Explain the actions to take if there are suspicions that an individual is being abused If I suspect abuse through noticing a sign of physical abuse or change in the behaviour of an individual, I will make sure that I ask the individual what has happened telling the individual the changes that I have noticed. If it is in my place of work and the name of the person that abused the individual is known, whether staff or another service user, I must also record and report this. I will listen to the individual carefully; it is up to them to tell me, I would not ask them any questions about this as this is not part of my job role and would stay calm. I will make sure that I record what the individual tells me using the individual’s own words. I will make sure that I reassure the individual and explain that their safety is the most important and that it is my duty of care to tell the manager.
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
tyAssessment three Question one Using your own workplace or another revelvant example, describe: a) What policies and codes of conduct are present where people work that encourage or protect equality and diversity. Dignity at work policies are present where people work to help protect and encourage equality and diversity. There are also employment contracts and also staff handbooks that are available to show the codes of conduct that are present. b) The expectations made of all staff in relation to equality and diversity. Staff are expected to be treated with respect no matter what sex, age, disability etc.
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
It is important that information is only shared with people “who need to know”. If you are uncertain whether a person has a right to access information and is requesting information from you, always check with your supervisor or manager. In day to day communication it is strict policy of midstream that you do not discuss any important information about a clients lifestyle or regarding important information as this is their right to remain any of this information confidential and is part of the regulations of The Human Rights Act 1998. Information that has to be kept confidential on a day to day basis can be shared with agreed others on any other basis as a need to know basis, this is if ever an authoritative body needs to get involved such as social services, ambulance, police or any other multi-agency network. The agreed others in which confidential information can be shared on a need to know basis are: Work Colleagues, social workers, occupational therapist, GP, Speech and Language Therapist, Physiotherapist, pharmacist, nurse, special nurse, psychologist, psychiatrist, advocate, dementia care advisor or family and carers.
Ethics area a code of conduct we are all expected to follow so we tend to respect the guide lines that are put in place a normal behavior to be considered as society norms. In field of psychology discipline is no exception in fact it is a most when it comes to ethics and code of conduct. These ethics and codes are particularly important since scientific discipline usually deals with unsound individuals. It is extremely import to not counsel anyone. Work at a rehab people will ask you opinion and in giving that opinion you are crossing the line of counseling in many cases.
Honestly in this type of argument it comes down to the better facts rather than opinions and that’s why Cillizza makes the better argument. From both sides of the argument we can see the basic ideas of each authors but now let’s go deeper On the side of privacy. As privacy is an important issue as to the people, we can see that the people believe that if you “watch someone long, and you’ll find something to arrest”. (Paragraph 4). Schneier shows this to prove that doing nothing can lead to trouble with blackmail or abuse with surveillance information.
Making sure that all involved in this wrongdoing are reprimanded for their actions and noting that to investors and the public. This will take some time and not happen overnight, but to make things right, to the public and investors is well worth a shot.
The time should be protected – with a private space away from disruption and their should be a joint understanding between the supervisor and supervisee that all content remains confidential. It is helpful to have a set, clear agenda to ensure that important items are discussed, however it could be argued that having a formal agenda detracts from the personalisation of the supervision. Supervisions can be informal and formal and a good manager should provide both. They can also be provided in a group situation as well as on a one to one basis. Group supervison promotes peer support whereas one to one supervision allows appropriate person centred support and more confidential and personal issues to be discussed.
Confront the person directly, if you have issues with a person, but always do this separately without discussing him/her with others. (Also read: Good manners key to staying on top.) * Never be partial towards a co-worker/boss: Being neutral and unbiased are sure shot steps to success. If in a supervisory role, you show favouritism or as a sub-ordinate are too servile towards your supervisor, you leave a negative impact. Be tactful, as alliances are important to etch a success story but that shouldn’t be at the cost of making more enemies.