Employment Rights and Responsibilities in the Passenger Transport Sector — City and Guilds of London Institute Vocationally-Related Qualification Motor Vehicle & Transport Revision

    This element focuses on the statutory and contractual employment rights and responsibilities within the passenger transport sector, particularly in rail en

    Topic Synopsis

    This element focuses on the statutory and contractual employment rights and responsibilities within the passenger transport sector, particularly in rail engineering electrification construction. It examines how both employers and employees must adhere to legislation such as health and safety, working time regulations, and equality laws, and how these impact organisational policies, safety culture, and operational effectiveness. Understanding these principles ensures compliance, promotes a fair workplace, and underpins the safe delivery of electrification projects.

    Key Concepts & Core Principles

    Exam Tips & Revision Strategies

    Common Misconceptions & Mistakes to Avoid

    Examiner Marking Points

    Employment Rights and Responsibilities in the Passenger Transport Sector

    CITY AND GUILDS OF LONDON INSTITUTE
    vocational

    This element covers the essential employment rights and responsibilities applicable to both employees and employers in the passenger transport sector, including statutory entitlements, contractual obligations, and sector-specific regulations. It explores how these rights and duties influence workplace practices, organisational policies, and the delivery of safe, compliant taxi and private hire services.

    30
    Learning Outcomes
    39
    Assessment Guidance
    42
    Key Skills
    30
    Key Terms
    48
    Assessment Criteria

    Assessment criteria

    City & Guilds Level 2 NVQ Certificate in Road Passenger Vehicle Driving (Taxi and Private Hire)
    City & Guilds Level 3 NVQ Diploma in Rail Engineering Telecoms Maintainer and Fault Finder (QCF)
    City & Guilds Level 2 NVQ Certificate In Rail Engineering Traction and Rolling Stock (QCF)
    City & Guilds Level 3 NVQ Certificate In Rail Engineering Track Maintenance (QCF)
    City & Guilds Level 3 NVQ Diploma In Rail Engineering Track Maintenance (QCF)
    City & Guilds Level 2 Award In Knowledge for a Professional Bus or Coach Driver
    City & Guilds Level 2 NVQ Certificate in Rail Engineering Electrification Construction (QCF)
    City & Guilds Level 2 NVQ Certificate in Rail Engineering Electrification Maintenance (QCF)
    City & Guilds Level 3 NVQ Certificate in Rail Engineering Electrification Maintenance (QCF)
    City & Guilds Level 3 NVQ Certificate in Rail Engineering Electrification Construction (QCF)

    Topic Overview

    The City & Guilds Level 2 NVQ Certificate in Rail Engineering Electrification Construction (QCF) is a vocational qualification designed for individuals working in the rail industry, specifically in the installation, maintenance, and repair of overhead line equipment (OLE) and third rail systems. This qualification covers the fundamental skills and knowledge required to work safely and effectively on electrification projects, including understanding electrical principles, using specialist tools, and adhering to strict safety regulations. It is a competency-based qualification, meaning you demonstrate your ability through practical assessments in the workplace, making it ideal for those already employed in rail engineering roles.

    This qualification is crucial because electrification is a key component of modern rail networks, enabling faster, cleaner, and more efficient train services. As the UK invests in upgrading its rail infrastructure, skilled electrification construction workers are in high demand. The NVQ Level 2 provides a solid foundation for career progression, allowing you to move into supervisory roles or specialise in areas such as OLE maintenance, cable installation, or traction power systems. It also aligns with the Rail Engineering Competence Management System (RECMS), ensuring your skills meet industry standards.

    Within the wider subject of Motor Vehicle & Transport, this qualification focuses specifically on the electrical infrastructure that powers trains, distinguishing it from vehicle mechanics or automotive engineering. You will learn about the different types of electrification systems (AC and DC), the components of OLE (such as cantilevers, droppers, and registration arms), and the procedures for isolating and earthing systems to ensure safety. The course also covers environmental awareness, teamwork, and communication skills essential for working on busy rail sites.

    Key Concepts

    Core ideas you must understand for this topic

    • →Overhead Line Equipment (OLE) Components: Understand the function of key parts like the contact wire, catenary wire, droppers, and registration arms, and how they work together to deliver power to trains.
    • →Electrical Safety and Isolation: Master the procedures for isolating and earthing electrification systems, including the use of safety documentation (e.g., permits to work) and personal protective equipment (PPE) to prevent electric shock.
    • →Tensioning and Alignment: Learn how to set and maintain correct tension in OLE wires to ensure consistent contact with train pantographs, and how to align equipment to accommodate thermal expansion and train movement.
    • →Third Rail Systems: Understand the differences between third rail (DC) and overhead line (AC) systems, including installation methods, bonding, and clearance requirements.
    • →Hand Tools and Testing Equipment: Gain proficiency in using specialist tools like tension gauges, wire cutters, and meggers, and know how to perform basic tests such as continuity and insulation resistance checks.

    Learning Objectives

    What you need to know and understand

    • Know employment rights and responsibilities of the employee and employer, Understand employment rights and responsibilities and how these affect organisations
    • Explain key employment legislation and its impact on the employee-employer relationship in the rail transport sector.
    • Describe the contractual rights and responsibilities that govern the role of a rail engineering telecoms maintainer.
    • Evaluate the importance of health and safety duties for individuals and organisations in a safety-critical environment.
    • Apply knowledge of equality and diversity legislation to promote fair treatment in the passenger transport workplace.
    • Outline the procedures for raising grievances and managing disciplinary matters within a rail engineering context.
    • Analyse how employment rights and responsibilities influence organisational policies and operational compliance.
    • Know employment rights and responsibilities of the employee and employer, Understand employment rights and responsibilities and how these affect organisations
    • Know employment rights and responsibilities of the employee and employer, Understand employment rights and responsibilities and how these affect organisations
    • Know employment rights and responsibilities of the employee and employer, Understand employment rights and responsibilities and how these affect organisations
    • Identify the main pieces of legislation governing employment rights in the passenger transport sector
    • Compare the rights and responsibilities of employees and employers under current employment law
    • Explain how the Working Time Regulations apply specifically to professional bus and coach drivers
    • Describe the impact of health and safety legislation on day-to-day operations in passenger transport
    • Analyse the consequences of non-compliance with employment rights for individuals and organisations
    • Evaluate the role of policies and procedures in upholding employment rights within a bus or coach company
    • Know employment rights and responsibilities of the employee and employer, Understand employment rights and responsibilities and how these affect organisations
    • Identify the key pieces of legislation governing employment in the rail engineering sector
    • Summarise the main statutory rights of employees in passenger transport maintenance roles
    • Explain the responsibilities of employers under the Health and Safety at Work Act 1974
    • Describe how employment rights and responsibilities influence organisational policies and procedures
    • Evaluate the impact of non-compliance with employment law on rail electrification operations
    • Apply knowledge of grievance and disciplinary procedures to typical workplace scenarios
    • Know employment rights and responsibilities of the employee and employer, Understand employment rights and responsibilities and how these affect organisations
    • Explain the key differences between statutory rights and contractual rights in the passenger transport sector.
    • Analyse how employment responsibilities under the Health and Safety at Work Act 1974 apply to rail electrification roles.
    • Evaluate the impact of the Equality Act 2010 on recruitment and employment practices within rail organisations.
    • Describe the role of trade unions and staff representatives in negotiating employment terms in the rail industry.
    • Assess how the Working Time Regulations affect shift patterns and fatigue management for rail engineering staff.
    • Outline the procedures for raising grievances and disciplinary matters in accordance with ACAS guidelines.

    Assessment Criteria

    Key criteria assessors look for in your portfolio

    • Award credit for providing evidence that accurately identifies key statutory employment rights (e.g., national minimum wage, working time regulations, holiday entitlement) relevant to the passenger transport sector.
    • Demonstrates clear understanding of specific responsibilities under licensing authority conditions, such as vehicle maintenance, driver conduct, and passenger safety.
    • Explains how employment rights and responsibilities impact organisational policies, for example in managing working hours, driver fatigue, and equality and diversity compliance.
    • Award credit for accurate referencing of relevant legislation (e.g. Employment Rights Act, Working Time Regulations, Equality Act) and its core provisions.
    • Credit for demonstrating how statutory rights translate into practical workplace expectations for a telecoms maintainer, e.g. rest breaks, safe systems of work.
    • Look for evidence of understanding the mutual nature of responsibilities: what the employer must provide (e.g. PPE, training) and what the employee must do (e.g. follow procedures, report hazards).
    • Award marks for linking rights and responsibilities to organisational outcomes, such as reduced accidents, improved morale, or legal compliance.
    • Credit for clear explanation of grievance and disciplinary processes, including the steps and potential outcomes.
    • Award credit for demonstrating accurate knowledge of key employment legislation and its direct application to daily tasks in rail engineering.
    • Credit for explaining grievance, disciplinary, and appeals procedures specific to the rail industry, including the role of ACAS and trade unions.
    • Award credit when the learner clearly describes their own contract terms, including working hours, notice periods, and pay, and links them to statutory entitlements.
    • Credit for identifying rights under the Working Time Regulations and explaining how shift patterns and rest breaks are managed in their workplace.
    • Award credit for outlining the mutual duties of care under health and safety law, and providing workplace examples of how these are upheld.
    • Award credit for accurately outlining key employment rights, such as those related to working time, leave, and non-discrimination, in the context of rail track maintenance.
    • Credit demonstration of understanding employer responsibilities, including provision of safe systems of work, personal protective equipment (PPE), and training specific to rail engineering tasks.
    • Assess ability to explain how employment rights and responsibilities affect organisational policies, productivity, and legal compliance within a rail maintenance depot.
    • Look for evidence of knowing where to access information on employment rights (e.g., employee handbook, HR department, ACAS, trade unions).
    • Reward clear linkage between understanding employment rights and the maintenance of a positive safety culture on track.
    • Award credit for demonstrating accurate knowledge of statutory employment rights under the Employment Rights Act 1996, specifically relating to rest breaks, maximum working hours, and leave entitlements for safety-critical rail maintenance roles.
    • Award credit for clearly explaining the employer’s duty of care under the Health and Safety at Work etc. Act 1974, including providing safe access to track worksites and appropriate personal protective equipment (PPE).
    • Award credit for identifying how the Railway Industry’s Drug and Alcohol Policy affects employment responsibilities and the consequences of non-compliance for track maintenance staff.
    • Award credit for describing the role of trade unions like the RMT in negotiating collective agreements and representing employees in disciplinary or grievance procedures within the rail sector.
    • Award credit for linking employment responsibilities to the Railways and Other Guided Transport Systems (Safety) Regulations 2006 (ROGS), particularly in reporting safety incidents and near misses.
    • Award credit for accurately citing relevant legislation (e.g., Employment Rights Act 1996, Health and Safety at Work Act 1974, Working Time Regulations 1998) and linking it to driver duties
    • Credit for clearly distinguishing between statutory rights (e.g., rest breaks, holiday entitlement) and contractual rights (e.g., enhanced overtime rates)
    • Expect demonstration of understanding that employers must conduct risk assessments and provide safe vehicles and equipment
    • Look for application of drivers' hours rules and tachograph requirements as part of mutual responsibilities
    • Reward reference to organisational policies (e.g., grievance, disciplinary, whistleblowing) and how they reflect employment law
    • Accept real-world examples that illustrate the potential impact of rights breaches on service delivery and reputation
    • Award credit for accurately identifying key legislation (e.g., Health and Safety at Work Act, Employment Rights Act) and explaining its relevance to rail electrification roles.
    • Expect evidence of distinguishing between statutory rights (e.g., minimum wage, leave entitlements) and contractual rights specific to the passenger transport sector.
    • Look for a clear explanation of employer duties (e.g., safe systems of work, training) and employee responsibilities (e.g., following safety procedures, reporting hazards) in a construction environment.
    • Credit responses that demonstrate understanding of how employment rights and responsibilities affect organisational policies, such as absence management, disciplinary procedures, and diversity initiatives.
    • Assess the ability to link theoretical knowledge to real workplace scenarios, e.g., describing how the Working Time Regulations apply to shift patterns in rail engineering.
    • Award credit for accurate identification of at least three employee rights (e.g., right to written terms, right to rest breaks, right to a safe workplace)
    • Look for evidence demonstrating understanding of employer duties such as providing PPE, training, and safe systems of work
    • Credit responses that link specific legislation (e.g., Employment Rights Act 1996, Equality Act 2010) to rail maintenance contexts
    • Assess ability to distinguish between statutory and contractual rights with clear examples
    • Expect discussion of how rights and responsibilities affect day-to-day operations, such as shift patterns or reporting hazards
    • Award credit for clearly identifying statutory rights such as the right to a written statement of employment particulars, rest breaks, and protection from unfair dismissal.
    • Expect learners to explain how employer responsibilities (e.g., provision of PPE, safe systems of work) directly impact day-to-day operations in rail electrification maintenance.
    • Credit responses that demonstrate awareness of the consequences of non-compliance, including disciplinary actions, legal penalties, and reputational damage to the organisation.
    • Award credit for accurately distinguishing between statutory rights (e.g., minimum wage, holiday entitlement) and contractual rights (e.g., enhanced overtime rates) with examples from the rail sector.
    • Expect explicit linkage between employer duties under health and safety legislation and practical measures in rail electrification, such as risk assessments and safe systems of work.
    • Candidates should demonstrate understanding of the consequences of non-compliance with the Equality Act, referencing protected characteristics and reasonable adjustments.
    • Look for knowledge of the Railway Industry’s formal collective bargaining structures and the role of unions like RMT or ASLEF.
    • Credit identification of working time limits and rest breaks specific to safety-critical roles, including the implications of fatigue.
    • Evidence of correct grievance and disciplinary procedure steps, including the right to be accompanied, is essential.

    Assessment Guidance

    Guidance for achieving higher grades

    • 💡Use real workplace examples when providing evidence, linking each to the relevant legislation or organisational policy, such as records of vehicle checks to demonstrate adherence to safety responsibilities.
    • 💡Ensure your portfolio includes clear references to the specific laws and regulations that apply to taxi and private hire driving, such as the Equality Act 2010 when discussing passenger assistance or non-discrimination.
    • 💡When being assessed via professional discussion, articulate how your understanding of rights and responsibilities directly influences your daily decisions, for example, refusing to drive excessive hours due to working time limits.
    • 💡When answering questions, always relate general employment rights to the specific context of a telecoms maintainer, e.g. how rest break rules apply when fault-calling requires rapid response.
    • 💡Use real or hypothetical workplace scenarios to demonstrate application – describe what you would do if you felt you were being discriminated against or if a safety procedure was not followed.
    • 💡For assignments, cross-reference the organisation’s own policies (e.g. the staff handbook) with legislation to show how the company implements legal requirements.
    • 💡Be precise with legislation names and abbreviations (e.g. ERA 1996, WTR 1998), as examiners expect accurate terminology.
    • 💡When compiling evidence, reference specific clauses from your own employment contract, staff handbook, or collective agreement to ground your answers in practice.
    • 💡Use real examples from your workplace to illustrate rights and responsibilities, such as a time you reported a safety concern or sought advice on a grievance.
    • 💡In professional discussion, be prepared to connect legislation to your daily role, e.g., how the Working Time Regulations affect your shift planning and fatigue management.
    • 💡Structure your answers to show cause and effect: explain how an employment right influences organisational policy, and how that policy in turn affects your work.
    • 💡Stay current: mention any recent legislative updates or company policy changes that you have been briefed on, demonstrating engagement with continuous professional development.
    • 💡In written assignments, use actual examples from rail engineering contexts, such as how the Working Time Regulations apply to night track maintenance shifts.
    • 💡When describing responsibilities, always link back to the impact on safety, morale, and compliance in the passenger transport sector.
    • 💡Reference specific legislation like the Employment Rights Act 1996 and Health and Safety at Work Act 1974 to demonstrate underpinning knowledge.
    • 💡For evidence, consider including copies or extracts of employment documents (redacted as needed) such as contracts or policy statements to support discussions.
    • 💡Structure answers to show cause and effect: how a particular right or responsibility influences day-to-day operations and long-term organisational goals.
    • 💡Always reference current UK legislation and rail industry regulations (e.g., ROGS, Working Time Regulations) when providing evidence of understanding rights and responsibilities.
    • 💡Use real workplace examples from track maintenance scenarios, such as managing fatigue on night shifts or following safety briefings, to demonstrate application of employment knowledge.
    • 💡Clearly distinguish between the roles of employer, employee, and safety-critical worker when discussing responsibilities, as this shows depth of understanding for assessors.
    • 💡When completing written assignments or witness testimonies, structure answers to show how employment rights directly impact organisational safety culture and operational efficiency.
    • 💡Always link your points to the specific context of bus or coach driving – generic employment answers will not score top marks
    • 💡Use key terms like ‘duty of care’, ‘compliance’, and ‘mutual obligations’ to demonstrate sector-specific understanding
    • 💡When discussing legislation, briefly explain how it applies in practice, e.g., how rest breaks are scheduled around route timings
    • 💡Practice applying scenarios: if given a case study, systematically address rights, responsibilities, and impacts on the organisation
    • 💡When building your NVQ portfolio, use real examples from your workplace to demonstrate how you have applied your knowledge of employment rights, such as participating in safety briefings or reporting a hazard.
    • 💡Be prepared to discuss specific legislation by name and explain its direct impact on your daily tasks in rail electrification, as assessors will probe for depth.
    • 💡Avoid vague statements; always link your evidence to both employer and employee perspectives, showing how each party's responsibilities contribute to a safe and compliant work environment.
    • 💡Review your organisation's policies and procedures, and be ready to reference them as evidence that you understand how rights and responsibilities are implemented operationally.
    • 💡Always reference specific legislation by name and year where possible, such as the Working Time Regulations 1998
    • 💡Use practical examples from rail electrification maintenance, e.g., working at height or with live electrical equipment, to illustrate points
    • 💡When discussing organisational impact, consider policies on fatigue management, drug and alcohol testing, and safety reporting
    • 💡Structure answers to clearly separate employee rights and employer responsibilities before analysing their interplay
    • 💡When responding to scenario-based questions, always reference the relevant legislation or employer policy by name to demonstrate depth of knowledge.
    • 💡Structure answers to first state the right/responsibility, then explain how it applies to the rail maintenance role, and finally outline the organisational impact.
    • 💡When answering, use specific rail industry examples to illustrate how employment rights operate in practice, such as referencing Network Rail or train operating company policies.
    • 💡For assignments, structure your response to clearly separate employee rights from employer responsibilities, and then discuss the organisational impact.
    • 💡Pay attention to recent legislative updates (like the Good Work Plan) and how they have affected the passenger transport sector, as this demonstrates current knowledge.
    • 💡In oral assessments, be prepared to explain the practical application of employment rights in your own workplace or a typical rail engineering setting.
    • 💡Focus on demonstrating safe working practices in every assessment. Examiners look for consistent use of PPE, correct isolation procedures, and awareness of site hazards. Even if your technical skill is perfect, a safety lapse can result in a 'not yet competent'.
    • 💡Use the correct terminology when describing components and procedures. For example, refer to 'registration arms' rather than 'brackets', and 'droppers' rather than 'wires'. This shows you understand the specific language of the trade.
    • 💡Keep a detailed portfolio of evidence, including photographs, witness testimonies, and reflective accounts. Examiners want to see that you can apply theory to real-world situations, so include examples of problem-solving, such as adjusting tension in extreme weather conditions.

    Common Mistakes

    Common errors to avoid in your coursework

    • Confusing statutory rights with contractual entitlements, failing to distinguish legally mandated provisions from those negotiated individually.
    • Assuming employer responsibilities are limited to pay and contracts, overlooking duties related to health and safety, training, and providing a safe working environment as per the Health and Safety at Work Act.
    • Overlooking sector-specific legislation such as private hire operator licensing requirements, driver background checks, and vehicle emission standards that directly affect employment conditions.
    • Confusing statutory rights with optional company benefits or assuming all employment terms are legally mandated rather than contractual.
    • Overlooking the employee's own responsibilities, focusing solely on employer duties, especially in relation to health and safety and reporting faults.
    • Failing to recognise that employment rights can vary in rail due to shift patterns, on-call duties, and safety-critical roles leading to exemptions or additional requirements under regulations like Working Time Regulations.
    • Assuming that discrimination law only applies to recruitment rather than ongoing employment practices such as training, promotion, and discipline.
    • Confusing statutory employment rights with contractual benefits, leading to incorrect assumptions about entitlements.
    • Believing that health and safety responsibilities are solely the employer's, overlooking the employee's duty to cooperate and take reasonable care.
    • Misinterpreting the Equality Act by assuming it only applies to recruitment, not to day-to-day treatment and reasonable adjustments in the workshop.
    • Failing to recognise that company policies (e.g., codes of conduct) form part of the implied contractual terms and have the same binding effect.
    • Assuming that employment rights are static, without awareness of changes in legislation or the impact of years of service on rights such as unfair dismissal.
    • Confusing employment rights with health and safety duties, failing to see both as distinct but interrelated responsibilities.
    • Overlooking the importance of statutory rights (e.g., National Minimum Wage) versus contractual rights (e.g., overtime rates) in rail employment.
    • Assuming employer responsibilities are limited to payment; neglecting duties like providing a safe working environment in the hazardous rail context.
    • Not recognising that breach of employment rights can lead to legal action, compensation claims, and reputational damage for the rail organisation.
    • Failing to differentiate between employee and employer responsibilities in a scenario-based assignment.
    • Confusing statutory employment rights with contractual terms, such as assuming all rail workers automatically receive the same overtime rates without checking specific company agreements.
    • Overlooking the legal requirement for safety-critical workers to self-certify fitness for duty, leading to misunderstandings about absence reporting and potential disciplinary action.
    • Failing to recognise that employer responsibilities extend to psychological welfare, including managing fatigue in shift patterns, which is a key concern in overnight track maintenance.
    • Assuming that employment rights are identical across all passenger transport sectors, ignoring sector-specific clauses like Network Rail’s Sentinel scheme rules.
    • Confusing statutory entitlements with optional contractual benefits offered by individual employers
    • Failing to recognise that both employees and employers have responsibilities under health and safety law
    • Assuming that drivers’ hours regulations are solely an employer responsibility rather than a shared obligation
    • Overlooking the specific provisions for mobile workers in the transport sector compared to general employment rules
    • Ignoring the implications of data protection law when handling personal information about passengers or colleagues
    • Confusing statutory employment rights with optional company benefits, such as assuming all employers must provide sick pay beyond statutory sick pay.
    • Believing that health and safety responsibilities lie solely with the employer, neglecting the employee's duty to take reasonable care of themselves and others.
    • Overlooking the sector-specific application, e.g., not recognising that rail electrification work may involve additional regulations like the Electricity at Work Regulations.
    • Failing to appreciate that employment rights can vary for agency workers or subcontractors common in construction, leading to incorrect assumptions about entitlements.
    • Assuming that understanding rights and responsibilities does not directly impact organisational performance or safety culture.
    • Confusing employee rights with employer responsibilities, e.g., stating 'employees have a responsibility to provide PPE'
    • Assuming all employment rights are statutory and ignoring contractual or collective agreements
    • Failing to relate generic employment rights to the specific hazards of rail electrification maintenance
    • Overlooking the role of trade unions and employee representatives in the passenger transport sector
    • Confusing employment rights with optional company benefits (e.g., assuming a bonus or flexible working is a legal entitlement).
    • Failing to link legislation to specific rail industry contexts (e.g., not recognizing that the Health and Safety at Work Act mandates risk assessments for working near live OLE).
    • Overlooking the role of trade unions and collective agreements in shaping terms and conditions.
    • Confusing statutory minimum entitlements with contractual enhancements, assuming all employers offer the same terms.
    • Overlooking the specific application of health and safety laws to high-risk environments like electrification, rather than generic workplace safety.
    • Failing to recognise that employment rights and responsibilities extend beyond direct employees to contractors and agency staff in the rail sector.
    • Misunderstanding the role of trade unions as only adversarial, without acknowledging their collaborative role in developing safety standards.
    • Misconception: 'Electrification construction is just about connecting wires.' Correction: It involves complex engineering principles, including load calculations, thermal dynamics, and precise alignment to ensure reliable power delivery at high speeds.
    • Misconception: 'Safety procedures are optional if you're experienced.' Correction: Strict adherence to safety protocols is mandatory; even experienced workers must follow isolation and earthing procedures to prevent fatal accidents.
    • Misconception: 'All rail electrification systems are the same.' Correction: There are significant differences between AC overhead lines and DC third rail systems, including voltage levels, installation techniques, and maintenance requirements.

    Frequently Asked Questions

    Common questions students ask about this topic

    Before You Start

    Prior knowledge that will help with this topic

    • •Basic understanding of electrical principles, such as voltage, current, and resistance, as covered in a Level 1 qualification or equivalent.
    • •Health and safety awareness, including knowledge of risk assessments and COSHH regulations, typically gained through a mandatory induction or previous construction experience.
    • •Numeracy skills for measuring and calculating tensions, clearances, and material quantities.

    Key Terminology

    Essential terms to know

    • Know employment rights and responsibilities of the employee and employer, Understand employment rights and responsibilities and how these affect organisations
    • Statutory employment legislation
    • Contractual rights and duties
    • Health and safety responsibilities
    • Equality and discrimination
    • Working time regulations
    • Grievance and disciplinary processes
    • Know employment rights and responsibilities of the employee and employer, Understand employment rights and responsibilities and how these affect organisations
    • Know employment rights and responsibilities of the employee and employer, Understand employment rights and responsibilities and how these affect organisations
    • Know employment rights and responsibilities of the employee and employer, Understand employment rights and responsibilities and how these affect organisations
    • Statutory employment protections
    • Employer duties of care
    • Driver working time regulations
    • Contractual rights and obligations
    • Health and safety compliance
    • Data protection and confidentiality
    • Know employment rights and responsibilities of the employee and employer, Understand employment rights and responsibilities and how these affect organisations
    • Employee rights
    • Employer responsibilities
    • Health and safety duties
    • Employment legislation
    • Contracts of employment
    • Organisational compliance
    • Know employment rights and responsibilities of the employee and employer, Understand employment rights and responsibilities and how these affect organisations
    • Statutory employment rights
    • Contractual obligations and terms of employment
    • Health and safety responsibilities
    • Equality and discrimination legislation
    • Trade union and collective bargaining
    • Impact on organisational policy and compliance

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