• Both parties can be offered help and support if required and all information disclosed for both whistle blower and the accused will be kept confidential and is investigated discreetly (Data Protection Act) • Preparations for any ramifications that could follow whistle blowing. If employment is terminated or a person suffers as a result of whistle blowing they are then protected by law under the Public Interest Disclosure Act 1998, this law was brought in to protect whistle blowers from detrimental treatment by their employers. Although whistle blowing may be a daunting and frightening experience to act upon, the safety and wellbeing of a child may depend on another person’s actions, subsequently all aspects of whistle blowing are to be thought over with the best intentions of children or young people in
1.2 Restrictive interventions are ways and methods that prevent an individual from carrying out a certain task. 1.3 Restrictive interventions must only be used if the individual is at risk of injuring themselves or others, or if coursing damage to property or illegal behavior. 1.4 If an incident occurred where restrictive intervention was needed then the clinic manager or senior nurse must be informed immediately. An incident form will be filled in and sent to human resources and the incident team within the trust. 1.5 Where possible the least restrictive interventions should be used as they can sometimes escalate the problem rather than defuse it.
By proper end user training for anyone involved with the Corporate Techs site, proper scanning of all USB and thumb drives on a test computer being used for this particular site, can mitigate threats from bugs and viruses. Also, by changing all local computer default autorun policies, will disable usage of these USB ports and stop an occurrence from taking place. Last, it’s almost near impossible for an end user to not use a personal laptop during work hours for personal use or for work. But to mitigate further problems from happening, I will implement an encrypted file system for sensitive data. TrueCrypt is a program that I have found efficient that controls over endpoints that enter and exit the internal system.
To ensure there is no fault, an incorrect code/card will be used to ascertain if the software is actually doing its Job. All findings will be recorded for reference in any future investigations, or the follow up to this one should higher authorities become involved. Simply put, “why” the intruder was able to gain access to the site, during these checks, you must also try and ascertain “when” the intruder gained
Disposal of confidential information • On leaving the training facility, records should be removed from circulation and retained in secure archive storage. It should be maintained for no less than three years. • When confidential information no longer needs to be stored, destruction of paper records must be by shredding to ensure no risk of third parties accessing sensitive data. Destruction of electronic records by deletion must be undertaken by means that ensure no future retrieval is possible. As a Trainer I advise my learners that I have a legal obligation to ensure that any personal information remains confidential and that it will only be shared with others on a need to know basis or with their permission if additional support is required i.e.
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.
4. All interventions should be risk assessed and only interventions that are written into an individuals support plan. This avoids injuries to residents, staff and to protect dignity. Crisis management plans are to be in place to plan for if restrictive interventions need to be used. 5.
You would have to put the trust of the library personnel and staff who would have access to the system. As a system administrator you would have to perform a daily security audit check of who accessed the computer system and at what times they accessed it. I would also purchase a Norton antivirus software and place all lock downs on the system so hackers could not access the data. As a system administrator or even the Lead Librarian you should always have concern of anyone accessing your networks and stealing data from the computer. And to feel more secure I would purchase a firewall so that the outside would have A hard time accessing the network.
What action to take if you suspect abuse… Every member of staff has a professional and moral duty to report any witnessed or suspected abuse to their senior or line manager. If you witness/suspect abuse or any unsafe practices firstly ensure the safety of the individual (if in immediate danger). If you witness unsafe practices discuss with the colleague about the unsafe practice and the risks involved; show the safe way to do and explain how it minimises the risk. All abuse allegations and unsafe practices MUST be reported to your senior or line manager on duty IMMEDIATELY. Ensure any verbal reports have been put into writing and make a copy for your manager and keep a copy for yourself!
This person must take responsibility for training all staff in this area. In our setting we provide safeguarding training to all staff although the Manager takes lead responsibility. Settings should work within the Government's statutory guidance ‘Working Together to Safeguard Children 2013’ and should notify external agencies immediately should any safeguarding issues come to their attention. Suitable People (EYFS 3.9 – 3.13) Settings should make sure that people working in the setting are suitable; for example, checking through the Disclosure and Barring Service (DBS) for any previous history of convictions etc. Staff are expected to disclose any convictions, court orders, cautions, reprimands and warnings that may affect their suitability to work with children.