Standard 5 Principles for implementing duty of care

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Standard 5 Principles for implementing duty of care"

Transcription

1 Standard 5 Principles for implementing duty of care Your Name: Workplace: Start Date: Completion Date: Contents 1. Understand how duty of care contributes to safe practice 2. Know how to address dilemmas that may arise between an individual s rights and the duty of care 3. Know how to recognise and handle comments and complaints 4. Know how to recognise and handle adverse events, incidents, errors and near misses 5. Questions

2 Standard 5 Principles for implementing duty of care 1. Understand how duty of care contributes to safe practice 1.1 Explain what it means to have a duty of care in your work role Every individual should be supported and enabled to live in an environment which is free from prejudice and safe from abuse. Your responsibilities under the duty of care are to do everything reasonable within the definition of your job role to make this happen. Duty of Care means providing care and support for individuals within the law and also within the policies, procedures and agreed ways of working of your employer. It is about avoiding abuse and injury to individuals, their friends and family and their property. A negligent act could be unintentional but careless or intentional that results in abuse or injury. A negligent act is breaching the duty of care. If an individual has evidence that you have been negligent, you are likely to be disciplined. You could lose your job and you could have legal action taken against you. 1.2 Explain how duty of care contributes to the safeguarding or protection of individuals In your role you have a duty of care to raise any concerns you may have about any aspect of your work. These can range from inadequate working conditions, poor equipment, poor practice by other staff; to raising concerns about potential abuse cases and situations of neglect. It is your duty of care to safeguard individuals from harm. All employees should report any concerns of abuse they have. These might include evidence or suspicions of bad practice by colleagues and managers, or abuse by another individual, another worker or an individual s family or friends. If you do not work in this way, you could be considered negligent or incompetent. If you are in any doubt at any time, you must discuss any issues you have with your supervisor / manager. Local authorities have Safeguarding Adults policies and procedures that will be published on their websites or available from their Safeguarding team. You will learn about Safeguarding in more detail in Standard 6. It links closely with your duty of care. Locate the Safeguarding Adults policy and procedures that are in place for your local area Page 2 of 15

3 2. Know how to address dilemmas that may arise between an individual s rights and the duty of care 2.1 Be aware of potential dilemmas that may arise between the duty of care and an individual s rights During your work you may find yourself in situations where the individuals you are supporting do not agree with what you believe is best for them. Who knows best? The individuals you support or you, a carer, the family? In situations where there is a conflict of interest or a dilemma between an individual s rights and your duty of care, it is best practice to make sure the individual is aware of the consequences of their choice and that they have the mental capacity to understand the risks involved in their choice. It is their right as an individual to be able to make informed choices about their own lives even if you disagree with their choice. It is the right of every individual in your care to make choices and take risks. It is your role to assist them in making those choices and reducing the risks without compromising their rights. An individual may be restricted if his or her behaviour presents a serious risk of harm to his or herself or to other people. People who receive care and support are considered to be at risk, and as such the law requires that an assessment be carried out to look at any possible risks there might be to the individual or to others. The aim of this assessment is not to remove the individual s right to take risks, but to recognise and reduce them where possible to an acceptable and manageable level. Mental Capacity Act 2005 We looked at the Mental Capacity Act (MCA) in Standard 1. Outcome 3.2. MCA has a set of criteria to determine whether a person is able to make informed decisions and choices. The term a person who lacks capacity means a person who is unable to make a particular decision or take a particular action for themselves at the time the decision or action needs to be taken. It is important you are familiar with what the MCA says as you may be concerned that an individual you are working with shows signs of lacking the capacity to make decisions for themselves. This could happen to an individual at any time and you will need to ask for professional support to determine if the individual does lack capacity. Page 3 of 15

4 2.2 Be aware of what you can and cannot do within your role in managing conflicts and dilemmas If individuals insist on doing something that you disagree with, you can only advise and encourage them. You cannot force them to do anything. For example: If an individual refuses to take medication and their well-being depends on this medication, you cannot force them to take the medication. You should immediately contact you supervisor / manager and seek advice. You should also make sure you record what has happened and the action taken in the care or support plan. Consider this scenario: The care and support plan for a physically disabled individual includes; the support worker supporting them to go to a café or restaurant every week so they can dine out as they are unable to do this alone. The individual wants to eat at a McDonald s burger restaurant every week. The support worker is vegetarian and believes that burgers are unhealthy and shouldn t be eaten that regularly. The individual has the mental capacity to make this kind of decision and it is one of their desires to maintaining a fulfilling life. Which of the following should the support worker do? 1. Refuse to take the individual to McDonald s and insist they go somewhere else 2. Accept it is the individual s choice and support them to go to McDonald s 3. Tell the individual the facts about eating at McDonald s and ask them if they would like to try somewhere different. Then support them to go to McDonald s if this remains their choice. Scenario Answer: The support worker should tell the individual the facts about eating at McDonald s and ask them if they would like to try somewhere different. Then support them to go to McDonald s if this remains their choice. This allows the individual to make an informed choice about where and what they eat. It is essential that the support worker uses an encouraging and supportive tone of voice and words and that the individual does not feel bullied or harassed into doing what the support worker wants them to do. Don t forget you might want to consider whether the individual has the capacity to make decisions or whether you need to seek additional advice and support from your supervisor / manager. Page 4 of 15

5 2.3 Know who to ask for advice about anything you feel uncomfortable about in relation to dilemmas in your work You should know the limits of your role and not do or say anything outside of this. It is important that you know who to go for if you need advice because you are in a situation that you are not comfortable with. Your supervisor / line manager will tell you who else you can talk to if they are not available. You should always seek advice from your supervisor / manager in relation to dilemmas in your work 3. Know how to recognise and handle comments and complaints 3.1 Be aware of any existing comments and complaints procedures in accordance with agreed ways of working Comments and complaints can be made by individuals, workers, carers, family members, in fact anyone who feels there is something wrong that needs to be addressed. Many people, especially the individuals you support, do not know how to make comments or complaints. Some individuals will feel uncomfortable about making complaints as they do not want to cause trouble and they do not want to risk services being reduced or removed. It is therefore important that you know what the procedures are and can advise them what to do. Every employer should have a complaints procedure in place that you can follow. This will enable people to express their displeasure of a service, person, situation etc. It is useful if the procedure includes a flowchart of how a complaint is dealt with so you can see and follow the process. Every complaint should: Be taken seriously and dealt with promptly and fully Be acknowledged within a specified time Have time limits for preliminary investigation Be monitored and progress reported to the complainant The Care Quality Commission (CQC) provide detail on how complaints should be dealt with in their Essential Standards of Equality and Safety. CQC state what people who use services should experience, as: Being sure their comments and complaints are listened to and acted on effectively. Knowing that they will not be discriminated against for making a complaint. Page 5 of 15

6 CQC state this is because providers who comply with the regulations will: Have systems in place to deal with comments and complaints including providing people who use services with information about that system Support people who use services or others acting on their behalf to make comments and complaints Consider fully, respond appropriately and resolve, where possible, any comments and complaints Know what you can and cannot do within your role in handling comments and complaints and how you should respond If you receive positive comments about your service or any aspect of the service your employer provides, it is important that you record these comments and pass them on to your supervisor / manager. If the individual making the comment is able to write, it is worth asking them to put the comment in writing or you might be able to help them to do this. Positive comments are motivating and supportive so people know they are doing things right. Your employer should give you clear and precise information about your role and responsibilities in dealing with complaints Some individuals may need an Independent Advocate to support them to make a complaint and to support them until the complaint has been dealt with or resolved. They will be able to give impartial advice, help to write letters, attend meetings and make sure that the person complaining s views are heard, especially if the person has communication difficulties. Independent Advocates can usually be provided by voluntary organisations. If you use a search engine on the internet and type in Independent Advocates you will find lots of different organisations providing advocacy services. It would also be worth finding out what organisations can provide Independent Advocates locally. 3.3 Know who to ask for advice in handling comments and complaints Larger employers may have a comments and complaints specialist who you can refer people to. In smaller organisations or if you work with an individual in their home, you may be responsible for dealing with the complaint yourself. Check with your supervisor / manager what the complaints procedures are and who you should refer people to Page 6 of 15

7 3.4 Recognise the importance of learning from comments and complaints to improve the quality of service Comments and complaints are really important because they enable you to learn how people perceive the support and service you provide. This enables you to make improvements to the overall quality which leads to better outcomes for the individuals you work with. Discussion about and learning from complaints can be done during supervision or team meetings depending on the nature of the comment or complaint. Your employer might send out surveys to individuals you support asking questions about the quality of services or you might participate in a 360 degree feedback about your own performance. You can use the responses to look at how well you are doing and what areas can be improved upon. Whilst it might seem like a negative thing to receive a complaint, if it is handled well, it can lead to great improvements and benefits for everyone involved 4. Know how to recognise and handle adverse events, incidents, errors and near misses 4.1 Know how to recognise adverse events, incidents, errors and near misses that are likely to affect the well-being of individuals Whilst working, it is important that you can recognise events, incidents, errors and near misses likely to affect the well-being of the individuals you support. It is also important to recognise near misses so that steps can be put in place to ensure they do not become incidents or accidents in the future. Accident: This is something that happens that results in injury, ill health or death. Incident: This is something that has almost or could have happened that might not have caused harm this time but could cause injury, ill health or death Adverse events: These are accidents and incidents. Risk Assessments: These are simple careful examinations of what could cause harm to individuals, so you can weigh up whether you have taken enough precautions or whether you need to do more to prevent harm. Page 7 of 15

8 Care and support plans should have formal risk assessments that will guide you but circumstances can change every day and you will make judgments about the risks of what you are doing before undertaking all tasks. Risks must be identified before tasks are undertaken. Think about the four main areas you are working in: What you have to do The individual and their capability The task that needs to be done Your surroundings You should always record any changes and contact your supervisor / manager or the person responsible for the individual s care and support plan if you feel a risk assessment should be formally changed. 4.2 Be aware of what you can and cannot do within your work role in relation to adverse events, incidents, errors and near misses You should only take action and become involved in certain situations if you have been appropriately trained, observed or signed off as competent. Examples: If you are the first person to attend an incident where an individual may need Emergency First Aid, you can only do what you have been trained to do. You must always make a primary survey and never go straight to the casualty without making sure the area is safe. If you discover a Fire, you should immediately raise the alarm. You should not tackle a fire with an extinguisher unless you have been trained to do so. You must not put yourself or others in any danger. It is essential that you leave the building as quickly as you can supporting others to leave where you can. It is essential to write down what happened immediately after the event so you will be able to refer to your notes about what happened rather than rely on your memory which might not be accurate, particularly if you felt stressed. You should always reflect on situations to consider if you handled things differently or behaved in a different way, would the outcome have been any better for anyone involved. This gives you the opportunity to consider your level of skill and your confidence and whether you need further support or training. Page 8 of 15

9 4.3 Know the procedures and to whom you should report any adverse events, incidents, errors and near misses Informing individuals of their choices and the risks involved enables you to support their empowerment and independence. If you witness anything you feel is risky or unsafe, it is necessary to report your concerns to your manager or supervisor. It takes a great deal of courage for an individual to raise concerns about poor practice or abuse in their organisation. As a care worker, it is your duty of care to report anything that is likely to affect the wellbeing of the individuals you support. An approach of zero tolerance must be taken to ensure that adults at risk are protected. If you have suspicions or evidence that an individual or individuals might be being abused, you have a duty of care to report this. The Public Interest Disclosure Act protects employees from victimisation if they should need to report abuse or neglect. Whistle Blowing Your organisation may have a Whistle Blowing policy, which will protect you and your employment if you report your concerns. Whistle blowing is about reporting incidents of suspected or actual abuse or neglect. If a policy exists, it is recommended that you read this if you are in the position of needing to report something about your colleagues or employer. To Blow the Whistle on somebody or something means to report somebody for doing something wrong or illegal, especially within an organisation. Source Online Encarta English Dictionary. If you are not satisfied that a concern you have raised has not been addressed, then consult the policy again and follow instructions on who to contact next. All concerns should be reported accurately. If your concerns are not taken seriously, you must try another route. You must ask for help if you feel out of your depth with a particular individual or issue. Page 9 of 15

10 Questions: Understand how duty of care contributes to safe practice 1.1 Explain what it means to have a duty of care in your work role What does having a duty of care mean to you in your work role? 1.2 Explain how duty of care contributes to the safeguarding or protection of individuals How does your duty of care contribute to the safeguarding and protection of individuals? 1.3 Be aware of potential dilemmas that may arise between the duty of care and an individual s rights Give an example of a dilemma you might have at work where you believe your duty of care conflicts with an individual s rights and say what you would do? Page 10 of 15

11 What does the Mental Capacity Act say about an individual who lacks capacity? 2.2 Be aware of what you can and cannot do within your role in managing conflicts and dilemmas What should you do if an individual wants to do something that you think is risky? What should you do if an individual refuses to take their medication? 2.3 Know who to ask for advice about anything you feel uncomfortable about in relation to dilemmas in your work Who should you ask for advice about anything you feel uncomfortable about in relation to dilemmas in your work? 3.1 Be aware of any existing comments and complaints procedures in accordance with agreed ways of working What procedures or agreed ways of working are in place to raise comments and complaints in your work place? Page 11 of 15

12 3.2 Know what you can and cannot do within your role in handling comments and complaints and how you should respond What should you do if an individual would like to make a complaint but they find it difficult to explain things? 3.3 Know who to ask for advice in handling comments and complaints Where can you get additional support and advice in handling complaints? 3.4 Recognise the importance of learning from comments and complaints to improve the quality of service Why are comments and complaints useful? 4.1 Know how to recognise adverse events, incidents, errors and near misses that are likely to affect the well-being of individuals What is an accident and give an example? Page 12 of 15

13 What is an incident and give an example? 4.2 Be aware of what you can and cannot do within your work role in relation to adverse events, incidents, errors and near misses Describe what you would do if you came across an individual in their own home on the floor. Your answer should be based on the level of training you have had to date. You may wish to update your answer below if you receive further training. Update of previous answer: Page 13 of 15

14 You are in an individual s home and while you are putting the shopping away, the individual you are supporting is making a cup of tea. You notice that they are having difficulty holding the kettle whilst they are pouring boiling water into the teapot and nearly drop the kettle completely. What would you do? 4.3 Know the procedures and to whom you should report any adverse events, incidents, errors and near misses If an incident occurs while you are supporting an individual, who would you tell and where would you record this information? What is Whistle Blowing? Page 14 of 15

15 Shall we find out what you have learnt? Now that you have completed this section you can have a go at the online assessment for Common Induction Standard 5. To do this you will need to visit and log on by entering your username and password in the boxes provided. You will then be able to select Common Induction Standards then Standard 5. Don t forget to read the instruction page before you start. Once you have completed this assessment and had a discussion about the results with your line manager, you may want to do a little more learning and / or return to your results and record additional evidence. You can also print out the results pages (which include any additional information you have added) for your Induction Folder and CPD Portfolio. Copyright note for Managers and Employers The workbook(s) can be completed online or on a printed copy. You can make any changes, deletions or additions to suit your circumstances. You can personalise the workbook(s) by adding your organisation s name and logo. Please make sure that CIS-Assessment is credited for putting the workbook(s) together and providing them without charge. You cannot copy, reproduce or use any part of the workbook(s) for financial gain or as part of a training event that you are profiting from. Page 15 of 15

431 SUPPORT INDIVIDUALS WHERE ABUSE HAS BEEN DISCLOSED

431 SUPPORT INDIVIDUALS WHERE ABUSE HAS BEEN DISCLOSED Unit overview Elements of competence 431a 431b Support individuals who disclose abuse Support individuals who have been abused About this unit For this unit you will need to support individuals who have

More information

ASTH416 Develop practices which promote choice, well-being and protection of all individuals

ASTH416 Develop practices which promote choice, well-being and protection of all individuals Develop practices which promote choice, well-being and protection of Overview For this unit you will need to develop, maintain and evaluate systems, and support others to promote the rights, responsibilities,

More information

35 PROMOTE CHOICE, WELL-BEING AND THE PROTECTION OF ALL INDIVIDUALS

35 PROMOTE CHOICE, WELL-BEING AND THE PROTECTION OF ALL INDIVIDUALS Unit overview Elements of competence 35a 35b 35c Develop supportive relationships that promote choice and independence Respect the diversity and difference of individuals and key people Contribute to the

More information

F36D 04 (LMC B1) Lead and manage provision of care services that respects, protects and

F36D 04 (LMC B1) Lead and manage provision of care services that respects, protects and Elements of competence LMC B1.1 LMC B1.2 LMC B1.3 Lead and manage provision that complies with legislation, registration, regulation and inspection requirements Lead and manage provision that promotes

More information

Understand your role

Understand your role The CARE CERTIFICATE Understand your role What you need to know THE CARE CERTIFICATE WORKBOOK Standard Your role - Tasks, Behaviours and Standards of work Your role will have a job description. This tells

More information

HEALTH AND SOCIAL CARE E QUALIFICATIONS HE UNIT SHC 024

HEALTH AND SOCIAL CARE E QUALIFICATIONS HE UNIT SHC 024 ARE HEALTH AND SOC H AND SOCIAL CARE H OCIAL CARE HEALTH A ARE HEALTH AND SOC ND SOCIAL CARE HEA E QUALIFICATIONS HE LTH AND EXEMPLAR SOCIAL CARE OCIAL CANDIDATE CARE HEALTH WORK A ARE HEALTH AND SOC UNIT

More information

Code of Practice for Social Service Workers. and. Code of Practice for Employers of Social Service Workers

Code of Practice for Social Service Workers. and. Code of Practice for Employers of Social Service Workers Code of Practice for Social Service Workers and Code of Practice for Employers of Social Service Workers 1 Code of Practice for Social Service Workers Introduction This document contains agreed codes of

More information

SCDHSC0021 Support effective communication

SCDHSC0021 Support effective communication Overview This standard identifies requirements when you support effective communication in settings where individuals are cared for or supported. This includes identifying how best to communicate with

More information

Standards of Conduct and Practice for. Social Care Workers

Standards of Conduct and Practice for. Social Care Workers Standards of Conduct and Practice for Social Care Workers NOVEMBER 2015 Introductory Notes About us The Northern Ireland Social Care Council (NISCC) was established in 2001 as the regulatory body for the

More information

Allied Healthcare Macclesfield

Allied Healthcare Macclesfield Nestor Primecare Services Limited Allied Healthcare Macclesfield Inspection report 2 Thorp Street Macclesfield Greater Manchester SK10 1LJ Tel: 01625611112 Website: www.nestor-healthcare.co.uk/ Date of

More information

Draft. Workplace Bullying a Workers Guide

Draft. Workplace Bullying a Workers Guide Draft Workplace Bullying a Workers Guide Bullying behaviour can occur in any workplace and can take place between anyone including managers, supervisors, co-workers, contractors and volunteers. Workplace

More information

SAFEGUARDING POLICY. (Definition taken from the HM Government document Working together to safeguard children March 2013)

SAFEGUARDING POLICY. (Definition taken from the HM Government document Working together to safeguard children March 2013) SAFEGUARDING POLICY The Co-operative Childcare is committed to safeguarding and promoting the welfare of children and expects all colleagues and volunteers to share this commitment. Safeguarding and promoting

More information

Raising Concerns at Work (Whistle Blowing) Policy and Procedure

Raising Concerns at Work (Whistle Blowing) Policy and Procedure Raising Concerns at Work (Whistle Blowing) Policy and Procedure Raising Concerns at Work (Whistle Blowing) Policy and Procedure Page: Page 1 of 12 Recommended by Approved by Workforce Committee Board of

More information

Child & Vulnerable Adults Protection Policy 2009 2012

Child & Vulnerable Adults Protection Policy 2009 2012 Child & Vulnerable Adults Protection Policy 2009 2012 Contents Introduction 3 Recruitment procedures 4 Responsible adults 5 Unaccompanied children 5 School pupils on work placements 5 Lost children 5 Family

More information

Safeguarding Children Policy (Early Years Child Protection)

Safeguarding Children Policy (Early Years Child Protection) Safeguarding Children Policy (Early Years Child Protection) All parents and carers are asked to read this document carefully prior to a child being placed The purpose of this is to keep each child safe

More information

Care Skillsbase: Skills Check 35 Duty of Care

Care Skillsbase: Skills Check 35 Duty of Care Care Skillsbase: Skills Check 35 Duty of Care Interviewer s pack Contents Skills Check activity (England and Wales) Skills Check activity (Northern Ireland) Feedback form Personal development form Summary

More information

The Human Support Group Limited

The Human Support Group Limited The Human Support Group Limited Homecare Support (Leeds) Inspection report McCarthy's Business Centre Education Road Leeds West Yorkshire LS7 2AH Tel: 0113 222 4760 Website: leeds@homecaresupport.co.uk

More information

The Code Standards of conduct, performance and ethics for nurses and midwives

The Code Standards of conduct, performance and ethics for nurses and midwives The Code Standards of conduct, performance and ethics for nurses and midwives The people in your care must be able to trust you with their health and wellbeing. To justify that trust, you must make the

More information

Code of Conduct for Healthcare Support Workers in Wales

Code of Conduct for Healthcare Support Workers in Wales Code of Conduct for Healthcare Support Workers in Wales Introduction This national Code of Conduct for NHS Wales will help to ensure service users and the public receive a consistent, high-quality, safe

More information

Recognising adult abuse and what to do about it!

Recognising adult abuse and what to do about it! Recognising adult abuse and what to do about it! Who is this guidance for? 1 Who is a Vulnerable Adult? 3 Why do we need to protect Vulnerable Adults? 3 What is adult abuse? 4 Who might the abuser be?

More information

Whistleblowing at work Policy

Whistleblowing at work Policy 1 Introduction Whistleblowing occurs when a worker raises a concern about danger or illegality that affects others. Policy statement The Association is committed to being open, honest and accountable.

More information

Freedom to speak up: whistleblowing policy for the NHS Draft for consultation

Freedom to speak up: whistleblowing policy for the NHS Draft for consultation Freedom to speak up: whistleblowing policy for the NHS Draft for consultation Issued on 16 November 2015 Deadline for responses: 8 January 2016 Monitor publication code: IRG 34/15 NHS England Publications

More information

NHS North Somerset Clinical Commissioning Group. Whistleblowing Policy (Raising Concerns about Malpractice at Work)

NHS North Somerset Clinical Commissioning Group. Whistleblowing Policy (Raising Concerns about Malpractice at Work) NHS North Somerset Clinical Commissioning Group Whistleblowing Policy (Raising Concerns about Malpractice at Work) Approved by: Quality and Assurance Group Ratification date: July 2015 Review date: July

More information

SKILLSOFT S CARE CERTIFICATE SOLUTION. Health and Social Care

SKILLSOFT S CARE CERTIFICATE SOLUTION. Health and Social Care SKILLSOFT S CARE CERTIFICATE SOLUTION Health and Social Care CARE CERTIFICATE SOLUTION The Care Certificate is the new training standard for all social and health care workers in England. Introduced in

More information

Bullying and Harassment at Work Policy

Bullying and Harassment at Work Policy Bullying and Harassment at Work Policy i) Statement Everyone should be treated with dignity and respect at work, irrespective of their status or position within the organisation. Bullying and harassment

More information

What can you expect from a good care home?

What can you expect from a good care home? What can you expect from a good care home? If you (or a member of your family or a friend) receive care, treatment or support in a care home in England, this booklet will tell you what you can expect from

More information

Model Safeguarding Policy and Procedure for Smaller Voluntary and Community Groups

Model Safeguarding Policy and Procedure for Smaller Voluntary and Community Groups Introduction Model Safeguarding Policy and Procedure for Smaller Voluntary and Community Groups This NAME OF ORGANISATION policy follows guidelines set out in Bath & North East Somerset (B&NES) Safeguarding

More information

H5PJ 04 (SCDHSC0045) Lead practice That Promotes the Safeguarding of Individuals

H5PJ 04 (SCDHSC0045) Lead practice That Promotes the Safeguarding of Individuals H5PJ 04 (SCDHSC0045) Lead practice That Promotes the Safeguarding of Individuals Overview This standard identifies the requirements associated with safeguarding which must permeate all your work with individuals.

More information

Principles and standards in Independent Advocacy organisations and groups

Principles and standards in Independent Advocacy organisations and groups advocacy 2 0 0 0 Principles and standards in Independent Advocacy organisations and groups Advocacy 2000 January 2002 We would like to acknowledge that the Scottish Executive partly funded the editing

More information

Codes Of Practice. For Social Care Workers. Web and print-friendly version

Codes Of Practice. For Social Care Workers. Web and print-friendly version General Social Care Council Goldings House 2 Hay s Lane London SE1 2HB 020 7397 5100 www.gscc.org.uk Copyright General Social Care Council 2010 Codes Of Practice For Social Care Workers Web and print-friendly

More information

Health and Safety Policy

Health and Safety Policy Health and Safety Policy Document Control Title : Health and Safety Policy Applicable to : All Staff and Executive Officers Date last reviewed : July 2015 Procedure Owner : People and Organisational Development

More information

The Code. Professional standards of practice and behaviour for nurses and midwives

The Code. Professional standards of practice and behaviour for nurses and midwives The Code Professional standards of practice and behaviour for nurses and midwives Introduction The Code contains the professional standards that registered nurses and midwives must uphold. UK nurses and

More information

In certain circumstances it should be a criminal offence to breach these duties or obstruct another from performing them.

In certain circumstances it should be a criminal offence to breach these duties or obstruct another from performing them. How can professional regulation encourage healthcare professionals and social workers to be more candid when care goes wrong? Professional Standards Authority Consultation Report compiled by Joe Godden,

More information

Code of Conduct for Healthcare Support Workers and Adult Social Care Workers in England

Code of Conduct for Healthcare Support Workers and Adult Social Care Workers in England Code of Conduct for Healthcare Support Workers and Adult Social Care Workers in England Code of Conduct for Healthcare Support Workers and Adult Social Care Workers in England As a Healthcare Support Worker

More information

SCDHSC0233 Develop effective relationships with individuals

SCDHSC0233 Develop effective relationships with individuals Overview This standard identifies the requirements when you develop effective relationships with individuals. This includes identifying individuals' preferences and needs regarding your relationship with

More information

A six step plan for CII members approached by someone with a whistleblowing concern

A six step plan for CII members approached by someone with a whistleblowing concern Guidance paper June 2014 How to manage a whistleblower: A six step plan for CII members approached by someone with a whistleblowing concern Summary This brief guidance paper is a supplement to the main

More information

Raising concerns (Whistleblowing) Policy and Procedure

Raising concerns (Whistleblowing) Policy and Procedure Raising concerns (Whistleblowing) Policy and Procedure The Public Interest Disclosure Act provides strong protection for workers who blow the whistle on or raise a genuine concern about malpractice. The

More information

Details about this location

Details about this location Inspection Report We are the regulator: Our job is to check whether hospitals, care homes and care services are meeting essential standards. Prince George Duke of Kent Court Shepherds Green, Chislehurst,

More information

Our Code is for all of us

Our Code is for all of us This is Our Code This is Our Code Our Code How we behave forms the character of our company and dictates how others see us. How we conduct ourselves determines if people want to do business with us, work

More information

nationalcarestandards

nationalcarestandards nationalcarestandards dignity privacy choice safety realising potential equality and diversity SCOTTISH EXECUTIVE Making it work together nationalcarestandards dignity privacy choice safety realising potential

More information

Social Networking Policy

Social Networking Policy APPENDIX H Sheffield City Council Social Networking Policy Publication Date: July 2015 Author: HR Service SCC HR Service 15/07 1 Document Control Organisation Sheffield City Council Title Social Networking

More information

EVERYONE'S RESPONSIBILITY

EVERYONE'S RESPONSIBILITY EVERYONE'S RESPONSIBILITY Guideline for Preventing Harassment and Violence in the Workplace November 2010 Guideline for Preventing Harassment and Violence in the Workplace Workplace Safety & Health Division

More information

Workplace bullying prevention and response

Workplace bullying prevention and response Your guide to Workplace bullying prevention and response October 2012 Contents 1. Introduction 1 2. Workplace bullying and OHS law 2 3. Prevention 3 3.1 Policies and procedures 3 3.2 Information, instruction,

More information

370 SUPPORT INDIVIDUALS TO COMMUNICATE USING TECHNOLOGY

370 SUPPORT INDIVIDUALS TO COMMUNICATE USING TECHNOLOGY Unit overview Elements of competence 370a 370b 370c 370d Identify technological communication needs Support individuals to communicate with others using technology Help other people to interact with the

More information

H5VV 04 (SCDHSC0042) Lead Practice for Health and Safety in the Work Setting 1

H5VV 04 (SCDHSC0042) Lead Practice for Health and Safety in the Work Setting 1 H5VV 04 (SCDHSC0042) Lead Practice for Health and Safety in the Work Setting Overview This standard identifies the requirements when leading practice for health and safety in settings where children, young

More information

We are the regulator: Our job is to check whether hospitals, care homes and care services are meeting essential standards.

We are the regulator: Our job is to check whether hospitals, care homes and care services are meeting essential standards. Inspection Report We are the regulator: Our job is to check whether hospitals, care homes and care services are meeting essential standards. Kumari Care Limited 5 Palace Yard Mews, Queen Square, Bath,

More information

How health and care services should support people whose behaviour is very difficult.

How health and care services should support people whose behaviour is very difficult. How health and care services should support people whose behaviour is very difficult. This is an EasyRead version of: Positive and Proactive Care: reducing the need for restrictive interventions. What

More information

DEALING WITH WORKPLACE BULLYING - A WORKER S GUIDE NOVEMBER 2013

DEALING WITH WORKPLACE BULLYING - A WORKER S GUIDE NOVEMBER 2013 DEALING WITH WORKPLACE BULLYING - A WORKER S GUIDE NOVEMBER 2013 Safe Work Australia is an Australian Government statutory agency established in 2009. Safe Work Australia consists of representatives of

More information

The code: Standards of conduct, performance and ethics for nurses and midwives

The code: Standards of conduct, performance and ethics for nurses and midwives The code: Standards of conduct, performance and ethics for nurses and midwives We are the nursing and midwifery regulator for England, Wales, Scotland, Northern Ireland and the Islands. We exist to safeguard

More information

SCDLMCB3 Lead and manage the provision of care services that deals effectively with transitions and significant life events

SCDLMCB3 Lead and manage the provision of care services that deals effectively with transitions and significant life events Lead and manage the provision of care services that deals effectively with transitions and significant life events Overview This standard identifies the requirements associated with leading and managing

More information

Electrical Training Trust. Safeguarding Vulnerable Groups Policy ETT SVGP 0211

Electrical Training Trust. Safeguarding Vulnerable Groups Policy ETT SVGP 0211 Electrical Training Trust Safeguarding Vulnerable Groups Policy ETT SVGP 0211 Contents 1. Introduction 2. Key Principles 3. Safeguarding Code of Conduct 4. Supervision of Children and Young People 5. Recruitment

More information

Getting social care support under the new law in England

Getting social care support under the new law in England Factsheet What does the Care Act mean for me? Getting social care support under the new law in England This factsheet concentrates on parts of the Care Act which will most affect people who use social

More information

Aspirations Support Bristol Limited

Aspirations Support Bristol Limited Aspirations Support Bristol Limited Aspirations Support Bristol Inspection report Design House 26 South View Staple Hill Bristol BS16 5PJ Tel: : 0117 965 1447 Website: www.aspirations-support.co.uk Date

More information

Grievance, Whistle blowing and Disciplinary, including Dismissals

Grievance, Whistle blowing and Disciplinary, including Dismissals eastsussex.gov.uk Grievance, Whistle blowing and Disciplinary, including Dismissals This document will provide you with information on Grievance, Whistle blowing and Disciplinary procedures, including

More information

The National Occupational Standards. Social Work. Topss UK Partnership

The National Occupational Standards. Social Work. Topss UK Partnership The National Occupational Standards for Social Work Topss UK Partnership May 2002.doc &.pdf files edition Every effort has been made to keep the file sizes of this document to a manageable size. This edition

More information

32 PROMOTE, MONITOR AND MAINTAIN HEALTH, SAFETY AND SECURITY IN THE WORKING ENVIRONMENT

32 PROMOTE, MONITOR AND MAINTAIN HEALTH, SAFETY AND SECURITY IN THE WORKING ENVIRONMENT Unit overview Elements of competence 32a 32b 32c Monitor and maintain the safety and security of the working environment Promote health and safety in the working environment Minimise risks arising from

More information

Working to standard: a code of conduct for support workers in health care. 1.1 Welcome to this code of conduct for support workers in health care.

Working to standard: a code of conduct for support workers in health care. 1.1 Welcome to this code of conduct for support workers in health care. Code of conduct for Healthcare Support Workers Working to standard: a code of conduct for support workers in health care 1. Introduction 1.1 Welcome to this code of conduct for support workers in health

More information

Parents recording social workers - A guidance note for parents and professionals

Parents recording social workers - A guidance note for parents and professionals Parents recording social workers - A guidance note for parents and professionals The Transparency Project December 2015 www.transparencyproject.org.uk info@transparencyproject.org.uk (Charity Registration

More information

QAHC Feedback and Conflict Management Policy and Procedures

QAHC Feedback and Conflict Management Policy and Procedures QAHC Feedback and Conflict Management Policy and Procedures Prepared By Erica Waters Consulting June 2000 Revised & Endorsed October 2000 Revised by QAHC September 2007 Policy Statement The Queensland

More information

Safeguarding Whistleblowing Policy

Safeguarding Whistleblowing Policy Safeguarding Whistleblowing Policy Policy: Version: 1 Approval Date: March 14 Approved by: Governors Review frequency: annually Review by: July 2015 Staffordshire Safeguarding Children Board (SSCB) Organisational

More information

MODEL CHILD PROTECTION POLICY

MODEL CHILD PROTECTION POLICY Fact Series Child Protection Policy (Model) version 2.2 July 2009 MODEL CHILD PROTECTION POLICY NODA Headquarters regularly receives requests from affiliated societies for advice about implementing a Child

More information

Out of Hours On-Call Manager Policy

Out of Hours On-Call Manager Policy Out of Hours On Call ON CALL SYSTEM. REMEMBER: Out of hours means between the hours of 17.00 Hours 9.00 Hours (weekdays). Weekends and Bank Holidays (24 Hours) Major incidents especially those involving

More information

WHISTLEBLOWING POLICY

WHISTLEBLOWING POLICY LONDON BOROUGH OF MERTON WHISTLEBLOWING POLICY September 2014 1 of 13 CONTENTS Section Page 1 Policy Statement 3 2 Introduction 4 3 Purpose of the policy 4 4 Scope 4 5 What types of activity would Whistleblowing

More information

In some cases, whistleblowers may bring a case before an employment tribunal, which can award compensation.

In some cases, whistleblowers may bring a case before an employment tribunal, which can award compensation. WHISTLEBLOWING Introduction This factsheet has been produced to provide advice on how to negotiate agreements and procedures on whistleblowing for branch officers and stewards. UNISON recognises that employees

More information

WHISTLE BLOWING POLICY & PROCEDURE

WHISTLE BLOWING POLICY & PROCEDURE WHISTLE BLOWING POLICY & PROCEDURE Prepared by Reviewed by Approvals The signatures below certify that this procedure has been reviewed and accepted, and demonstrates that the signatories are aware of

More information

We are the regulator: Our job is to check whether hospitals, care homes and care services are meeting essential standards.

We are the regulator: Our job is to check whether hospitals, care homes and care services are meeting essential standards. Inspection Report We are the regulator: Our job is to check whether hospitals, care homes and care services are meeting essential standards. The Manor House Whitton Road, Alkborough, Nr Scunthorpe, DN15

More information

OUR CODE OF ETHICS. June 2013

OUR CODE OF ETHICS. June 2013 OUR CODE OF ETHICS. June 2013 OUR CODE OF ETHICS GUIDING PRINCIPLES Ethical behaviour is an integral part of the way we do business. It's crucial that all our stakeholders are able to trust us to treat

More information

Let s Stop Bullying. Confident Happy Children: a leaflet for parents of pre-school and primary school children

Let s Stop Bullying. Confident Happy Children: a leaflet for parents of pre-school and primary school children Let s Stop Bullying Confident Happy Children: a leaflet for parents of pre-school and primary school children by the Scottish Government 2014 in conjunction with Strathesk Primary School 1 Bullying in

More information

H5NC 04 (SCDHS0024) Support the Safeguarding of Individuals

H5NC 04 (SCDHS0024) Support the Safeguarding of Individuals H5NC 04 (SCDHS0024) Support the Safeguarding of Individuals Overview This standard identifies the requirements associated with safeguarding which must permeate all your work with individuals. The standard

More information

Code of Business Principles Helping us do the right thing

Code of Business Principles Helping us do the right thing Code of Business Principles Helping us do the right thing Code of Business Principles Helping us do the right thing Contents 01 Foreword 02 Who is the code for? 03 Where to find advice or raise a concern

More information

The policy also aims to make clear the actions required when faced with evidence of work related stress.

The policy also aims to make clear the actions required when faced with evidence of work related stress. STRESS MANAGEMENT POLICY 1.0 Introduction Stress related illness accounts for a significant proportion of sickness absence in workplaces in the UK. Stress can also be a contributing factor to a variety

More information

SCDHSC0332 Promote positive self esteem and identity

SCDHSC0332 Promote positive self esteem and identity Promote positive self esteem and identity Overview This standard outlines the requirements when promoting individuals self esteem and sense of identity. This includes working with individuals to identify

More information

WHISTLEBLOWING TO THE CHILDREN S COMMISSIONER FOR WALES

WHISTLEBLOWING TO THE CHILDREN S COMMISSIONER FOR WALES WHISTLEBLOWING TO THE CHILDREN S COMMISSIONER FOR WALES 1. What does the Children s Commissioner for Wales do? The Children's Commissioner for Wales is an independent children s rights institution established

More information

Top Ten Tips when choosing a support provider

Top Ten Tips when choosing a support provider Top Ten Tips when choosing a support provider This is a guide to help anyone who needs to buy social care support for themselves or a friend or relative (an adult or a child). It aims to help you learn

More information

Code of Professional Conduct and Ethics for Social Workers. Bord Clárchúcháin na noibrithe Sóisialta Social Workers Registration Board

Code of Professional Conduct and Ethics for Social Workers. Bord Clárchúcháin na noibrithe Sóisialta Social Workers Registration Board Code of Professional Conduct and Ethics for Social Workers Bord Clárchúcháin na noibrithe Sóisialta Social Workers Registration Board 1 Code of Professional Conduct and Ethics for Social Workers Contents

More information

Age UK Rotherham. Age Concern Rotherham Limited. Overall rating for this service. Inspection report. Ratings. Good

Age UK Rotherham. Age Concern Rotherham Limited. Overall rating for this service. Inspection report. Ratings. Good Age Concern Rotherham Limited Age UK Rotherham Inspection report Galax Building Fitzwilliam Road, Eastwood Trading Estate Rotherham South Yorkshire S65 1SL Tel: 01709835214 Website: www.ageuk.org.uk/rotherham

More information

Statutory duty of candour with criminal sanctions Briefing paper on existing accountability mechanisms

Statutory duty of candour with criminal sanctions Briefing paper on existing accountability mechanisms Statutory duty of candour with criminal sanctions Briefing paper on existing accountability mechanisms Background In calling for the culture of the NHS to become more open and honest, Robert Francis QC,

More information

We are the regulator: Our job is to check whether hospitals, care homes and care services are meeting essential standards.

We are the regulator: Our job is to check whether hospitals, care homes and care services are meeting essential standards. Inspection Report We are the regulator: Our job is to check whether hospitals, care homes and care services are meeting essential standards. Inglewood Nursing Home Deal Road, Redcar, TS10 2RG Date of Inspection:

More information

The best advice before you decide on what action to take is to seek the advice of one of the specialist Whistleblowing teams.

The best advice before you decide on what action to take is to seek the advice of one of the specialist Whistleblowing teams. Whistleblowing Policy (HR Schools) 1.0 Introduction Wainscott school is committed to tackling unlawful acts including fraud, corruption, unethical conduct and malpractice regardless of who commits them,

More information

We are the regulator: Our job is to check whether hospitals, care homes and care services are meeting essential standards.

We are the regulator: Our job is to check whether hospitals, care homes and care services are meeting essential standards. Inspection Report We are the regulator: Our job is to check whether hospitals, care homes and care services are meeting essential standards. Harmoni - Hanley Health Centre Tel: 03001236759 Date of Inspection:

More information

Your duties as a registrant. Standards of conduct, performance and ethics

Your duties as a registrant. Standards of conduct, performance and ethics Your duties as a registrant Standards of conduct, performance and ethics Contents Foreword 1 Introduction 3 The standards of conduct, performance and ethics 8 Fitness to practise 15 Glossary 16 Foreword

More information

Lets sort it out. together. Solving. Problems at. Work. StaffGuide RP2K190

Lets sort it out. together. Solving. Problems at. Work. StaffGuide RP2K190 need help to resolve a problem? Lets sort it out together Solving StaffGuide RP2K190 Introduction to Solving Problems Tesco wants you to enjoy work, celebrate success and learn from experience, as described

More information

Raising and escalating concerns. Guidance for nurses and midwives

Raising and escalating concerns. Guidance for nurses and midwives Raising and escalating concerns Guidance for nurses and midwives We are the nursing and midwifery regulator for England, Wales, Scotland, Northern Ireland and the Islands. We exist to safeguard the health

More information

Human Resources Author: Lou Hassen Version: 1 Review Date: Dec 2012 Page 1 of 7. Trinity Academy Disciplinary Policy

Human Resources Author: Lou Hassen Version: 1 Review Date: Dec 2012 Page 1 of 7. Trinity Academy Disciplinary Policy Page 1 of 7 Trinity Academy Disciplinary Policy Policy Statement The purpose of the Disciplinary Procedure is to give staff members every opportunity to improve standards of behaviour and conduct and to

More information

BABCP. Standards of Conduct, Performance and Ethics. www.babcp.com. British Association for Behavioural & Cognitive Psychotherapies

BABCP. Standards of Conduct, Performance and Ethics. www.babcp.com. British Association for Behavioural & Cognitive Psychotherapies BABCP www.babcp.com Standards of Conduct, Performance and Ethics British Association for Behavioural & Cognitive Psychotherapies 2 YOUR DUTIES AS A MEMBER OF BABCP The standards of conduct, performance

More information

Know. Your. Rights. Understanding. grievances. www.worksmart.org.uk. and disciplinaries

Know. Your. Rights. Understanding. grievances. www.worksmart.org.uk. and disciplinaries Understanding Know Your Rights www.worksmart.org.uk grievances and disciplinaries Introduction Whatever job you do, you can run into problems at work. Sometimes these can be sorted out quickly by informal

More information

NHS Constitution The NHS belongs to the people. This Constitution principles values rights pledges responsibilities

NHS Constitution The NHS belongs to the people. This Constitution principles values rights pledges responsibilities for England 21 January 2009 2 NHS Constitution The NHS belongs to the people. It is there to improve our health and well-being, supporting us to keep mentally and physically well, to get better when we

More information

We are the regulator: Our job is to check whether hospitals, care homes and care services are meeting essential standards.

We are the regulator: Our job is to check whether hospitals, care homes and care services are meeting essential standards. Inspection Report We are the regulator: Our job is to check whether hospitals, care homes and care services are meeting essential standards. Bury DCA United Response, City View Business Centre, 9 Long

More information

Statement of Purpose. Child Protection/Safeguarding Service

Statement of Purpose. Child Protection/Safeguarding Service Statement of Purpose Child Protection/Safeguarding Service 1. What we do Child Protection/Safeguarding is part of the South Eastern HSC Trust s Children s Services which provides services to ensure the

More information

We are the regulator: Our job is to check whether hospitals, care homes and care services are meeting essential standards.

We are the regulator: Our job is to check whether hospitals, care homes and care services are meeting essential standards. Inspection Report We are the regulator: Our job is to check whether hospitals, care homes and care services are meeting essential standards. Telegraph House 97 Telegraph Road, Deal, CT14 9DF Tel: 01304369031

More information

Protection from Abuse in Supporting People Services

Protection from Abuse in Supporting People Services Protection from Abuse in Supporting People Services INTRODUCTION Supporting People Core Objective C1.4 is to safeguard the right of the service user to be protected from abuse. This is one of two objectives

More information

Just for Teachers: An Introduction to Workplace Health and Safety

Just for Teachers: An Introduction to Workplace Health and Safety Just for Teachers: An Introduction to Workplace Health and Safety This introduction is intended to give you an overview of the eight key aspects of workplace health and safety in Nova Scotia workplaces,

More information

HORIZON OIL LIMITED (ABN: 51 009 799 455)

HORIZON OIL LIMITED (ABN: 51 009 799 455) HORIZON OIL LIMITED (ABN: 51 009 799 455) CORPORATE CODE OF CONDUCT Corporate code of conduct Page 1 of 7 1 Introduction This is the corporate code of conduct ( Code ) for Horizon Oil Limited ( Horizon

More information

Level 2. Qualification Specification. Certificate for the Children and Young People s Workforce (QCF)

Level 2. Qualification Specification. Certificate for the Children and Young People s Workforce (QCF) Level 2 Qualification Specification Certificate for the Children and Young People s Workforce (QCF) CACHE Qualification Specification CACHE Level 2 Certificate for the Children and Young People s Workforce

More information

Information Sheet Updated March 2007

Information Sheet Updated March 2007 Duty of Care and Negligence Villamanta Disability Rights Legal Service Inc. Information Sheet Updated March 2007 What is Negligence? Negligence is when someone who owes you a duty of care, has failed to

More information

Macmillan Cancer Support Volunteering Policy

Macmillan Cancer Support Volunteering Policy Macmillan Cancer Support Volunteering Policy Introduction Thousands of volunteers dedicate time and energy to improve the lives of people affected by cancer. Macmillan was started by a volunteer and volunteers

More information

Cyber-bullying is covered by this policy: all members of the community need to be aware that

Cyber-bullying is covered by this policy: all members of the community need to be aware that DUKE OF KENT SCHOOL A8 ANTI-BULLYING POLICY Aims and Objectives: Duke of Kent School values every individual in the community and believes each deserves to be treated with respect. Sensitivity to the feelings

More information

Mental Capacity Act 2005. DSAPB Joint Agency Agreement

Mental Capacity Act 2005. DSAPB Joint Agency Agreement Mental Capacity Act 2005 DSAPB Joint Agency Agreement DOCUMENT CONTROL Version: V2 Date Written: 30 th April 2013 Ratified by: Doncaster Safeguarding Adults Partnership Board Date ratified: 5 th September

More information

CDC 502 Support policies, procedures and practice to safeguard children and ensure their inclusion and well-being

CDC 502 Support policies, procedures and practice to safeguard children and ensure their inclusion and well-being Child Care Occupational Standard MQF Level 5 CDC 501 Establish and develop working relationships CDC 502 Support policies, procedures and practice to safeguard children and ensure their inclusion and well-being

More information

Lone Working Policy. 1. Policy Statement... 2. 2. Purpose... 2. 3. Scope... 2. 4. Context... 2. 5. Definition... 3

Lone Working Policy. 1. Policy Statement... 2. 2. Purpose... 2. 3. Scope... 2. 4. Context... 2. 5. Definition... 3 Lone Working Policy Contents 1. Policy Statement... 2 2. Purpose... 2 3. Scope... 2 4. Context... 2 5. Definition... 3 6. Mandatory Building Procedures... 3 6.1. Security of buildings... 3 6.2. Working

More information