Each task would be explained on the job description by my manager, so we are both clear on what is expected of me. This would out line what my position is, who I report to, what my day to today tasks are, what reports are expected from me, the companies grooming standards are for my position. It will out line any current qualifications and future training I may need or would like to and who I report to and who my directs are as well. The knowledge would impact me in managing my time it takes to ensure that I prioritise my tasks from important to less important. The less important tasks can be done when it’s quiet or at a later date.
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.
I will make sure that I let my manager know and report and record this in private but 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. Explain the actions to take if an individual alleges that they are being abused If an individual alleges that they are being abused, I will make sure that I listen to the individual carefully to know exactly what happened. If it is in my place of work and the name of the person that abused the individual is known, whether
Usually the parties included must agree to a contract that outlines the following or some sort of this; Their relationship is voluntary and consensual, they agree to abide by the employers antidiscrimination , anti-harassment, and workplace conduct policies, they promise to report any perceived harassment to management, if it occurs, they agree to behave professionally and not allow the relationship to affect their work performance, they agree to avoid behavior that offends others in the workplace and they agree to not engage in any favoritism (Hellrigel & Slocum, 2010). These sorts of agreements are of great use in the workplace because they provide a set of rules for the employees to follow. As well as make sure that upper-level employees are not taking advantage their position or using it as leverage for the start or continuation of a romantic relationship. Consensual Relationship Agreements are also a great resource because it allows the employees to do the inevitable and embrace romantic attractions while letting them know the consequences that will result if they do not follow company policy at the end of their relationship or because of
1.2 Explain how duty of care contributes to the safeguarding or protection of individuals. In my job role I have a duty of care to raise any concerns that I may have about any aspect of my work. These can range from poor working conditions, poor equipment, poor practice by other staff and 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.
Expectance of privacy in the workplace is determined by the levels of responsibilities and mission that the employee is set to fulfill by their respective employers. Office spaces allow for different levels of privacy but in the end require the same commitment and protection of employees to safeguard information that they do not want to have intercepted by any means. Mr. Herman learns throughout interactions with his sales personnel that although his intentions
Principles Bassetlaw District Council is committed to ensuring that any form of harassment is dealt with both sensitively and speedily. Employees are encouraged therefore to raise any issues immediately in accordance with this procedure in the knowledge that these will be treated seriously and in confidence. To assist and support employees involved in a harassment and bullying case, (both complainants and accused), Bassetlaw District Council will develop a network of support workers and mediators, who will be trained in harassment and bullying issues, to provide support, advice and mediation as appropriate. Managers may at times be required to make unpopular decisions and give instructions that may not be welcomed by all employees, but these should not necessarily be construed as harassment or bullying. Managers are however responsible for communicating such instructions in an appropriate manner.
The Principles of Infection Prevention and Control 1.1 When it comes to prevention and control of infection all employees have a responsibility to take precautionary measures to ensure the spread of infection is as limited as possible in the workplace. It is the employee’s responsibility to protect themselves, other staff, visitors and individuals. Some of the legislation and regulations that relate to the control of and prevention of infection include the Health and Safety at work act, COSHH and the reporting of injury, disease and dangerous occurrences regulations (RIDDOR). It is vitally important that all staff are aware of these regulations. It is also employee’s responsibility to regularly attend all relevant training made available to them.
The barriers faced by the group are identified and action is taken in response to that. Unnecessary hierarchies are not allowed to develop in a diverse workplace. Inclusive strategies and group involvement are always encouraged in an inclusive workplace. How can I create an inclusive workplace? To develop such a culture, first of all review your workplace keeping in mind its size, the type of work it does, where it is located, who it employs, who uses its services, and what its goals are we want to achieve, then create an action plan for it keeping in mind the changes and benefits you want to achieve by it.
To do this I should keep my training up to date, follow all policies and procedures set by employer in order to keep things safe. If I see something that is wrong my duty of care would be to report what I see happen i.e. whistle blowing. Also if I am told to do something I don’t feel comfortable doing or something not in my job description make sure I decline doing it as it’s my duty of care to only carry out duties I feel competent doing. Be aware of dilemmas that may arise about Duty of Care and the support available for addressing them 2.1 Describe dilemmas that may arise between the Duty of Care and an individual’s right You may have a case as a care worker where an individual may want to do something which could be a risk to their own health and safety.