that all Hospitality and Catering Apprentices achieve the same level of understanding and are not disadvantaged in any way. You decide which parts you read first, although emergency procedures (such as fire alarms and evacuation procedures) should be covered on your first day. The sooner you understand about your responsibilities and rights the sooner you will feel part of the organisation, although you may find information in this pack useful throughout your programme. This induction pack and workbook is structured in a way that will allow you to demonstrate your learning against the six Target Areas that make up Employment Rights and Responsibilities. The workbook presents a series of questions that you can research and answer in your own time using the appropriate resources. You may also be set other tasks to demonstrate your learning, such as projects or assignments, so that you can show all that you have learnt. The workbook also contains a Statement of Achievement for this part of the apprenticeship programme. This requires your signature and that of your employer and college/training provider. This will be placed in your portfolio, together with copies of your NVQ and other certificates as evidence that you have completed the full programme and are entitled to receive the Apprenticeship Completion Certificate. Good luck with your programme!

1 If you are an apprentice who is not directly employed by an employer, you should use the systems and procedures of the employer who is providing you with work based learning opportunities to answer the questions



2. You & Your Employer

Task: What is the name of the company that employs you? _______________________________

For easy reference, the Hospitality & Catering Industry can be split into many separate areas:

• Restaurants • Food & Service Management • Membership Clubs • Holiday Centres • Hotels • Youth/Backpacker Hostels • Self-Catering Accommodation • Hospitality Services • Pubs, Bars & Nightclubs

Task: Which industry does your company belong to? ____________________________________ There are over 150,000 business units in the Hospitality & Catering industry; these employ over 1.5 million people. .

Task: How many people does your company employ? ___________________________________ Task: What is your job title? _______________________________________________________ In most companies, there is a management structure through which a direct line manager will be available to support each employee. Task: Who is your direct line manager? ______________________________________________ Your line manager should be your first contact if you have any problems or issues with this workbook, or any other aspects of your Apprenticeship. They will also be able to give you more information regarding your company, your job role, and the opportunities that are available to you within your company.

The structure of your employing organisation and of the Sector

• The running of most organisations involves carrying out a range of different functions, which includes operations, finance, personnel, marketing, health and safety. In larger organisations these functions may be split between different people, departments and/or sites. In smaller organisations, the same people may be responsible for more than one function. Different occupations are associated with different functions.



• The formal and informal systems operating in the candidate’s organisation to ensure there is effective co-operation and the management of conflict between different functions, for example quality circles, are an example of a cross-functional mechanism that may be used to co-operate in ensuring that the highest possible standards of quality are met and maintained.

You will need to know how your organisation is structured, where your occupational role fits in, what your responsibilities are and how typical the structure of your organisation is in the Sector.

Task: Draw a structure chart of your organisation, workplace or department, showing your name and job title.

(Please attach chart)

You will also need to know what steps you should take to try to ensure you communicate effectively with colleagues and contacts in the workplace and why this is important to the organisation. Task: Give two examples of how the organisation benefits from effective working relationships: Example 1___________________________________________________________________ Example 2___________________________________________________________________

The Hospitality and Catering Sector The sector has faced many changes over recent years that have affected working practices and the way in which organisations operate. For example the increase in the use of email and the Internet. You will need to understand the impact, if any, that these changes have had on the organisation and the way in which your occupation is carried out. Task: Give an example of one change which your organisation has made recently to respond to change and why. ____________________________________________________________________________ ____________________________________________________________________________ ____________________________________________________________________________ ____________________________________________________________________________



3. Statutory Rights & Responsibilities

All Apprentices need to know that employers and employees have a range of statutory responsibilities and rights under Employment Law and that employment can be affected by other legislation as well. Contract of Employment Your contract of employment is legally binding. Both you and your employer have to abide by its terms and conditions. It is there to protect you and you should know what it contains. There are certain terms and conditions that must be covered in your contract by law, and there will be others that have been added by your company. This section will give you a basic introduction to contracts, and show you the types of things that you should look out for in your own. Much of the information in this section is covered in more detail later in this workbook.

• Contracts of employment come into force as soon as a firm offer of employment has been made and accepted, even if the agreement is only verbal.

All employees are entitled to a written version of the terms and conditions of their employment within two months of starting work which must contain details of: o Rates and Frequency of Payment

o Hours of work (and overtime conditions)

o Holiday entitlement Task: How many hours are you contracted to work in a normal week?

Task: Do you get paid overtime for working above these hours?

• Employment contracts can be for full-time or part-time work, and can also be for permanent or fixed-term/temporary work

• Contracts of employment can only be changed following consultation between employer and employee. There are occasions when both the employer and employee can benefit from changes in contracts.

Task: Give one example of when it might be beneficial for you to agree to change the terms and conditions of your contract.

• Conflicts between employers and employees that regard contracts can be settled through grievance or disciplinary procedures. Employees have the right to an



employment tribunal if they believe that the terms and conditions of their contract have been breached as long as either a grievance or disciplinary procedure has been completed first.

Working Hours, Holiday Entitlement & Payment

All employees are entitled to an individual written pay statement at, or before, the time that they are paid. This should include details of:

• Total gross pay

• All variable deductions (Tax, National Insurance, etc)

• Take-home pay

There will be other parts of your contract that deal with how and when you get paid. Most of these are covered in the sections below.

Task: When do you receive pay? Weekly, monthly, what date?

Holiday Entitlement

• Most workers are entitled to a minimum of 28 days annual leave.

• UK Public Bank holidays are included in this.

• Employees must give notice that they wish to take leave. The notice required is typically stipulated in your terms and conditions of employment

• When your employment ends, you have a right to be paid for any accrued but untaken annual leave

Task: How many days holiday are you entitled to each year? Does this total include bank holidays?

Task: Whom would you have to inform if you wanted to book some holidays? How much notice would you have to give?

Task: When does your company holiday year commence? ____________________________________________________________________________

National Minimum Wage (NMW)

Apprentices

From pay reference periods starting on or after 1 October 2006 the special rules for apprentices will be extended to apprentices aged over 25. This will mean that:



• Apprentices under age 19 will not qualify for the national minimum wage

Apprentices over age 19 and in the first 12 months of their apprenticeship will not qualify for the national minimum wage.

What are the current rates of the national minimum wage?

There are three levels of minimum wage, and the rates from 1 October 2009 are:

• £5.80 per hour for workers aged 22 years and older • A development rate of £4.83 per hour for workers aged 18-21 inclusive • £3.57 per hour for all workers under the age of 18, who are no longer of

compulsory school age

Some groups of employees do not qualify for the NMW, including the following: o Volunteers o Apprentices under 19 years old o Apprentices under 26 years old who are in the first year of their apprenticeship o Students working as part of an undergraduate or postgraduate course o Prisoners o Members of the armed forces Task: Are you entitled to the National Minimum Wage? If not, why not?

Sick Pay

• There is a statutory right to sick pay that all employees must abide by. Some employers may go beyond this, and offer additional payments to employees who are unwell

• The amount of sick pay that you are entitled to depends on your age, your wage, and whether you are claiming any other benefits

• You do not need to get a Doctor’s certificate for the first few days that you are ill; you can certificate yourself.

Task: How many days can you be off sick before you need a doctor’s certificate?

Task: What are the arrangements for informing your employer if you are sick?

Equal Pay

• Employers must pay men and women the same for doing the same or similar jobs. For more details, see Sex Discrimination and Equal Pay.



Maternity/Paternity Leave

• A woman is entitled to 52 weeks maternity leave regardless of how long she has been employed

• A woman is entitled to 39 weeks Statutory Maternity Pay (SMP) if she earns, on average, enough to pay National Insurance Contributions and has been continuously employed for at least 26 weeks.

• If you get SMP, your employer will pay you 90 per cent of your average weekly earnings for the first six weeks, then up to £123.06 per week (current rate until 5 April 2010) for the remaining 33 weeks. You pay tax and National Insurance in the same way as on your regular wages.

• New fathers are entitled to up to two weeks paternity leave if they have been continuously employed for 26 weeks

o This leave must be taken within 56 days of the birth of the child o This leave cannot be taken as odd days, it must be taken in blocks of one or

two weeks.

• Statutory Paternity Pay (SPP) is paid at the same rate as SMP

Discrimination and Harassment Discrimination may loosely be defined as less favourable treatment for one of a number of specified reasons e.g. you have a right not be discriminated against on grounds of gender, race, age, trade union membership, or disability throughout your recruitment, and from the first day of your employment. Relatively recent regulations have been introduced that have made it illegal to discriminate against people because of their religion or their sexuality at any stage of recruitment or employment. Discrimination laws cover:

o Direct discrimination – treating someone less favourably on one of a number of prohibited grounds because of their race

o Indirect discrimination – applying practices that may adversely impact on one group over another

o Harassment – Unwanted conduct that violates the dignity of a person, or creates a hostile or degrading environment

o Victimisation – Unfair treatment of an employee who has made a complaint about discrimination.

Sex Discrimination and Equal Pay

• The Sex Discrimination Act 1975 covers requirements or conditions that have an unjustified disproportionate effect on one sex or on married people

• As an exception to this policy, employers may train employees of one sex for particular work in which their sex has been recently under-represented, and may also encourage the under-represented sex to take up opportunities to do that work

• Employers must give men and women equal payment, and terms and conditions, if they are employed on: o “Like work” – work that is the same or broadly similar o Work rated as equivalent under a job evaluation study



o Work otherwise found to be of equal value

• It is the employer’s responsibility to justify any differences in the terms and conditions for men and women

Age Discrimination The Employment Equality (Age) Regulations 2006 came into force in October 2006 (Amendment) Regulations 2008. The regulations make it unlawful on the grounds of age to:

• discriminate directly against you – that is, to treat you less favourably than others on the grounds of your age – unless objectively justified

• discriminate indirectly against you – that is, to apply a criterion, provision or practice which disadvantages your particular age unless it can be objectively justified

• subject you to harassment. Harassment is unwanted conduct that violates your dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment for you having regard to all the circumstances including your perception of the issue

• victimise you because you have made or intend to make a complaint or allegation or have given or intend to give evidence in relation to a complaint of discrimination on grounds of age

• discriminate against you, in certain circumstances, after the working relationship has ended.

Race Discrimination

• The Race Relations Act 1976 prevents less favorable treatment on grounds of one’s race, nationality or religion. This applies to all aspects of employment including recruitment, payment, training and termination of contracts.

• There are exceptional jobs that genuinely require people of a certain race or religion

Task: Give two examples of jobs where the employer could justify only employing people who belong to a certain race or religion

Disability Discrimination

• Employers must not treat a disabled person less favourably without justification because to do so may amount to discrimination.

• Employers are required to consider making reasonable adjustments to working conditions where it would help to accommodate a disabled person

Task: Give two examples of “reasonable adjustments” that could be made in your workplace to help accommodate a disabled person.



Trade Union Membership Trade unions represent the rights of workers, and can negotiate with your management on your behalf if you wish. Everyone has the right to join a trade union, but you cannot be forced to do so.

• Employees cannot be discriminated against because they do or do not belong to a union

• It is unlawful to: o Specify union membership when advertising a job

o Limit recruitment to trade union members

o Be refused employment because you are, or are not, a member of a union

o Be made redundant, or be dismissed, because you are, or are not, a member of a

union Task: Which trade unions represent people in the your company?

Task: Whom would you tell if you witnessed discrimination or harassment in your workplace?

Discipline, Grievance & Dismissal Procedures

• As an employee, you have the right to the details of company disciplinary and grievance procedures including:

o Any disciplinary rules which apply to you o The names of the people to whom you can apply, and how an application

can be made, if you wish to raise a grievance



o The names of the people to whom you can apply, and how an application can be made, if you are unhappy with any disciplinary decision

o The processes that follow on from making an application a grievance or an appeal

• There are minimum procedures that must be followed for disciplinaries and grievances,

• You will usually have the right to be accompanied by a fellow worker or union representative when attending disciplinary or grievance hearings, even if you are not a member of a trade union. This derives from the Employment Relations Act 1999.

Task: Whom would you need to speak to first if you wanted to raise a grievance?

Fair and Unfair Dismissal

• In order for a dismissal to be fair, the employer must show that the dismissal is a potentially fair reason i.e. (a) misconduct (b) capability (c) redundancy (d) some other substantial reason (e) retirement (f) illegality The dismissal for a potentially fair reason must be substantively fair and in the addition the employer must show that the procedure followed in relation to the above potentially fair reason was fair in all respects. The substantive fairness of a dismissal will be judged on the reasonableness of the employer’s decision and specifically whether or not that decision was within the “band of reasonable responses”.

Dismissals are classed as “automatically unfair” if an employer tries to breach specific employee rights in one of the following areas (this is a non-exhaustive list):

o Pregnancy – and all reasons relating to maternity o Family reasons – including parental leave, paternity leave, and time off for

dependents o Trade union membership – including acting as an employee representative o Discrimination o Pay and hours of work – including the Minimum Wage and the Working

Time o Regulations



• After one year’s continuous employment, employees gain the right to make a complaint to an employment tribunal if they feel that they have been dismissed for an unfair reason that is not covered in the areas above.

• Complaints about unfair dismissal must usually be received by an employment tribunal within three months of the contract termination date.

• If the employment tribunal finds that the dismissal was unfair, it can order one of the following remedies:

• Re-instatement

• Re-engagement

• Compensation

• Employees who are dismissed after at least one years continuous service are entitled to receive a written statement of reasons for dismissal on request

Task: Give three examples of misconduct that could lead to dismissal in your company

Notice of Termination

• After one month’s employment, an employee must give at least one week’s notice if he/she wishes to terminate their employment

• Unless otherwise stated (in the terms and conditions of the contract of employment), this notice period stands throughout the period of employment

• An employer must give an employee: � At least one week’s notice after one month’s employment � Two weeks notice after two years employment � Three weeks after three years, and so on up to a maximum of 12

weeks after 12 complete continuous year’s employment or more than this.

• These are the minimum notice periods, and can be increased in the terms and conditions of the contract of employment, but can not be lawfully decreased

Task: What is the notice period in your contract?

Data Protection You will need to provide your employer with certain personal details when you start your job, and you should inform your employers if these change. Your employers will keep these details privately. There are also other pieces of information that will be held by your company that will be kept privately. These include details of customers and suppliers, such as prices, schedules and bills. It is important that you understand that there are certain pieces of information that you will not be able to see, and that there is information



that you hold that you should not share with others. There are, however, certain groups of people who can ask to see these details.

Task: Do you have the right to see your own personal record?

Task: Name two other groups of people who can access your records

If you are ever unsure about whether you should share information with other people, make sure that you check with your line manager, or use the contact details at the back of this workbook. Task: Whom should you inform if your personal details change e.g. change of address, bank details?

Health & Safety What you should know:

• The main legislation covering health and safety in the workplace.

• Under this legislation, employers and employees have certain responsibilities. These are:

� employers must safeguard as far as is reasonably practicable, the health, safety and welfare at work of all the people who work for them. This applies in particular to the provision and maintenance of safe plant and safe systems of work and covers all machinery, equipment and substances used.

� people at work (employees) have a duty to take reasonable care to avoid harm to themselves or to others by their work activities, and to co-operate with employers and others in meeting statutory requirements. Employees must not interfere with or misuse anything provided to protect their health, safety or welfare.

• There are many health and safety regulations and codes of practice which relate to different kinds of work and different sorts of workplaces.

• There are specific health and safety requirements relating to the employment of young people.



You will need to know about the specific health & safety regulations and codes of practice which apply to your workplace and job and the equipment you use. A lot of this information can be researched on the official Health & Safety website. http://www.hse.gov.uk/catering/index.htm Task: Give one example of a health & safety regulation which applies to your workplace.

You will need to know about the measures put in place by your employer to provide protection for you and others, the name of the person who is responsible for health and safety in your workplace and your personal responsibilities. Task: Who is your health & safety representative in your workplace? Name:

Job Title:

Task: If you have to evacuate the building for any reason, where should you go?

Task: When should you return to the building and why?



4. Sources of information & advice

The following sources of information will help you to complete this workbook, and also have much more information about all of the topics that have been covered. Advisory Conciliation and Arbitration Service (ACAS) (www.acas.co.uk/a_z.html) (Tel: 0207210 3000)

• An A to Z list of employment related topics

Citizens’ Advice Bureau (www.adviceguide.org.uk)

• Up-to-date general advice about all aspects of employment, rights and money among other things

Connexions (www.connexions.org.uk) (Tel: 080 800 13 2 19)

• Confidential advice for all 13 – 19 year olds on learning and employment. Equal Opportunities Commission (www.eoc.org.uk) (Tel: 0161 833 9244)

• Advice and information about discrimination and equal opportunities Learning and Skills Council (www.lsc.gov.uk) (Tel: 0845 019 4170)

• Information about all kinds of learning and training

Health and Safety Executive (www.hse.gov.uk) (Tel: 0870 545500)

• Health and Safety information and guidelines Trade Union Council (www.tuc.org.uk) (Tel: 020 7636 4030)

• Information about all aspects of Trade Unions Information Commissioner’s Office (www.informationcommissioner.gov.uk) (01625 545 745)

• Data Protection information People1st (www.people1st.co.uk) and (www.uksp.co.uk)

• Information and useful links on the Hospitality, Catering, Travel & Tourism, apprenticeships and other information relating to this workbook.

Department for Children Schools and Families (www.dcsf.co.uk) Welsh Assembly Government, Department for Education and Training (029 2082 5111) ELWa (Education & Learning, Wales) (08456 088 066) Careers Wales www.careerswales.com NAS (National Apprenticeship Service) www.apprenticeships.org.uk

• Advertise employer vacancies for Apprentices & act as a matching service

Remember that your Supervisor/Manager will be able to help you with a lot of the questions too.



Statutory Legislation:

- Employment Rights Act 1999 & 2003

- Equal Pay Act 1970 Amendment (Regulations) 2003

- Race Relations Act 1976 (Amendment) 2000

- Sex Discrimination Act 1975 Amendment (Regulations) 2008

- Disability Discrimination Act 2005

- Working Time Directive 1999 (Amendment) Regulations 2002

- Human Rights Act 1998

- Data Protection Act & Safety Act 2005

- National minimum wage 1999 (Amendment) Regulations 2004

- The Employment Relations Act 2004



5. Principals policies & codes of practice

Legislation and codes of practice for the Hospitality and Catering sector

What you should know:

• Legislation and regulations are established to provide a framework of acceptable practice which all who are governed by that framework must adhere to. Legislation and regulations provide protection for the public.

• Areas of specific legislation, as set by the national governments of the UK and EU that specifically relate to your sector.

• The name and role of regulatory bodies relevant to the Sector, which exist to monitor and enforce the legislative frameworks, to include general bodies such as the Health and Safety Executive as well as Sector specific regulatory bodies.

• Specific legislation and regulations which relate to the Sector will be covered as part of your NVQ.

• The principals and benefits of quality business measures, such as Investors in People (IiP), Hospitality Assured, Tourist Board grades etc



6. Career Development

Career pathways

What you should know; This sector covers people who work in Hospitality and Catering Services.

• You need to understand the part of the Sector you work in, and what your job title is.

• You need to know which jobs would offer suitable career progression for you, after completion of your apprenticeship

• You need to understand the role of People 1st (the Sector Skills Council).

How it affects you: You will need to know about the main occupations represented in the Hospitality and Catering sector, including the occupation for which you are preparing, the main stages and requirements of the development programme that you are pursuing and what learning and development opportunities your organisation provides in relation to this. You will also need to know about the requirements and characteristics of typical career paths associated with your chosen occupation and other closely related occupations.

Task: What options are open to you to progress within your part of the sector, and with whom have you discussed these options?

_________________________________________________________________________

Task: State how you can best present your skills, knowledge and achievements (e.g. CV, application forms, interviews)

Task: Give two examples of learning opportunities that are open to you. Example 1 _________________________________________________________________________

Example 2 _________________________________________________________________________



Task: Using UKSP website on www.uksp.co.uk

• Register as an apprentice

• Have a look an career tools & progression opportunities- career map Career map Task:

• Create your CV

• CV & interview support

• Skills assessment

• Job descriptions

• Industry profiles

• Employee case studies

• Talking heads

• Industry organisations

• News and Twitter

Also look at the QCF framework and progression routes http://www.qcda.gov.uk/20355.aspx



7. Representative Bodies & Issues of Public concern

Representative bodies

• Within any sector there is a range of representative bodies that provide a mechanism for promoting the views of a group of people with common interests. The representative bodies collect the views of their members and act as their voice in discussions with other groups on issues that affect them all. You should know about the following representative bodies; Task: Using the internet, research which of the following organisation are trade bodies or professional bodies, and what functions they play in the Hospitality & Catering industry.

o British Hospitality Association (BHA) o British Beer and Pub Association (BBPA) o Restaurant Association (RA) o Institute of Hospitality o British Institute of Innkeeping (BII) o Food Standards Agency (FSA) o People 1st o Springboard UK

• Representation occurs both within an organisation and between organisations and other bodies. Representation between different bodies can occur at local and national levels as well.

• Current issues of public concern particularly relevant to the Hospitality and Catering industry include; healthy eating, food labelling, recycling and food safety.

How it affects you:

Task: Give the names of one Sector specific regulatory body and how it protects the interests of the public.

Example 1:

Task: Give the names of two representative bodies for the industry, and how they represent the sector; Example 1:

Example 2:



8. Completion statement & signing off the workbook

Summary Worksheet: How much do you know and where did you learn it? Please tick in one of the 3 columns, giving further explanation where necessary.

Your Occupation and the Sector

Employer Induction

and/or Handbook

College/ training provider induction

and/or Handbook

Other:

Please say which

sources you used

Structure of the Organisation

• Structure of the organisation and how typical this is

• Functions of different departments/sections

• Your main job role and responsibilities and where you fit into the organisation

• Formal and informal systems for ensuring co-operation and managing conflict

• How to interact with colleagues and why this is important to the organisation

About the Sector

• The different areas which make up the Sector; how they relate to each other

• Main suppliers

• Numbers of employees, size of turnover, market share

• Changes taking place within the Sector affecting working practices and their impact



Your Occupation and the Sector

Employer Induction

and/or Handbook

College/ training provider induction

and/or Handbook

Other:

Please say which

sources you used

Career Pathways

• Main occupations within the Sector, including your own occupation

• Requirements of typical career paths

• Main stages and requirements of the Apprenticeship programme and what career/development opportunities the organisation might be able to offer in the future

Representative Bodies

• The role of the Hospitality, Leisure, Travel and Tourism Sector Skills Council (People 1st)

• How to contact People 1st

• Roles and range of representative and/or professional bodies and how to make contact with them

• Roles and range of regulatory bodies



Completion statement

Apprenticeship

ERR Evidence Record Form

Target No

Learning Targets Assessed By

(Signed)

Date

1

The apprentice has demonstrated a basic knowledge of a range of statutory rights and responsibilities that employees and employers have and the associated documentation

2

The apprentice has demonstrated a basic knowledge of the different sources of information and advice available on ERR

3

The apprentice has demonstrated a basic knowledge of the role they play and how it fits into their organisation and the industry as a whole

4

The apprentice has demonstrated a basic knowledge of the principles, policies and codes of practice used by employers

5

The apprentice has demonstrated a basic knowledge range of career pathways and how to get information on each them

6

The apprentice has demonstrated a basic knowledge of the types of representative bodies in the hospitality industry.

• A copy of this page should be retained in the workbook. The original (signed) version should be retained by the training provider (for audit purposes), together with copies of all of the evidence required for the issue of a Completion Certificate/Diploma for this Apprenticeship (refer to the relevant framework)



Annex F

Transfer Arrangements

Transfer Arrangements from Previous Framework

As the Assessment Strategy is being amended to remove the requirement of the independent assessment of the underpinning knowledge within the NVQs in the sector from the 1st August 2009, the cut off date for registrations on framework issue number 8.1 will be July 31 2009. Registrations for framework issue number 9 will begin on the 1st August 2009 and the cut off date for registrations on that framework will be 31st August 2009. Registrations for framework issue number 9.1 will begin from 1st September 2009, and all learners registered from then must be working towards the new framework.

Candidates registered after the 1st May 2009 on the previous framework (i.e. the pre-August 2009 framework) may transfer forward to the new framework but must complete the new Technical Certificates and competence-based qualifications. Where apprentices registered on the previous framework wish to transfer to the new hospitality FMA/AMA, this should be agreed with the local LSC/DCELLS. Decisions to transfer apprentices must be made in their best interests and be agreed by them and their employer. Details of the decision to transfer from to the new framework must be recorded in a revised Individual Apprenticeship Plan. Transfer arrangements relating to NVQs should be communicated to the awarding body concerned.



ANNEX G

Summary of the Mandatory Outcomes for the Hospitality and Catering Apprenticeship/Foundation Modern Apprenticeship

Framework Code Framework Issue Number


Level


Route A NVQ in Food and Drink Service Route B NVQ in Food and Drink Service (Drinks Service) Route C NVQ in Front Office Route D NVQ in Food Processing and Cooking Route E NVQ in Professional Cookery Route F NVQ in Housekeeping Route G NVQ in Hospitality Services (Multi-Skilled)

2 2 2 2 2 2 2

Knowledge based element Route A Award in Hospitality and Catering Principles (Food and Drink

Service) Route B Award in Hospitality and Catering Principles (Food and Drink

Service) Route C Award in Hospitality and Catering Principles (Front Office) Route D Certificate in Hospitality and Catering Principles (Food

Processing and Cooking) Route E Certificate in Hospitality and Catering Principles (Professional

Cookery)

2 2 2 2 2

2

2 0 9.1



Route F Award in Hospitality and Catering Principles (Housekeeping) Route G Award in Hospitality and Catering Principles (Multi-Skilled)

2 2






1 1 1 1


None


Induction covering workplace Employment Rights and Responsibilities. Proof of the induction process having taken place will be required when claiming certification. The evidence for this will be an approved and signed copy of the Employment Rights and Responsibilities induction component, a copy of which can be obtained from People 1st. Content to be covered under ERR, to be included in our additional guidance to be determined as:














61

Summary of the Mandatory Outcomes for the Hospitality and Catering Advanced Apprenticeship/Modern Apprenticeship

Framework Code Framework Issue Number

Advanced Apprenticeship/Modern Apprenticeship

Level


Route A NVQ in Professional Cookery Route B Diploma in Hospitality Supervision and Leadership

Skills (NVQ)

3 3

Knowledge based element Route A Certificate in Hospitality and Catering Principles

(Professional Cookery) Route B Award in Hospitality Supervision and Leadership

Principles

3 3






2 2 2 2


2 2 0 9.1

62

None


Induction covering workplace Employment Rights and Responsibilities. Proof of the induction process having taken place will be required when claiming certification. The evidence for this will be an approved and signed copy of the Employment Rights and Responsibilities induction component, a copy of which can be obtained from People 1st. We will, in addition, develop a pro-forma certificate of attendance for the candidate to be issued by the employer or providers upon completion of the ERR. Content to be covered under ERR, to be included in our additional guidance to be determined as;












• Issues of public concern • Equality and Diversity issues

63

Annex H

Certification Request Form – England

For Apprenticeships Foundation Modern Apprenticeships & Advanced Apprenticeships Modern Apprenticeship dated 1 September 2009

The cost of each certificate is £30, including p&p and VAT. Certificates will be sent to the claiming organisation within 6 weeks of receipt of this form, together with an invoice. The invoice should be paid within the time stipulated by People 1

st. Cheques should be payable to People 1

st.

To qualify for an Apprenticeship Certificate all elements of the Apprenticeship or Advanced Apprenticeship must be completed. Evidence must be forwarded to People 1

st to confirm

achievement of all mandatory outcomes. Please complete all 4 parts of the form. Incorrect submissions or sections left blank will be returned in full, and an additional £30 charge may be incurred. Please contact Lucy Plock - Apprenticeships administrator on 01895 817 034 or by email [email protected] if you have any queries completing this form. PART 1

Please print clearly and use black ink to avoid any mistakes appearing on the certificate. Information marked with an asterisk will appear on the certificate.

Apprentice’s Full Name…………………………………………………………... Apprentice Serial Number (if appropriate)……………………………………….. Please indicate type of framework and route taken (�)

Apprenticeship

Advanced Apprenticeship

Route A Food &Drink Service Route A Professional Cookery

Route B Food & Drink Service (Drink Service)

Route B Hospitality Supervision & Leadership

Route C Front Office

Route D Food Processing & Cooking

Route E Professional Cooking

Route F Housekeeping

Route G Hospitality Service (Multi-Skilled)

Date of Birth …../…../….. Start Date of Apprenticeship …../…../….. (ILR date) Completion date of Apprenticeship …../…../….. Company (Employer)……………………………………………………………… Provider …………………………………………………………….. Delivered with (local LSC name or NECS)……………………………………... Did the apprentice attract LSC funding? Yes No

64

Part 2 - Apprenticeship Please indicate with a tick in the table below the evidence that you are submitting, staple all evidence to this form in the order stated.

APPRENTICESHIP

Ref no.

Mandatory Outcome Evidence Required

��

People 1

st use

1 ERR Signed Evidence Record Form

2 NVQ Certificate Level 2

3 Technical Certificate

Level 2

Application of Number – Level 1

Communication – Level 1

Mathematics – Level 1 (Functional Skills)

5 Key Skills Functional Skills England only (Apprentices on pilots only)

English – Level 1 (Functional Skills)

6a Concession Certificate

GCSE English A* - C (concession for level 2 key skill)

6b Concession Certificate

GCSE Maths A* - C (concession for level 2 key skill)

*CANDIDATES REGISTERED AFTER JUNE 2008 CANNOT USE D-G GRADE CERTIFICATES – FULL KEY SKILLS CERTIFICATES ARE REQUIRED.

65

Part 2 – Advanced Apprenticeship Please indicate with a tick in the table below the evidence that you are submitting, staple all evidence to this form in the order stated.

ADVANCED APPRENTICESHIP

Ref no.


��

People 1

st use


2 CV Required on entry onto Advanced Apprenticeship when based on industry experience

2a NVQ Certificate Level 2



Level 3

Application of Number – Level 2


Mathematics – Level 2 (Functional Skills)

5 Key Skills Functional Skills England only (Apprentices on pilots only)

English – Level 2 (Functional Skills)

6 Concession Certificate





66

PART 3

Provider Details

I certify that the candidate has met all the requirements of the Hospitality Apprenticeship Framework. Signed (Provider)………………………………………………………………………………………….. Name (Print)……………………………………………………………………………………….. Position…………………………………………………………………………………………….. Training Provider Name…………………………………………………………………………. Tel Number…………………………………………………………………………………………. Email address……………………………………………………………………………………… Address to which completion certificate and invoice should be sent: …………………………………………………………………………………………………………. …………………………………………………………………………………………………………. …………………………………………………………………………………………………………. Date……………………………………………………………………………………………………. Contact name and address to which invoice should be sent, if different from above: ……………………………………………………………………………………………………………. ……………………………………………………………………………………………………………. ……………………………………………………………………………………………………………. People 1

st do not require this form to be countersigned by the regional LSC. You should

therefore forward a copy of this form plus a copy of all mandatory evidence, in the order specified in Part 2, to:

Lucy Plock, Apprenticeship Certification Requests, People 1st, Armstrong House, 2nd Floor 38 Market Square, Uxbridge, Middlesex, UB8 1LH

67

PART 4

Employer Details

People 1st need to understand which employers are currently engaged with the apprenticeship programme so that we can ensure that the apprenticeship framework continues to meet their

needs and allows us to target any support. In addition, it will enable us to understand which

employers are currently not engaged with apprenticeships so that we can work with them to try and identify the reasons for this.

Employer Name………………………………………………………………………………………….. Contact Name for Employer……………………………………………………………………………. Position…………………………………………………………………………………………….. Telephone Number…………………………………………………………………………. Email Address…………………………………………………………………………………………. ……………………………………………………………………………………… Employer Address: …………………………………………………………………………………………………………. …………………………………………………………………………………………………………. …………………………………………………………………………………………………………. Please forward a copy of this form plus a copy of all mandatory evidence, in the order specified in Part 2, to:


68

Certification Request Form – Wales

For FMA/MA Framework Editions dated 1 September 2009

The cost of each certificate is £30, including p&p and VAT. Certificates will be sent to the claiming organisation within 6 weeks of receipt of this form, together with an invoice. The invoice should be paid within the time stipulated by People 1

st. Cheques should be payable to People 1

st.

To qualify for an Apprenticeship Certificate all phases of the Foundation or Modern Apprenticeship must be completed. Evidence must be forwarded to People 1

st to confirm

achievement of all mandatory outcomes. Please complete all 4 parts of the form. Incorrect submissions or sections left blank will be returned in full, and an additional £30 charge may be incurred. Please contact Lucy Plock - Apprenticeships administrator on 01895 817 034 or by email [email protected] if you have any queries completing this form. PART 1 Please print clearly and use black ink to avoid any mistakes appearing on the certificate. Information marked with an asterisk will appear on the certificate.

*Apprentice’s Full Name…………………………………………………………... Apprentice Serial Number (if appropriate)……………………………………….. *Please indicate type of framework and route taken

FMA

MA

Route A Food and Drink Service Route A Professional Cookery Route B Food and Drink Service (Drinks Service)

Route B Hospitality Supervision & Leadership

Route C Front Office Route D Food Processing and Cooking Route E Professional Cookery Route F Housekeeping Route G Hospitality Services (Multi-Skilled)

Date of Birth …../…../….. Start Date of Apprenticeship …../…../….. (ILR date)

Completion date of Apprenticeship …../…../….. *Delivered by: *Company (Employer)……………………………………………………………… Cwmni (Cyflogwr)

*Provider (if applicable)…………………………………………………………….. Darparwr Hyffporddiant (os yn bertnasol)

Delivered with (regional DCELLS)…………………………………….………………

Cyflwynwyd gan (AADGOaS)

Did the apprentice attract DCELLS funding Yes No

69

Part 2

Please indicate with a tick in the table below the evidence which you are submitting, staple all evidence to this form in the order stated on the forms attached.

Foundation Modern Apprenticeship

Ref no.


��

People 1

st use




Level 2

Application of Number – Level 1 4 Key Skills Certificate




6b Concession Certificate



70

Part 2

Please indicate with a tick in the table below the evidence which you are submitting, staple all evidence to this form in the order stated on the forms attached.

MODERN APPRENTICESHIP

Ref no.


��

People 1

st use



2a CV Required on entry onto Advanced Apprenticeship when based on industry experience



Level 3

Application of Number – Level 2 5 Key Skills Certificate


6 Concession Certificate





71

PART 3 I certify that the candidate has met all the requirements of the Hospitality Apprenticeship Framework. Signed (Provider)………………………………………………………………………………………….. Name (Print)……………………………………………………………………………………….. Position…………………………………………………………………………………………….. Training Provider Name…………………………………………………………………………. Tel Number…………………………………………………………………………………………. Email address……………………………………………………………………………………… Address to which completion certificate and invoice should be sent: …………………………………………………………………………………………………………. …………………………………………………………………………………………………………. …………………………………………………………………………………………………………. Date……………………………………………………………………………………………………. Contact name and address to which invoice should be sent, if different from above: ……………………………………………………………………………………………………………. ……………………………………………………………………………………………………………. ……………………………………………………………………………………………………………. People 1

st do not require this form to be countersigned by the regional Elwa. You should therefore forward a

copy of this form plus a copy of all mandatory evidence, in the order specified in Part 2, to: Lucy Plock, Apprenticeship Certification Requests, People 1

st, Armstrong House, 2

nd Floor 38 Market

Square, Uxbridge, Middlesex, UB8 1LH

72

PART 4

Employer Details

People 1st need to understand which employers are currently engaged with the apprenticeship programme so that we can ensure that the apprenticeship framework continues to meet their

needs and allows us to target any support. In addition, it will enable us to understand which

employers are currently not engaged with apprenticeships so that we can work with them to try and identify the reasons for this.

Employer Name………………………………………………………………………………………….. Contact Name for Employer……………………………………………………………………………. Position…………………………………………………………………………………………….. Telephone Number…………………………………………………………………………. Email Address…………………………………………………………………………………………. ……………………………………………………………………………………… Employer Address: …………………………………………………………………………………………………………. …………………………………………………………………………………………………………. …………………………………………………………………………………………………………. Please forward a copy of this form plus a copy of all mandatory evidence, in the order specified in Part 2, to:


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