It could also work the other way too that the service user may come to harm at the hands of my partner while I’m not there. Everybody has the right to be safe and if anything happened to either one of them i could be prosecuted for neglect. Another example could be If i was writing up the medical records or notes of a patient/service user and i was called away to do something i should always make sure i lock them safely away or lock the door behind me then nobody can get into that room and see the files. If i didn’t and that was to happen id of broken the laws that fall under the Data Protection Act 1998 as nobody but relevant people should be able to see this information. The patient’s confidentiality would be breached and the "Access to Personal Files Act 1987" & the "Confidentiality of Personal Information Act 1998" would also have been
(1) Sickness & Diarrhoea (2) Burns and Scalds. (3) Fractures ands Suspected Fractures. (D5) EXPLAIN THE PROCEDURE TO BE FOLLOWEDIN THE EVENT OF AN ACCIDENT OR SUDDEN ILLNESS. (1) Get help as soon as possible example emergency services apply first aid training only if you got it. Make sure the client is as comfortable as can be staff should also protect themself complete accidents or sickness illness form log information in client file and inform seniority/manager of the incident.
If I feel I can’t talk to my nurse in charge about the problem I can talk to my head of care ,but if I am not satisfied I can talk with my deputy manager. If I am still not happy with how they deal with it I can make a formal grievance complaint. The grievance procedure should also include the following steps: -writing the letter to employer setting out the details of grievance; -a meeting with employer to discuss the issue; -the ability to appeal employer's decision.
Always follow company Policies and Procedures. If the victim wants to tell you about the abuse, listen carefully, be carefully not to ask leading question simply ask 'what happened next'? make sure you record what was said e.g. dates, times and places. Remember to use their own words and phrases, describe how the disclosure came about, note the setting and if anyone else was in the room at the time.
Assignment 204 Task C- short Answer Questions Ci Explain what a social care worker must do if they become aware of unsafe practice. First, discuss with his colleague (who is performing) about the unsafe practice and the risk involves result in this practice. Then he can show the safe way to do and explain how it minimise the risk. Any unsafe practice should be recorded and reported to the manager in order to be corrected informing all of the staff by providing training or necessary information. If manager does not hear you, or nothing come in action to eliminate unsafe practice, then you have all the way right to complain to the social service, CQC, health and safety commission and department of health.
The consultation with the police will lead to a decision about how to/who will investigate if this is needed. Sometimes a care home manager will lead an investigation, this may also include the C.Q.C (Care Quality Commission). Any information given by either the victim or those who suspect the abuse is only shared with those who need to know. Any actions/information received is always documented and must be done a.s.a.p, ideally within 24 hours (to be “safe” in terms of evidence for court if needed). Evidence must always be preserved, for example, physical abuse evidence may include body maps and photographs.
In my role I have a duty of care to raise any concerns that I may have about any aspect of 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 my 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.
Also included in the service agreement is a policy stating that staff will not tolerate any form of abuse. We have a safeguarding policy and with every customer we interview we explain that all visits are confidential but if anything is witnessed or disclosed that we feel will bring harm to any person or child then we will have to report it, we will advise the customer of our intentions first before any concerns are raised. We also have an accident and incident policy where we have to record all
Also in more serious cases I would talk one-on-one with the troubled employee and do my part to resolve any issue he or she has had with another employee. I would also see to it that a thorough investigation is conducted Step three post informative posters about the company’s rules and regulations, and employee rights. Also set up a safety committee to help promote good health and safe work methods. Step four set up a hostile work environment hot line that would be a direct line to my office so that troubled employees being abused, harassed, and discriminated against by their fellow employees and superiors or just needs a helping hand can report what is going on directly to me the information and employee’s name disclosed to me will be keep secret in an effort to ensure the employee’s personal safety outside the workplace. Also the information obtained would give me a clear cut idea of what is going on making me more able to resolve the issue in a more orderly
Describe the action to take if suspected abuse or unsafe practice have been reported but nothing has been done. You must go to the next superior in position. After you have reported the incident you still have a duty of care to your patient. If you feel that your patient is still at risk then speaks with your line manager regarding your concerns. [If you feel your line manager is not taking appropriate action, or you suspect your line manager of abusing a patient then most company policies would state that you would need to contact the regional manger.