Ensure any verbal reports have been put into writing and make a copy for your manager and keep a copy for yourself! Ensure you preserve any evidence of the abuse – it could be crucial. Follow your company’s whistleblowing policy and procedure. If you feel you are not being listened to or not being taken seriously then you have the right to report your allegation to the next level of management, local social services, police or
All staff are to follow the procedures set out in this policy as information getting into the wrong hands can put service users at risk and result in disciplinary action. The codes of practice inform and give support/guidance to each company of the safe ways to handle and store the confidential information and
assault, rape or indecent exposure. If the allegation is about my manager or the manager is unwilling to do anything, I will follow my company policy of reporting abuse and report to CQC. 2.2 Explain the actions to take if an individual alleges that they are being abused: Its most important to believe what you are being told, no matter how far fetched it seems or silly it sounds. Reassure the victim it was not their fault and they are not to blame for what has happened. Report the allegation to your team-leader immediately.
The wrong person could receive the information and put the adult and child’s safety at risk. • Every matter relating to safe guarding is confidential. • The staffs at the work settings need to know that they have professional responsibility to share information with other agencies in order to safe guard children. • The head of the centre or the designated member of staff will disclose any information about child to other member of staff on a need to know basis only. • All the staff at the work setting aim to ensure that all the parents and carers can share their information with confidence that will be used to enhance the welfare of their children • Development records ( observation, planning ,photographs,….)
Bullying of any sort stops members of the setting from being able to achieve their full potential and prevents equality of opportunity. Bullying is anti-social behaviour and affects everyone it is unacceptable and should not be tolerated which is why anti-bullying policies and procedures are in place, to protect all. The following steps should be taken when dealing with incidents: * If bullying is suspected or reported, the incident will be dealt with initially by the child’s keyworker or adult on duty. The incident will be treated as an urgent priority. * A clear account of the incident will be recorded and given to the line manager.
You could lose your job and you could have legal action taken against you. | 1.2 Describe how the duty of care affects own work role and how it contributes to the safeguarding and protection of individuals 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.
It is best that ‘dual relationships’ are avoided, such as when the therapist knows the client as a friend as this can be detrimental to the client. Records must be kept and referred to throughout treatment, but should be confidential between client and therapist. There may be times when the therapist may have to break client confidentiality, i.e. when a client poses a risk to themselves or someone else. The therapist must also work within the confines of the law, for example if treating a child who has suffered sexual abuse then the therapist has a duty to disclose any details of the offender.
These data holds the vital basic information on each employee, and in the wrong hands, it can become detrimental to both the business and the employees. It is the reason everyone in the business should be secure, and report any suspicion that someone has tampered with his or her information. The company should deal with such matters with the necessary urgency, as they can prove catastrophic. The data can be either an electronic file or a hardcopy paper file. The storing of such data calls for necessary security that would protect the employees’ privacy on their information from any litigation or theft.
Each member of staff signs a contract to state that they will maintain confidentiality and that any breach of confidentiality will be subject to a disciplinary hearing and most likely the termination of their contract. Everyone involved with working with children understands that the need to share information may only be in the best interest of the child. Parents/carers also sign an agreement with the school which states that all information relating to the child and their family is confidential unless there is a concern about the child’s safety and wellbeing which is in direct relation to the Data Protection Act 1998. There can be some tension between parties when information is shared and the issue of ethnicity or cultural background is raised; one needs to be fully aware of implications when discussing a family’s ethnicity as it may be perceived as prejudiced and irrelevant to the matter at hand. Families may be unwilling to highlight their needs as they are from a culture that believes all problems must be dealt with internally (i.e.
The Public Interest Disclosure Act (1999) which is sometimes called the 'Whistle Blowing Act', is in place for considering other perspectives of confidentiality. It allows people at work to raise concerns about crime, negligence, miscarriages of justice, dangers to health and safety and applies whether the information is confidential or not. The act seeks to protect 'whistleblowers' from dismissal and victimisation and thus promotes the public interest and potential extra protection for vulnerable individuals in society. Confidential information should only be disclosed if it is * In the resident's best interests * For the protection of others * In the interest of public health * During an official or legal investigation * If there has been or there