The Disclosure and Barring scheme is designed to give greater protection to vulnerable groups. As a care provider, we are obliged to check that potential new workers are not on the Barred List before allowing them to work for us. We are unable to employ anyone who is on this list.

We also have a duty to refer any worker to the Disclosure and Barring Service where we suspect any case of abuse. The Barred Lists are now managed by the Disclosure and Barring Service.

Safeguarding children

We are fully committed to safeguarding the welfare of children by taking all reasonable steps to protect them from neglect, physical, sexual or emotional harm.

All staff will at all times show respect and understanding for the rights, safety and welfare of children and conduct themselves in a way that reflects our principles.

Every child should be able to participate in an enjoyable and safe environment and be protected from harm.

We recognise that child abuse can be an emotive subject. It is important to understand the feelings involved and not to allow that to interfere with judgment about any action that needs to be taken.

We also recognise our responsibility to safeguard and promote the welfare of all children by protecting them from physical, sexual or emotional abuse, neglect and bullying.

Procedure

You must remain vigilant at all times of the risk to children of abusive behaviour from different sources including members of their family, guardians/carers, other children and employees.

If you believe that any children have been subjected to abuse, you should refer the circumstances to us for full investigation.

If the alleged perpetrator of abuse is another employee, the circumstances will be investigated fully under our disciplinary procedure.

If necessary, we will refer details of the circumstances to the relevant body.

Safeguarding adults at risk

All adults have the right to be safe from harm and must be able to live free from fear of abuse, neglect and exploitation.

Abuse of an adult at risk may consist of a single act or repeated acts. It may occur as a result of a failure to undertake action or appropriate care tasks.

It may be an act of neglect or an omission to act, or it may occur where a vulnerable person is persuaded to enter into a financial or sexual transaction to which they have not, or cannot, consent.

Abuse can occur in any relationship and may result in significant harm to, or exploitation of, the individual.

Concerns about abuse may be raised and reported to the regulatory body as a result of a single incident or repeated incidents of abuse.

Anyone who has concerns about poor care standards and neglect in a care setting may raise these within the service, with the regulatory body and/or with the social services agency.

The Role of employees

All employees working on behalf of the organisation have a duty to promote the welfare and safety of children and adults at risk.

Staff and volunteers may receive disclosures of abuse and observe adults who are at risk. This policy will enable staff/volunteers to make informed and confident responses to specific adult protection issues.

It is important that adults at risk are protected from abuse. All complaints, allegations or suspicions must be taken seriously.

This procedure must be followed whenever an allegation of abuse is made or when there is a suspicion that an adult at risk has been abused.

Promises of confidentiality must not be given as this may conflict with the need to ensure the safety and welfare of the individual.

A full record shall be made as soon as possible of the nature of the allegation and any other relevant information.

This must include information in relation to:

• the date
• the time
• the place where the alleged abuse happened
• your name and the names of others present
• the name of the complainant and, where different, the name of the adult who it is alleged has been abused
• the nature of the alleged abuse
• a description of any injuries observed
• the account which has been given of the allegation

Any suspicion, allegation or incident of abuse must be reported to the Designated Safeguarding Lead or Senior Manager on that working day where possible.

The nominated member of staff shall telephone and report the matter to the appropriate body/agency.

A written record of the date and time of the report shall be made and the report must include the name and position of the person to whom the matter is reported.

The telephone report must be confirmed in writing to the relevant local authority adult social services department within 24 hours.

The role of the Designated Safeguarding Lead

The role of the designated safeguarding lead is to deal with all instances involving safeguarding that arise within the organisation.

They will respond to all safeguarding concerns and enquiries.

The designated Safeguarding Lead for the organisation is

 

STAFF Rebecca Sheppard – rebecca@chfed.org.uk

BOARD Trisha McCauley – trisha.curates@gmail.com

Should you have any suspicions or concerns relating to safeguarding please contact them directly.

Training will be provided, as appropriate, to ensure that staff are aware of these procedures.

Specialist training will be provided for the member of staff with safeguarding lead responsibilities.

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