Hearn Training Company Ltd
· To create an environment in which individual differences and the contributions of all our staff are recognised and valued.
· Every employee is entitled to a working environment that promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated.
· Training, development and progression opportunities are available to all staff.
· To promote equality in the workplace which we believe is good management practice and makes sound business sense.
· We will review all our employment practices and procedures to ensure fairness.
· Breaches of our equality policy will be regarded as misconduct and could lead to disciplinary proceedings.
· This policy is fully supported by senior management and has been agreed with trade unions and/or employee representatives.
· The policy will be monitored and reviewed annually
RESPONSIBILITES OF MANAGEMENT
Responsibility for ensuring the effective implementation and operation of the arrangements will rest with the Chief Executive. Directors / Managers will ensure that they and their staff operate within this policy and arrangements, and that all reasonable and practical steps are taken to avoid discrimination. Each manager will ensure that:
· all their staff are aware of the policy and the arrangements, and the reasons for the policy;
· grievances concerning discrimination are dealt with properly, fairly and as quickly as possible;
· proper records are maintained.
Head Office will be responsible for monitoring the operation of the policy in respect of individuals and job applicants, including periodic departmental audits.
RESPONSIBILITIES OF STAFF
Responsibility for ensuring that there is no unlawful discrimination rests with all staff and the attitudes of staff are crucial to the successful operation of fair employment practices. In particular, all members of staff should:
· comply with the policy and arrangements;
· not discriminate in their day to day activities or induce others to do so;
· not victimise, harass or intimidate other staff or groups who have, or are perceived to have one of the protected characteristics.
· ensure no individual is discriminated against or harassed because of their association with another individual who has a protected characteristic.
· inform their manager if they become aware of any discriminatory practice.
Third-party harassment occurs where a Company employee is harassed, and the harassment is related to a protected characteristic, by third parties such as clients or customers. HEARN TRAINING will not tolerate such actions against it’s staff, and the individual concerned should inform their manager / supervisor at once that this has occurred. <Company> will fully investigate and take all reasonable steps to ensure such harassment does not happen again.
RELATED POLICIES AND ARRANGEMENTS
All employment policies and arrangements have a bearing on equality of opportunity. The Company policies will be reviewed regularly and any discriminatory elements removed.
RIGHTS OF DISABLED PEOPLE
The Company attaches particular importance to the needs of disabled people.
Under the terms of this policy, managers are required to:
· make reasonable adjustment to maintain the services of an individual who becomes disabled, for example, training, provision of special equipment, reduced working hours. (NB: managers are expected to seek advice on the availability of advice and guidance from external agencies to maintain disabled people in employment);
· include disabled people in training/development programmes;
· give full and proper consideration to disabled people who apply for jobs, having regard to making reasonable adjustments for their particular aptitudes and abilities to allow them to be able to do the job.
A series of regular briefing sessions will be held for staff on equality issues. These will be repeated as necessary. Equality information is also included in induction programmes.
Training will be provided for managers on this policy and the associated arrangements. All managers who have an involvement in the recruitment and selection process will receive specialist training.
· The Company deems it appropriate to state its intention not to discriminate and assumes that this will be translated into practice consistently across the organisation as a whole. Accordingly, a monitoring system will be introduced to measure the effectiveness of the policy and arrangements.
· The system will involve the routine collection and analysis of information on individual by gender, marital status, ethnic origin, sexual orientation, religion / beliefs, grade and length of service in current grade. Information regarding the number of staff who declare themselves as disabled will also be maintained.
· There will also be regular assessments to measure the extent to which recruitment to first appointment, internal promotion and access to training/development opportunities affect equal opportunities for all groups.
· We will maintain information on staff who have been involved in certain key policies: Disciplinary, Grievance and Bullying & Harassment.
· Where appropriate equality impact assessments will be carried out on the results of monitoring to ascertain the effect of the Company policies and our services / products may have on those who experience them.
· The information collected for monitoring purposes will be treated as confidential and it will not be used for any other purpose.
· If monitoring shows that the Company, or areas within it, are not representative, or that sections of our workforce are not progressing properly within the Company, then an action plan will be developed to address these issues. This will include a review of recruitment and selection procedures, Company policies and practices as well as consideration of taking legal Positive Action.
Employees have a right to pursue a complaint concerning discrimination or victimisation via the Company Grievance or Harassment Procedures.
Discrimination and victimisation will be treated as disciplinary offences and they will be dealt with under the Company Disciplinary Procedure.
The effectiveness of this policy and associated arrangements will be reviewed annually under the direct supervision of the Company Chief Executive.
HEALTH AND SAFETY POLICY
1. STATEMENT OF GENERAL POLICY
1.1. The Company fully accepts the obligations placed upon it by the various Acts of Parliament covering health and safety. The Company requires its Chief Executive to ensure that the following policy is implemented and to report annually on its effectiveness.
2. MANAGEMENT ORGANISATION AND ARRANGEMENTS
2.1. This policy has been prepared and published under the requirements of Health & Safety at Work legislation. The purpose of the policy is to establish general standards for health and safety at work and to distribute responsibility for their achievement to all managers, supervisors, and other employees through the normal line management processes.
3. MANAGEMENT RESPONSIBILITIES
3.1. The Chief Executive has overall responsibility for the implementation of the Company's policy. In particular he is responsible for ensuring that the policy is widely communicated and that its effectiveness is monitored.
Directors and Senior Managers
3.2. These managers are wholly accountable to the Chief Executive for the implementation and monitoring of the policy within the area of their specified responsibility.
3.3. The Safety Officer is a nominated manager responsible for co-ordinating effective health and safety policies and controls across the organisation.
3.4. The Safety Officer is responsible for:
• the production and maintenance of the Company's policy and ensuring that Department Guidelines are consistent with policy;
• its application;
• monitoring and reporting on the effectiveness of the policy;
• the provision of general advice about the implication of the law;
• the identification of health and safety training needs. The safety officer also acts on behalf of the Chief Executive, as the Company's formal link with the Health and Safety Executive, Environment Health Departments and other external agencies;
• the production and maintenance of Health and Safety Codes of Practice for each aspect of the services within the Company.
3.5 Responsibilities for Specific Workplaces
4. HEALTH AND SAFETY MANAGEMENT PROCESS
4.1. The Company believes that consideration of the health, safety and welfare of staff is an integral part of the management process. The provision of the Health and Safety at Work etc Act, associated Codes of Practice and E.C. Directives will be adopted as required standards within the Company. Responsibility for health and safety matters shall be explicitly stated in management job descriptions.
4.2. The Company requires managers to approach health and safety in a systematic way, by identifying hazards and problems, planning improvements, taking executive action and monitoring results so that the majority of health and safety needs will be met from locally held budgets as part of day-to-day management, although many health and safety problems can be rectified at little additional cost.
4.3. For major additional expenditure, cases of need will be submitted by Directors to the Chief Executive.
4.4. If unpredictable health and safety issues arise during the year, the Chief Executive must assess the degree of risk, in deciding the necessary resources and actions to commit to addressing these issues.
5. HEALTH, SAFETY AND WELFARE GUIDELINES
5.1. It is the policy of the Company to require departmental managers to produce appropriate health and safety policies or guidelines. These should embody the minimum standards for health and safety for the department and the work organised within it.
5.2. It shall be the responsibility of the manager to bring to the attention of all members of his or her staff, the provisions of the guidelines, and to consult with appropriate Health and Safety Representatives about the updating of these guidelines. The model contents of a guideline are:
• a clear statement of the role of the department;
• regulations governing the work of the department;
• clear reference to safe methods of working, for example nursing procedures, manufacturers' manuals;
• information about immediate matters of health and safety concern, such as fire drills, fire exits, first aid;
• training standards;
• the role and identity of the Health and Safety Representative;
• names of specialist advisers who can be approached about the work of the department;
• the manager responsible for organisation and control of work;
• accident reporting procedures;
• departmental safety rules;
• fire procedures;
• Policies agreed by the Company.
6. IDENTIFICATION OF HEALTH AND SAFETY HAZARDS
- ANNUAL AUDIT AND REGULAR RISK ASSESSMENTS
6.1. It is the policy of the Company to require a thorough examination of health and safety performance against established standards in each department, at least annually. The technique to be adopted for such examinations will be the 'Safety Audit'. The Audit requires review of:
• standards laid down in the policy;
• departmental guidelines;
• relevant regulations;
• environmental factors;
• staff attitudes;
• staff instructions;
• methods of work;
• contingency plans;
• recording and provision of information about accidents and hazards and the assessment of risk.
6.2. The information obtained by the Audit will be used to form the basis of the plan for the department for the following year. Audits must be completed by July of each year.
6.3. The responsibility for ensuring that audit activity is carried out as part of this policy rests with the Chief Executive and will be carried out by the Safety Officer. Although the Audit remains a management responsibility, managers are required as part of this policy to seek the involvement of the appropriate Health and Safety Representative in the conduct of the Audit.
6.4. It is the management's responsibility to ensure that any deficiencies highlighted in the Audit are dealt with as speedily as possible.
6.5. In addition to carrying out Safety Audits, it is the responsibility of the department manager to check, at least quarterly, all portable equipment, including electrical appliances, in their area, and to ensure that all problems are immediately dealt with.
6.6. Managers have a continual responsibility for the elimination of hazards in order to maintain a safe working environment and will also be expected to carry out regular risk assessments in line with the Health and Safety Executive Guidelines; that is follow the 5 steps:
1. Identify the hazards
2. Decide who might be harmed and how
3. Evaluate the Risks and decide on precautions
4. Record the findings and implement the precautions
5. Review the assessment and update when necessary
7. SAFETY REPRESENTATIVES
7.1. The Company will support Safety Representatives in carrying out their role and give all reasonable assistance. Safety Representatives will be encouraged to discuss specific health and safety issues with the relevant Head of Department. They may also formally report hazardous or unsafe circumstances to the Head of Department and will be formally notified of the remedial action taken or be given a reason why the action cannot be taken.
8.1. Health and Safety training shall be incorporated within annual training programmes, as part of the development of a systematic training plan. Health and Safety training needs will, therefore, be identified and planned for in the same manner as other training needs.
8.2. Four areas of need shall be given special priority:
• training for managers, to equip them with an understanding of the manager's responsibilities under this policy, and the role and purpose of safety representatives;
• training for safety representatives to enable them to discharge their function;
• training for all members of staff to acquaint them with the main provisions of the law and its practical implication, the main features of this policy and key safety rules;
• induction and in-service training for staff at all levels to acquaint them fully with new requirements and hazards.
9. RECORDS, STATISTICS AND MONITORING
9.1. The Company will operate systems for recording, analysis and presentation of information about accidents, hazard situations and untoward occurrences Advice on systems will be provided by the Safety Officer, in conjunction, where appropriate with specialist advisory bodies for example local Environmental Health Departments, and the responsibility for the operation of these systems rests with managers and supervisors at all levels. Information obtained from the analysis of accident statistics must be acted upon and, where necessary, bids for additional expenditure made to the Chief Executive
10. REPORTS TO THE HEALTH AND SAFETY EXECUTIVE
10.1. The responsibility for meeting the requirements of the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1985 to the Health and Safety Executive, shall rest with the Chief Executive as delegated to the Safety Officer.
11. SPECIALIST ADVISORY BODIES
11.1. Certain bodies and the individual members of those bodies, have always had a Health and Safety role, most notably, the Health & Safety executive, or local Environmental Health Departments. If further specialist advice is required, this may be obtained by Managers from expert individuals or bodies outside the Company.
12. THE OCCUPATIONAL HEALTH SERVICE
12.1. It is the policy of the Company to provide Occupational Health Services. Such services are provided confidentially to the individual employee and include counselling on health and associated matters, investigation of hazards and accidents, environment studies, health interviews and employment medicals.
13. FIRST AID
13.1. It is the policy of the Company to make provision for First Aid and the training of 'First Aiders' in accordance with the First Aid Regulations (1982). The Safety Officer is responsible for ensuring the Regulations are implemented and for identifying training needs.
14.1. The Chief Executive is responsible for ensuring that the staff receive adequate fire training, and that nominated fire officers are designated in all Company premises. The Chief Executive delegates these responsibilities to the Directors.
14.2. In addition the Company will nominate a Fire Officer (this may be the Safety Officer or someone external to the Company)
• report and advise on the standard of fire safety in the Company's premises and the standard of fire training of its staff;
• undertake overall responsibility for fire training;
• assist in the investigation of all fires in the Company's premises and to submit reports of such incidents.
15. CONDEMNATION AND DISPOSAL OF EQUIPMENT
15.1. Procedures for the, condemnation and disposal of equipment are set out in the Company's Standing Financial Instructions. Managers introducing new equipment should have new equipment checked by the Safety Officer.
16. FOOD HYGIENE
16.1. Those Managers who have responsibility for food acquisition, storage, processing and serving, and staff induction and training, are responsible for ensuring that these functions are undertaken to the necessary legal standards. Any suspected outbreak of food poisoning or other unexplained and possibly food related incidents must be reported to the Safety Officer
17. LIFTING AND HANDLING
17.1. Managers are responsible for informing staff of safe lifting techniques. The Safety Officer will identify specific training needs. Head Office will ensure training in lifting and handling is provided to staff who require it.
18. NON-SMOKING ON COMPANY PREMISES
18.1. The Company has agreed that there will be no smoking in its buildings. The overall aim is to reduce smoking and so save life, reduce risk of fire, prevent unnecessary illness and chronic disability. The rules relating to smoking on Company premises are available from the Head Office.
19. CONTROL OF SUBSTANCES HAZARDOUS TO HEALTH
19.1. The Control of Substances Hazardous to Health Regulations (COSHH) require the Company to identify those substances which are in use and which are hazardous to health (as legally defined) and to assess the risk of those substances. The Company must also provide and use controls to prevent exposure to substances hazardous to health; maintain controls by monitoring exposure, or by health surveillance of personnel; and provide information, instruction and training for employees on all these matters. The Safety Officer is responsible for implementing these Regulations.
20. COMPUTER INSTALLATIONS AND VISUAL DISPLAY UNITS
20.1. All new computer installations must adhere to the British Standard Specifications and comply with the Health and Safety (Display Screen Equipment) Regulations 1992. All new personnel operating VDUs are issued with a copy of the Health and Safety Executive Booklet entitled 'Working with VDUs'. New personnel who regularly use VDUs will be required to undergo sight screening.
21. CONTROL OF WORKING TIME
21.1. The Company is committed to the principles of the Working Time Regulations. No member of staff is expected to work more than 48 hours per week (including overtime) unless there are exceptional circumstances. Similarly all other requirements of the regulations e.g. in relation to breaks, night workers etc. will be complied with.
22. HEALTH AND SAFETY AND THE INDIVIDUAL EMPLOYEE
22.1. The Health and Safety at Work Act requires each employee 'to take reasonable care for the Health and Safety of himself and of other persons who may be affected by their acts and omissions' and co-operate with management to enable management to carry out their responsibilities under the Act. Personnel have equal responsibility with the Company for Health and Safety at Work.
22.2. The refusal of any individual to meet their obligations will be regarded as a matter to be dealt with under the Disciplinary Procedure. In normal circumstances counselling of the employee should be sufficient. With a continuing problem, or where an employee leaves themself or other personnel open to risk or injury, it may be necessary to implement the formal stages of the Disciplinary Procedure.
23. PEOPLE WORKING ON COMPANY PREMISES NOT EMPLOYED BY THE COMPANY
23.1. Persons working in the Company premises who are employed by other organisations are expected to follow Company Health and Safety Policies with regard to the safety of Company personnel, their own personal safety (and that of other parties such as the general public if appropriate) and their method of work. This responsibility will be included in contracts or working arrangements. Similarly seconded Company employees working in other host premises will be expected to follow the host employers Health and Safety Policy.
24. VISITORS AND MEMBERS OF THE PUBLIC
24.1. The Company wishes to ensure that as far as is reasonably practicable, the Health, Safety and Welfare of visitors to Company establishments will be of the highest standard.
24.2. Any member of staff who notices persons acting in a way which would endanger other staff, should normally inform their Head of Department. If the danger is immediate, common sense must be used to give warning, call for assistance or give aid as necessary. It is equally important not to over-react to a situation.
25.1. The Company wishes to ensure that as far as is reasonably practicable, the Health, Safety and Welfare of Contractors working in the Company's establishments will be of the highest standards. In addition, Contractors and their personnel have an obligation so far as is reasonably practicable to ensure all equipment, materials and premises under their control are safe and without risks to health.
25.2. Contractors must also observe the Company's Fire Safety Procedures. These obligations will be drawn to the attention of the Contractors in the contract document issued to them. In addition a Company Manager will be identified in the contract as having authority to stop the work of Contractors who are placing themselves, other staff, or visitors at risk. Any member of staff who judges there is a risk where contractors are working, should inform their Manager immediately.
25.3. In tendering, Contractors will be asked to confirm they have a written Health, Safety and Welfare Policy. The Company's Manager letting the Contract will be responsible for monitoring the Health and Safety performance of the Contractor and the Contractor's performance will be a factor in deciding whether or not to invite the Contractor to tender again.
Vulnerable Adult Policy
Hearn Training provides services to a wide range of individuals and organisations across Hertfordshire and we recognise that some of our clients are vulnerable adults. The aim of our service is to safeguard vulnerable people from abuse and to ensure that people who have been abused receive support and protection from further abuse.
A vulnerable adult is defined in ‘No Secrets’ as:
‘a person aged 18 years or over, who is in receipt of or may be in need of community care services by reason of ‘mental or other disability, age or illness and who is or may be unable to take care of him or herself, or unable to protect him or herself against significant harm or exploitation’.
For the purpose of this guidance “community care services” will be taken to include all care services provided in any setting or context.
Abuse is defined in ‘No Secrets’ as:
‘The violation of an individual’s human or civil rights by any other person or persons’.
Abuse may consist of a single act or repeated acts.
· It may be physical, verbal or psychological,
· An act of neglect or an omission to act, or it may occur when a vulnerable person is persuaded to enter into a financial or sexual transaction to which he or she has not consented, or cannot consent.
· It may also occur through deliberate targeting or grooming of vulnerable people and may be carried out by individuals or groups of individuals.
· Abuse can occur in any relationship and may result in significant harm to, or exploitation of, the person subjected to it.
Types of Abuse
Definition - Non accidental harm to the body caused by the use of force, which results in pain, injury or a change in the person’s natural physical state.
Some examples are: hitting, slapping, pushing, kicking, misuse of medication, restraint, inappropriate sanctions, rough handling, pinching, punching, shaking, burning, and forced feeding.
Definition - Sexual abuse is the involvement of a vulnerable adult in sexual activities or relationships, which are for the gratification of the other person and which: they have not consented to, or they cannot understand and are not able to consent to, or which violates the individual’s expressed cultural or religious preferences, sexual taboos, or family custom and practice.
· Rape and sexual assault or sexual acts to which the vulnerable adult has not consented, or could not consent or was pressured into consenting.
· Inappropriate touching and fondling, indecent exposure, penetration (or attempted penetration) of vagina, anus or mouth by penis, fingers, or other objects.
Definition - Psychological or Emotional abuse is behaviour that has a harmful effect on a vulnerable adult’s emotional health and development.
Some examples are:
· Emotional abuse, threats of harm or abandonment, deprivation of contact, humiliation, blaming, controlling, intimidation, coercion, harassment, verbal abuse, isolation or withdrawal from services or supportive networks, withholding affection, shouting, depriving the person of the right to choice, information and privacy.
· Behaviour that has a harmful effect on the vulnerable adult’s emotional health and development.
Financial or material abuse
Definition - Financial or material abuse involves the use of a vulnerable adult’s property, assets or income without their informed consent or making financial transactions that they do not understand to the advantage of another person.
Some examples are:
theft, fraud, exploitation, and pressure in connection with wills, property or inheritance or financial transactions, or the misuse or misappropriation of property, possessions or benefits.
Neglect and acts of omission
Definition - Neglect is behaviour that results in the vulnerable adult’s basic needs not being met.
Some examples are:
· Ignoring medical or physical care needs, persons physical condition/appearance is poor e.g. ulcers, pressure ulcers, soiled or wet clothing, failure to provide access to appropriate health, social care or educational services, the withholding of the necessities of life, such as medication, adequate nutrition and heating and undermining personal beliefs.
Definition - Is the misuse of power and abuse of trust by professionals, the failure of professionals to act on suspected abuse/crimes, poor care practice or neglect in services, resource shortfalls or service pressures that lead to service failure and culpability as a result of poor management systems/structures.
Abuse by Organisations – Institutional Abuse
Definition - Involves the collective failure of an organisation to provide an appropriate and professional service to vulnerable people. It can be seen or detected in processes, attitudes and behaviour that amount to discrimination through unwitting prejudice, ignorance, thoughtlessness and stereotyping. It includes a failure to ensure the necessary safeguards are in place to protect vulnerable adults and maintain good standards of care in accordance with individual needs, including training of staff, supervision and management, record keeping, unable or unwilling to implement professional or clinical guidelines and liaising with other providers of care.
Abusive behaviour may be part of the accepted custom and culture within an organisation or an individual member of staff, or particular group of staff may carry it out.
The key risk factors for institutional abuse are:
· it is repeated
· it is generally accepted by the staff and not seen as being poor practice
· it is sanctioned, it is encouraged or condoned by line managers
· it takes place in a setting where there is poor monitoring by senior management
· there are environmental factors (e.g. unsuitable buildings, lack
· of equipment, many temporary staff) that adversely affect the quality of care
· it is systemic e.g. factors such as a lack of training, poor operational procedures, poor supervision and management all encourage the development of institutionally abusive practice
Domestic abuse and violence
Definition - Domestic abuse and violence is best described as the use of physical and/or emotional abuse or violence, including undermining of self-confidence, sexual violence or the threat of violence, by a person who is or has been in a close relationship.
· Domestic abuse can go beyond actual physical violence and involve emotional abuse, the destruction of a spouse's or partner's property, their isolation from friends, family or other potential sources of support, threats to others including children, control over access to money, personal items, food, transportation, telephone, and stalking.
· It can include violence perpetrated by a son, daughter or any other person who has a close or blood relationship with the victim. It can also include violence inflicted on, or witnessed by children.
· The wide adverse effects of living with domestic violence for children must be recognised as a child protection issue. It may link to poor educational achievement, social exclusion and to juvenile crime, substance abuse, mental health problems and homelessness from running away. Domestic violence is not a 'one-off' occurrence but is frequent and persistent aimed at instilling fear into and compliance from, the victim.
Reference: Department of Constitutional Affairs Domestic Violence Guide to Civil Remedies & Criminal Sanctions.
Any incident of threatening behaviour, violence or abuse, psychological, physical, sexual, financial or emotional between adults who are, or have been intimate partners or family members, regardless of gender or sexuality’. (Source Home Office Definition 2004)
Domestic violence takes place within an intimate or family-type relationship and that forms a pattern of coercive and controlling behaviour. This can include forced marriage and so-called ‘honour crimes‘.
Domestic violence may include a range of abusive behaviours. (Source:
Definition - Discriminatory abuse is behaviour that makes or sees a distinction between people as a basis for prejudice or unfair treatment.
Some examples are: racism, sexism, religious and ageism, based on a person’s disability, and other forms of harassment, slurs or similar treatment.
A key concept in adult safeguarding work is ‘significant harm’, which helps to determine how serious or extensive abuse must be to justify intervention. This has been defined as follows:
“harm” should be taken to include not only ill treatment (including sexual abuse and forms of ill treatment that are not physical), but also the impairment of, or an avoidable deterioration in, physical or mental health and the impairment of physical, emotional, social or behavioural development.
Specific Indicators of Abuse
Although abuse often comes to light through disclosure by the person, who sensing they are safe, confides in a trusted person, there are situations or events that might indicate that all is not well.
The following list highlights situations or events that may require closer attention.
They are merely indicators, the presence of one or more does not confirm abuse and they are no substitute for a thorough assessment.
However, a cluster of several indicators may indicate a potential for abuse and a need for assessment.
For ease of use the indicators have been grouped under a number of headings.
Typically an abusive situation may well involve indicators from a number of groups in combination.
General Indicators of Abuse
· The denial (often forthright) that anything is amiss, with an accompanying emphasis that things ‘have never been better’.
· Resignation, stoicism, and, sometimes, an acceptance of incidents as being part of being old/vulnerable:
· Inconsistency of information
· Seeking (attention/protection), often from numerous sources
· The vulnerable adult appears to be withdrawn or agitated and anxious
· They may be isolated in one room of the house or confined to living in a small space
· Mobility is restricted due to absence of suitable mobility aids they may be excluded from outside social contacts
· They are overly subservient or anxious to please professional and other visitors may have difficultly gaining access to the vulnerable adult or may find confidential interaction inhibited
· Lack of eye contact – looking at the floor during discussions or looking to others to answer questions even when directed to the individual
· Dramatic changes in behaviour or personality; depression or confusion, for which no medical explanation can be offered
· Refusal to allow person into respite/permanent care
· Poor conditions, lack of clothing, lack of access to own money reluctance to return home or to service placement
Indicators of Physical Abuse
· Multiple bruising that is not consistent with the explanation e.g. a fall cowering and flinching bruised eyes, marks resulting from a slap and/or kick, other
· Unexplained bruises abrasions, especially around the neck, wrists and/or ankles
· Unexplained burns, especially on the back of the hands
· Scalds, especially with a well-defined edge from immersion in water
· Hair loss in one area – scalp sore to touch
· Frequent minor accidents without
· Seeking medical help
· Unusually sleepy or docile, tendency to flounder or slip over
· Unexplained fractures
· Malnutrition, ulcers, pressure sores and sores due to lack of care for incontinence
· Frequent ‘hopping’ from one GP, hospital or care agency to another
· Need for health or social care services ignored or obstructed misuse of medication
· Indicators of Sexual Abuse changes i.e. the person starts to Seek or avoid attention where previously they did not, by expressing over sexualised behaviour, or becoming fixated on sexual matters
· Complaints of soreness in genital/anal area, no medical cause known
· Recurring conditions such as thrush or cystitis
· Pregnancy or diagnosis of a sexually transmitted disease when the person is not known to be sexually active
· Bruising on the inner thighs or shoulders, breasts and/or genital area
· Objects to being washed in genital areas, which is a change in behaviour
· Indicators of Financial or Material Abuse
· Unexplained or sudden inability to pay bills
· Gifting and transferring of assets and property
· Unexplained or sudden withdrawal of money from accounts
· Contrast between known income or capital and unnecessarily poor living conditions especially where this has developed recently
· Personal possessions of value go missing from the home without satisfactory explanation
· Contrast with their previous lifestyle and standards
· Someone has taken responsibility for paying rent, bills, buying food etc - but is clearly not doing so
· Unusual interest taken by relative, friend, neighbour or other in financial assets especially if little real concern is shown in other matters
· Next of kin refuse to follow advice regarding control of property via
· Court of Protection or through securing Enduring Power of Attorney, but insist upon informal arrangements
· Care services including residential care are refused by family or other potential inheritors
· Unusual purchases unrelated to the known interests of the vulnerable adult e.g.
· Purchases of fashionable clothes, expensive make-up, food and holidays
· Reluctance to accept financial assessment or engagement from department
A dramatic change in behaviour or personality can occur suddenly and unexpectedly and can be associated with fear following an incident of abuse physical or verbally aggressive behaviour can occur and an individual may seem unusually hostile or be prone to over-reaction self-neglect can also occur including the loss of self-esteem, deterioration in appearance, weight loss or erosion of personal confidence
When abuse has been disclosed, reported or observed, it is important that the person be treated with dignity and respect and is involved as an equal in the investigation, and kept fully informed on a regular basis.
They have the right:
To be believed when they report abuse of themselves and/or others, unless there is direct and unequivocal evidence to the contrary
To appropriate education/information in order to identify behaviour which constitutes abuse and the rights to informed decision-making and consequent risk
To have the investigation processed where possible through a timescale with which they can be comfortable
To privacy and confidentiality in the conduct of the investigation sharing of information)
To be assisted by an interpreter, advocate, relative or carer in giving information, or evidence, unless the evidence which is to be given is subject to separate rules, e.g. police procedures
Where a person’s capacity is compromised to have decisions made in their best interest to expect arrangements to be made to promote safety and welfare in both the short and long term
To expect that the issues of power, coercion and intent on the part of the alleged abuser to the alleged victim are given particular attention
Not to have to undergo repeated presentations of information/evidence, except as required in criminal proceedings
To be involved in decisions made as a result of the investigation
To not participate in the investigation
To have access to the police action for justice procedures where appropriate
Reporting and Recording Procedure
The Four Principles
For an incident or allegation to be considered as a safeguarding referral, these ‘Four Principles’ need to be met:
1. The person is a vulnerable adult as defined as someone aged 18 years or over, who meets the criteria for a community care service
2. There is an alleged perpetrator – a third party/person/agency/unknown
3. There is abusive behaviour by the alleged perpetrator
4. There is harm, or a risk of harm to the vulnerable adult
Anyone who suspects that a vulnerable adult may be at risk of abuse or is being abused must report their concern immediately.
People have the right to expect that information shared with a member of staff should be treated as confidential. However, it should be made clear that where the staff member has a reason to be concerned for the welfare of a vulnerable person they must share the information with someone who is in a position to take action or responsibility.
Abuse of vulnerable adults can take many forms including physical, emotional, sexual and financial. It is not the responsibility of anyone working within Hearn Training in a paid or unpaid capacity to decide whether or not abuse has taken place.
It is therefore vital that staff raise all cases of suspected or alleged abuse in line with the procedures identified in this policy. It is important to do this, as there may already have been concerns expressed by other members of staff and failure to report concerns may put a vulnerable person at risk.
Any disclosure or suspicion of abuse should be reported to the staff member’s line manager as soon as possible.
The Manager (or staff member so instructed by the Manager) will then devise an appropriate plan of action. The exact nature of the action taken will be determined by the individual circumstances, but it may include the involvement of external authorities, such as Social Services, referral organisations and the Police.
All staff and volunteers (where appropriate) of
Hearn Training will be familiar with good practice guidelines on the immediate action to be taken following a report of abuse
Any allegation made against a member of staff or a volunteer should be reported to the Manager who will then investigate and take action as per the Disciplinary Policy. In the event of an allegation being made against the Manager, this should be reported to the Board or their nominated representative.
If a disclosure of abuse is made by a service user, care should be taken to
explain to them the procedure that will be followed and they should be told that it may not be possible for
Hearn Training to maintain confidentiality.
If a service user of Hearn Training services makes an allegation about another organisation this should be reported to the Manager who will investigate and take appropriate action.
All relevant information about the allegation should be recorded as simply and clearly as possible and stored securely.
Consent and the Sharing of Information:
Many of the Data Protection issues surrounding the disclosure of information can be avoided if the informed consent of the individual has been sought and obtained. Consent must be freely given after the alternatives and consequences are made clear to the person from whom permission is being sought.
If the data is classified as sensitive data, the consent must be explicit. In this case, the specific detail of the processing should be explained, the particular types of data to be processed, the purposes of the processing and any specific aspects of the processing which may affect the individual e.g. disclosures.
Where an overriding public interest exists:
If informed consent has not been sought or sought and withheld, the agency must consider if there is an overriding public interest of justification for the disclosure being made to a third party.
In making this decision and compliant with the Human Rights Act, the following questions may be considered:
Is the disclosure necessary for the protection of young or vulnerable people?
What risk to others is posed by this individual (alleged offender)?
What will be the impact of the disclosure on the offender?
Is the disclosure proportionate to the intended aim?
Is there an equally effective but less intrusive alternative means of achieving that aim?
Having due regard to the seriousness of the abuse and the potential risk to others, disclosure in such circumstances would be justified. It is important that it is made clear to the alleged victim and their relatives (if appropriate) that in these cases there is a necessity for the police and/or agency to investigate due to the possible risk to other vulnerable persons.
Whether or not planning a response to an adult safeguarding concern is through informal consultations or a formal meeting you are likely to be sharing information that would normally be considered confidential.
Each agency holds information, which in the normal course of events, is regarded as confidential and will have their own safeguards and procedures for sharing this with other related agencies.
Some information will be subject to the Data Protection Act 1998.
An adult safeguarding concern provides sufficient grounds to warrant sharing information on a “need to know” basis and/or “in the public interest” and unnecessary delays in sharing that information should be avoided. Whenever possible the vulnerable adult must be consulted about information being shared on their behalf. Often consent has been given through the usual assessment process.
There will be a need to share information with other agencies for example Health, Advocacy and the
Police, and generally permission would be asked before doing so.
However in exceptional circumstances e.g. if it isconsidered someone is at serious risk of abuse then information may be disclosed without consent.
Where they have capacity and they are not being pressured or intimidated their agreement should be sought and their refusal respected.
If other adults are at risk the “public interest” principle may override their decision.
The principles governing the sharing of information include: confidentiality must not be confused with secrecy information will only be shared on a ‘need to know basis’ when it is in the best interests of the service user(s)
Informed consent should be obtained but if it is not possible and other adults are at risk, it may be necessary to override the requirement
It is inappropriate for agencies to give assurances of absolute confidentiality in cases where there are concerns about abuse, particularly in those situations when other vulnerable people may be at risk
Staff and others with serious concerns about any aspect of their work are encouraged to come forward and voice those concerns. The Whistleblowing Policy has been designed to assist, encourage and enable employees to make serious concerns known within the organisation.
Furthermore, in respect of issues concerning adult abuse, if any employee suspects fraud, corruption or other malpractice then they must report their concerns to Sharon Hearn Nominated Safeguarding Manager If it would be inappropriate to report to Sharon Hearn Nominated safeguarding Manager, or the employee/volunteer is nervous or worried about doing so, then they should contact Social Services or the Police directly
Whistle-blowers should know how to access support and to protect their own interests. Even if they decide that they wish to make an anonymous report, the information they provide will be taken into account and treated seriously. Further support can be found at
Public Concern at Work -
www.pcaw.co.uk or call for confidential whistleblowing advice - 020 7404 6609.
All requests for anonymity by the referrer will be fully respected. It cannot however be guaranteed, especially if the referrer’s information becomes an essential element in any subsequent legal proceedings.
In addition, the Data Protection Act 1998 removes the blanket confidentiality of third party information.
Staff who do not report concerns about the possible abuse of a vulnerable adult in accordance with the multi-agency practice guidance and procedures, could be disciplined for not doing so, or for colluding with the abuse.
For the purposes of the practice guidance and procedures “staff” includes volunteers as well as employees of agencies.
All staff should be familiar with and adhere to Hearn Training Guidelines for Good Practice for working with Service Users.
If staff see something that concerns them or are given information that gives them cause for concern about a vulnerable person, they should: keep calm; this will help the vulnerable person
· Make sure that the person is safe
· Listen carefully to what is said
· If possible, take note of what is happening around them
· Reassure and take care of the person
Get help as soon as possible
Whilst every effort will be made to ensure that confidentiality is preserved.
This will be governed by what may be an overriding need to protect a person who has been or is at risk of abuse. The needs of the vulnerable person and the potential risk to others require you to share the information with your manager.
Sharon Hearn Nominated safeguarding Manager.
To be reviewed: Hearn Training or as legislation changes.
Everyone who works in The Hearn Training Company Limited / Hearn Management Company Limited and Hearts Services is entitled to do so in an enjoyable and safe environment. The Hearn Training Company Limited / Hearn Management Company Limited and Hearts Services have a moral and legal obligation to ensure that, when given responsibility for young people, coaches and volunteers provide them with the highest possible standard of care.
The Hearn Training Company Limited / Hearn Management Company Limited and Hearts Services is committed to devising and implementing policies so that everyone involved accepts their responsibilities to safeguard children from harm and abuse. This means to follow procedures to protect children and report any concerns about their welfare to appropriate authorities.
The aim of the policy is to promote good practice, providing children and young people with appropriate safety/protection whilst in the care of The Hearn Training Company Limited / Hearn Management Company Limited and Hearts Services and to allow staff and volunteers to make informed and confident responses to specific child protection issues.
A child/young person is defined as a person under the age of 18 (Children’s Act 1989)
1.1 Policy Statement
The Hearn Training Company Limited / Hearn Management Company Limited and Hearts Services are committed to the following:
· The welfare of the child is paramount
· All children, whatever their age, culture, ability, gender, language, racial origin, religious belief and/or sexual identity should be able to participate in (your sport) in a fun and safe environment
· Taking all reasonable steps to protect children from harm, discrimination and degrading treatment and to respect their rights, wishes and feelings
· All suspicions and allegations of poor practice or abuse will be taken seriously and responded to swiftly and appropriately
· All employees / Volunteers of The Hearn Training Company Limited / Hearn Management Company Limited and Hearts Services who work with children will be recruited with regard to their suitability for that responsibility, and will be provided with guidance and/or training in good practice and child protection procedures
· working in partnership with parents and children is essential for the protection of children
1.2 Monitor and review the policy and procedures
The implementation of procedures should be regularly monitored and reviewed. The welfare officer should regularly report progress, challenges, difficulties, achievements gaps and areas where changes are required to the management committee.
The policy should be reviewed every 3 years or whenever there is a major change in the organisation or in relevant legislation.
To provide children with the best possible experience and opportunities in every and any service, environment we provide, manage or cover, everyone must operate within an accepted ethical framework such as The Safeguarding framework
It is not always easy to distinguish poor practice from abuse. It is therefore NOT the responsibility of employees or volunteers in The Hearn Training Company Limited / Hearn Management Company Limited and Hearts Services to make judgements about whether or not abuse is taking place. It is however their responsibility to identify poor practice and possible abuse and act if they have concerns about the welfare of the child, as explained in section 4.
This section will help you identify what is meant by good practice and poor practice.
2.2 Good Practice
All personnel should adhere to the following principles and action:
· always work in an open environment (e.g. avoiding private or unobserved situations and encouraging open communication with no secrets)
· make the experience of The Hearn Training Company Limited / Hearn Management Company Limited and Hearts Services fun and enjoyable: promote fairness, confront and deal with bullying
· treat all young people equally and with respect and dignity
· always put the welfare of the young person first
· maintain a safe and appropriate distance with any person in contact with an employee or volunteer in any role (First Aid situations call for professional and clinical judgement to be exercised)
· Avoid unnecessary physical contact with young people. Where any form of manual/physical support is required it should be provided openly and with the consent of the young person. Physical contact can be appropriate so long as it is neither intrusive nor disturbing and the young person’s consent has been given
· Involve parents/carers wherever possible, e.g. where young people need to be supervised in changing rooms, encourage parents to take responsibility for their own child. Work in pairs if no parent / carers can be located. For best practice work in pairs as standard.
· be an excellent role model, this includes not smoking or drinking alcohol in the company of young people
· always give enthusiastic and constructive feedback rather than negative criticism
· keep a written record of any injury that occurs, along with details of any treatment given
2.3 Poor Practice
The following are regarded as poor practice and should be avoided by all personnel:
· unnecessarily spending excessive amounts of time alone with young people away from others
· taking young people alone in a car on journeys, however short
· taking young people to your home where they will be alone with you
· sharing a room with a young person
· engaging in rough, physical or sexually provocative games, including horseplay
· allow or engage in inappropriate touching of any form
· allowing young people to use inappropriate language unchallenged
· making sexually suggestive comments to a young person, even in fun
· reducing a young person to tears as a form of control
· allow allegations made by a young person to go unchallenged, unrecorded or not acted upon
· do things of a personal nature that the young person can do for themselves
When a case arises where it is impractical/impossible to avoid certain situation e.g. transporting a young person on you car, the tasks should only be carried out with the full understanding and consent of the parent/care and the young person involved. In an emergency situation alerting the duty manager or senior member of staff to document the situation including time of departure and time of arrival is paramount.
If during your care you accidentally hurt a young person, the young person seems distressed in any manner, appears to be sexually aroused by your actions and/or if the young person misunderstands or misinterprets something you have done, report any such incidents as soon as possible to another colleague and make a written note of it. Parents should also be informed of the incident.
Child abuse is any form of physical, emotional or sexual mistreatment or lack of care that leads to injury or harm, it commonly occurs within a relationship of trust or responsibility and is an abuse of power or a breach of trust. Abuse can happen to a young person regardless of their age, gender, race or ability.
There are four main types of abuse: physical abuse, sexual abuse, emotional abuse and neglect. The abuser may be a family member, someone the young person encounters in residential care or in the community, including sports and leisure activities. Any individual may abuse or neglect a young person directly, or may be responsible for abuse because they fail to prevent another person harming the young person.
Abuse in all of its forms can affect a young person at any age. The effects can be so damaging that if not treated may follow the individual into adulthood
Young people with disabilities may be at increased risk of abuse through various factors such as stereotyping, prejudice, discrimination, isolation and a powerlessness to protect themselves or adequately communicate that abuse had occurred.
3.2 Types of Abuse
· Physical Abuse: where adults physically hurt or injure a young person e.g. hitting, shaking, throwing, poisoning, burning, biting, scalding, suffocating, drowning. Giving young people alcohol or inappropriate drugs would also constitute child abuse.
This category of abuse can also include when a parent/carer reports non-existent symptoms or illness deliberately causes ill health in a young person they are looking after. This is call Munchauser’s syndrome by proxy.
· Emotional Abuse: the persistent emotional ill treatment of a young person, likely to cause severe and lasting adverse effects on the child’s emotional development. It may involve telling a young person they are useless, worthless, unloved, inadequate or valued in terms of only meeting the needs of another person. It may feature expectations of young people that are not appropriate to their age or development. It may cause a young person to be frightened or in danger by being constantly shouted at, threatened or taunted which may make the young person frightened or withdrawn.
Ill treatment of children, whatever form it takes, will always feature a degree of emotional abuse.
Emotional abuse may occur when the young person is constant criticised, given negative feedback, expected to perform at levels that are above their capability. Other forms of emotional abuse could take the form of name calling and bullying.
· Bullying may come from another young person or an adult. Bullying is defined as deliberate hurtful behaviour, usually repeated over a period of time, where it is difficult for those bullied to defend themselves. There are three main types of bullying.
It may be physical (e.g. hitting, kicking, slapping), verbal (e.g. racist or homophobic remarks, name calling, graffiti, threats, abusive text messages), emotional (e.g. tormenting, ridiculing, humiliating, ignoring, isolating form the group), or sexual (e.g. unwanted physical contact or abusive comments).
· Neglect occurs when an adult fails to meet the young person’s basic physical and/or psychological needs, to an extent that is likely to result in serious impairment of the child’s health or development. For example, failing to provide adequate food, shelter and clothing, failing to protect from physical harm or danger, or failing to ensure access to appropriate medical care or treatment.
Refusal to give love, affection and attention can also be a form of neglect.
Neglect in sport could occur when a coach does not keep the young person safe, or exposing them to undue cold/heat or unnecessary risk of injury.
· Sexual Abuse occurs when adults (male and female) use children to meet their own sexual needs. This could include full sexual intercourse, masturbation, oral sex, anal intercourse and fondling. Showing young people pornography or talking to them in a sexually explicit manner are also forms of sexual abuse.
Any physical contact sporting event covered with young people participating could potentially create situations where sexual abuse may go unnoticed. Also the power of the coach over young athletes, if misused, may lead to abusive situations developing.
3.3 Indicators of Abuse
Even for those experienced in working with child abuse, it is not always easy to recognise a situation where abuse may occur or has already taken place. Most people are not experts in such recognition, but indications that a child is being abused may include one or more of the following:
· unexplained or suspicious injuries such as bruising, cuts or burns, particularly if situated on a part of the body not normally prone to such injuries
· an injury for which an explanation seems inconsistent
· the young person describes what appears to be an abusive act involving them
· another young person or adult expresses concern about the welfare of a young person
· unexplained changes in a young person’s behavior e.g. becoming very upset, quiet, withdrawn or displaying sudden outbursts of temper
· inappropriate sexual awareness
· engaging in sexually explicit behaviour
· distrust of adult’s, particularly those whom a close relationship would normally be expected
· difficulty in making friends
· being prevented from socialising with others
· displaying variations in eating patterns including over eating or loss of appetite
· losing weight for no apparent reason
· becoming increasingly dirty or unkempt
· behavioural changes such as reduced concentration and/or becoming withdrawn, clingy, depressed, tearful, emotionally up and down, reluctance to go training or competitions
· an unexplained drop off in performance
· physical signs such as stomach aches, headaches, difficulty in sleeping, bed wetting, scratching and bruising, damaged clothes, bingeing e.g. on food, alcohol or cigarettes
· a shortage of money or frequents loss of possessions
It must be recognised that the above list is not exhaustive, but also that the presence of one or more of the indications is not proof that abuse is taking place. It is NOT the responsibility of those working in (Organisation/Club) to decide that child abuse is occurring. It IS their responsibility to act on any concerns.
3.4 Use of Photographic/Filming Equipment at Events
There is evidence that some people have used events as an opportunity to take inappropriate photographs or film footage of young people. The Hearn Training Company Limited / Hearn Management Company Limited and Hearts Services employer and volunteers should be vigilant and any concerns should be reported to the Duty officer / Senior educational team.
It is not the responsibility of anyone working in The Hearn Training Company Limited / Hearn Management Company Limited and Hearts Services in a paid or unpaid capacity to decide whether or not child abuse has taken place. However there is a responsibility to act on any concerns through contact with the appropriate authorities so that they can then make inquiries and take necessary action to protect the young person. This applies BOTH to allegations/suspicions of abuse occurring within The Hearn Training Company Limited / Hearn Management Company Limited and Hearts Services and to allegations/suspicions that abuse is taking place elsewhere.
This section explains how to respond to allegations/suspicions.
4.2 Receiving Evidence of Possible Abuse
We may become aware of possible abuse in various ways. We may see it happening, we may suspect it happening because of signs such as those listed in section 3 of this document, it may be reported to us by someone else or directly by the young person affected.
In the last of these cases, it is particularly important to respond appropriately. If a young person says or indicates that they are being abused, you should:
· stay calm so as not to frighten the young person
· reassure the child that they are not to blame and that it was right to tell
· listen to the child, showing that you are taking them seriously
· keep questions to a minimum so that there is a clear and accurate understanding of what has been said. The law is very strict and child abuse cases have been dismissed where it is felt that the child has been led or words and ideas have been suggested during questioning. Only ask questions to clarify
· inform the child that you have to inform other people about what they have told you. Tell the child this is to help stop the abuse continuing.
· safety of the child is paramount. If the child needs urgent medical attention call an ambulance, inform the doctors of the concern and ensure they are made aware that this is a child protection issue
· record all information
· report the incident to the club/welfare officer
In all cases if you are not sure what to do you report all concerns to the duty manager of senior management team
4.3 Recording Information
To ensure that information is as helpful as possible, a detailed record should always be made at the time of the disclosure/concern. In recording you should confine yourself to the facts and distinguish what is your personal knowledge and what others have told you. Do not include your own opinions.
Information should include the following:
· the child’s name, age and date of birth
· the child’s home address and telephone number
· whether or not the person making the report is expressing their concern or someone else’s
· the nature of the allegation, including dates, times and any other relevant information
· a description of any visible bruising or injury, location, size etc. Also any indirect signs, such as behavioural changes
· details of witnesses to the incidents
· the child’s account, if it can be given, of what has happened and how any bruising/injuries occurred
· have the parents been contacted? If so what has been said?
· has anyone else been consulted? If so record details
· has anyone been alleged to be the abuser? Record detail
4.4 Reporting the Concern
All suspicions and allegations MUST be reported appropriately. It is recognised that strong emotions can be aroused particularly in cases where sexual abuse is suspected or where there is misplaced loyalty to a colleague. It is important to understand these feelings but not allow them to interfere with your judgement about any action to take.
The Hearn Training Company Limited / Hearn Management Company Limited and Hearts Services expects its members and staff to discuss any concerns they may have about the welfare of a child immediately with the person in charge and subsequently to check that appropriate action has been taken.
If the nominated duty officer is not available you should take responsibility and seek advice from the NSPCC helpline, the duty officer at your local social services department or the police. Telephone numbers can be found in your local directory.
A summary of reporting procedures is provided in Appendix 2. Where there is a complaint against an employee or volunteer, there may be three types of investigation.
· Criminal in which case the police are immediately involved
· Child protection in which case the social services (and possibly) the police will be involved
· Disciplinary or misconduct in which case (Organisation/Club) will be involved
As mentioned previously in this document The Hearn Training Company Limited / Hearn Management Company Limited and Hearts Services are not child protection experts and it is not their responsibility to determine whether or not abuse has taken place. All suspicions and allegations must be shared with professional agencies that are responsible for child protection. (SEE APPENDIX 3 & 4)
Social services have a legal responsibility under The Children Act 1989 to investigate all child protection referrals by talking to the child and family (where appropriate), gathering information from other people who know the child and making inquiries jointly with the police.
NB: If there is any doubt, you must report the incident: it may be just one of a series of other incidences which together cause concern
Any suspicion that a child has been abused by an employee or a volunteer should be reported to The Hearn Training Company Limited / Hearn Management Company Limited and Hearts Services duty officer / senior education team who will take appropriate steps to ensure the safety of the child in question and any other child who may be at risk. This will include the following:
· The Hearn Training Company Limited / Hearn Management Company Limited and Hearts Services will refer the matter to social services department
· the parent/carer of the child will be contacted as soon as possible following advice from the social services department
· the Director of The Hearn Training Company Limited / Hearn Management Company Limited and Hearts Services should be notified to decide who will deal with any media inquiries and implement any immediate disciplinary proceedings
· the duty officer should also notify the relevant event / education body
· if the duty officer is the subject of the suspicion/allegation the report must be made to the appropriate manager who will refer the matter to social services
Allegations of abuse are sometimes made sometime after the event. Where such allegation is made, you should follow the same procedures and have the matter reported to social services. This is because other children in the sport or outside it may be at risk from the alleged abuser. Anyone who has a previous conviction for offences related to abuse against children is automatically excluded from working with children.
4.5 Concerns outside the immediate first aid event / educational Environment (e.g. a parent or carer)
· Report your concerns to the duty officer / Educational team
· If the duty officer / educational team is not available, the person being told or discovering the abuse should contact their local social services department or the police immediately
· Social Services and the duty officer will decide how to inform the parents/carers
· The duty officer should also report the incident to the The Hearn Training Company Limited / Hearn Management Company Limited and Hearts Services Chief executive. The Chief executive should ascertain whether or not the person/s involved in the incident play a role in the organisation and act accordingly
· Maintain confidentiality on a need to know basis
Every effort should be made to ensure that confidentiality is maintained for all concerned. Information should be handled and disseminated on a need to know basis only. This includes the following people:
· The duty Officer
· The parents of the child
· The person making the allegation
· Social Services/police
· The Hearn Training Company Limited / Hearn Management Company Limited and Hearts Services Chief executive
· The alleged abuser (and parents if the alleged abuser is a child)
Seek social services advice on who should approach the alleged abuser.
All information should be stored in a secure place with limited access to designated people, in line with data protection laws.
4.7 Internal Inquiries and Suspension
· The Hearn Training Company Limited / Hearn Management Company Limited and Hearts Services duty officer / educational team will make an immediate decision about whether any individual accused of abuse should be temporarily suspended pending further police and social services inquiries
· Irrespective of the findings of the social services or police inquiries the The Hearn Training Company Limited / Hearn Management Company Limited and Hearts Services Disciplinary Committee (Consisting of the Chief executive and selected duty officers) will assess all individual cases to decide whether a member of staff or volunteer can be reinstated and how this can be sensitively handled. This may be a difficult decision; especially where there is insufficient evidence to uphold any action by the police. In such cases the Disciplinary Committee must reach a decision based upon the available information which could suggest that on the balance of probability, it is more likely than not that the allegation is true. The welfare of the child should remain of paramount importance throughout.
5 Recruiting and Selecting Personnel with Children
It is important that all reasonable steps are taken to prevent unsuitable people from working with children. This applies equally to paid staff and volunteers, both full and part time. To ensure unsuitable people are prevented from working with children the following steps should be taken when recruiting.
5.2 Controlling Access to Children
· All staff and volunteers should complete an application form. The application form will elicit information about the applicants past and a self disclosure about any criminal record.
· Consent should be obtained from the applicant to seek information from the Criminal Records Bureau.
· Two confidential references, including one regarding previous work with children should be obtained. These references MUST be taken up and confirmed through telephone contact.
· Evidence of identity (passport or driving licence with photo)
5.3 Interview and Induction
All employees and volunteers will be required to undertake an interview carried out to acceptable protocol and recommendations. All employees and volunteers should receive formal or informal induction during which:
· A check should be made that the application form has been completed in full, including sections on criminal records and self disclosures
· Their qualifications should be substantiated
· The job requirements and responsibilities should be clarified
· They should sign up to the organization’s Code of Ethics and Conduct
· Child Protection Procedures are explained and training needs identified e.g. basic child protection awareness
In addition to pre-selection checks, the safeguarding process includes training after recruitment to help staff and volunteers to:
· Analyse their own practice against what is deemed good practice, and to ensure their practice is likely to protect them from false allegations
· Recognise their responsibilities and report any concerns about suspected poor practice and/or abuse
· Respond to concerns expressed by a child
· Work safely and effectively with children
The Hearn Training Company Limited / Hearn Management Company Limited and Hearts Services require:
· All staff and volunteers who have access to children to undergo a CRB check
· All employees, volunteers, coaches, welfare officers and team managers to undertake relevant child protection training or undertake a form of home study, to ensure their practice is exemplary and to facilitate the development of positive culture towards good practice and child protection
· All staff and volunteers to receive advisory information outlining good/bad practice and informing them what to do if they have concerns about the behaviour of an adult towards a young person
· All coaches, trainee coaches and leaders should have an up to date first aid qualification
On behalf of The Hearn Training Company Limited / Hearn Management Company Limited and Hearts Services we, the undersigned, will oversee the implementation of the Child Protection Policy and take all necessary steps to ensure it is adhered to.
(n.b. One of the signatories should be the Operations Director)
Position within The Hearn Training Company Limited / Hearn Management Company Limited and Hearts Services
Position within The Hearn Training Company Limited / Hearn Management Company Limited and Hearts Services
Zero Tolerance abuse policy
The Hearn Training Company Limited (known forthwith as ‘The Company’)
Reserves the right to remove any student from any course at any given notice if that student:
· Behaves in a manner disruptive to the class.
· Behaves in a manner that threatens/ intimidates/ abuses another student.
· Behaves in a manner that threatens/ intimidates/ abuses a Teacher/Director/ Staff Member of The Company.
· Uses language that incites or inflames tensions within the classroom.
· Uses Racist or discriminatory language within the classroom or towards another student or Teacher/Director/ Staff Member of The Company.
· Carries out an act of violence against any Student or Teacher/Director/ Staff Member of The Company.
· Carries an act of violence against any property of The Company.
· Harasses hounds or pesters any Student or Teacher/Director/ Staff Member of The Company.
· Is rude, curt or inconsiderate to any student or Teacher/Director/ Staff Member of The Company in person, by phone, text, email or via social media.
· Brings into class any alcohol, drug or offensive material or weapon.
· Seeks to monopolize a Teacher/Director/ Staff Member of The Companies time at cost to any other student.
· Fails to respect the private time as stated at the beginning of each course that each Teacher/Director/ Staff Member of The Company is entitled to.
· Continually fails to meet payments at detriment to The Company as per any agreement reached.
All instances of removal will result in immediate removal from The Companies registration with no repayment of any funds paid.
The Company reserves to the right to refuse entry to any course of any student who breaches any of the terms above.
Subsidiary of The Hearn Management Company Ltd