Safeguarding Policy & Procedure
Rose Hill & Donnington Advice Centre Ltd. Safeguarding Adults Policy and Procedure
Contents:
- Introduction
- Definitions
- Recruitment, selection and screening of staff
- Supervision
- Procedure where an allegation of abuse is made against a third party
- Procedure where abuse is suspected
- Safeguarding Behaviours
- Training
- Review of Policy
- Introduction
1.1 Both advisers and volunteers will deal with clients who are defined as vulnerable or at risk. Often the work involving these clients will require prolonged contact and casework. It is essential that the service reassures these clients that when they use the centre they will be safe, that any details they reveal will be kept confidential, and that they can trust the service.
1.2 While client confidentiality is paramount to the advice-giving process there are circumstances under which it is appropriate for the centre to breach client confidentiality. The decision to breach confidentiality must be made by the Centre Manager, and in consultation with the chair of trustees.
- Definitions
2.1 Rose Hill & Donnington Advice Centre is also referred to in this document as ‘the centre’.
2.2 The term ‘workers’ in this document includes both employees and volunteers of the centre.
2.3 Department of Health Guidance (2000) defined a “Vulnerable Adult” as:
- An adult who is or who 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 themselves or to protect themselves against significant harm or exploitation.
2.4 In addition, the Law Commission Report into Adult Social Care (2011) defined an “Adult at Risk” as a person who:
- Must appear to have health or social care needs, including carers (irrespective of whether or not those needs are being met by services).
- Must appear to be at risk of harm, rather than significant harm set out in the existing statutory guidance.
- Must appear to be unable to safeguard themselves from harm as a direct result of their health or social care needs.
2.5 Our policy is intended to cover any adult who may come under either definition, or both. The definitions are far-reaching and encompass many of our service users.
- Recruitment, selection and screening of staff and volunteers
3.4 Anyone with a conviction for a sexual offence against a child or vulnerable adult, whenever it was committed, is not considered suitable to work within the service and will not be taken on by the centre as an employee or volunteer
3.5 Any other convictions will be considered on an individual basis.
3.6 The centre must have sound recruitment practices in place to ensure that anyone considered to be a risk to adults at risk is not taken on by the centre. The following precautions will reduce this risk:
- Anyone applying to work or volunteer for the centre will be interviewed and asked to provide two references from former employers.
- If an applicant is unable to provide employer references, they will be asked to provide references from alternative sources, such as volunteer managers, community leaders or other appropriate people.
- Anyone who is selected for interview or to begin training within the centre will be asked to disclose details of any unspent convictions.
- Supervision
4.1 The Centre Manager will ensure that:
- Thorough induction training is provided to ensure that workers are aware of the service’s core values, confidentiality and good practice in working with the public.
- Workers will be given regular supervision and have their training needs assessed.
- Regular case checking will take place and any unusual or excessive contact with a vulnerable adult will be investigated.
- Procedure where an allegation of abuse is made against a third party
5.1 The person responsible for dealing with allegations of abuse against an adult at risk is the Centre Manager. If the Manager cannot be contacted, the worker must speak to the chair of trustees.
5.2 If an allegation of abuse is made against a third party by a client who is an adult at risk or by their representative:
- The worker must make a note of the time and date that the allegation was made, who made the allegation, and the nature of the allegation.
- The worker must record only the facts, preferably in the language / words used by the person making the allegation, and must not ask any questions which may seem to be ‘leading’.
- The worker must report the allegation to their manager immediately and the person making the allegation must be made aware that this will happen. The person making the allegation must also be made aware that whilst the manager will not automatically report the allegation to the authorities, this is a possibility.
- The centre must not participate in any form of ‘investigation’, i.e. must not start a process of ‘fact finding
- In the majority of cases the centre should offer to support the person making the allegation and make them aware of the options that are available to them, ie. contacting the local social services or police. In some cases the worker may offer to help them make initial contact with these agencies.
- If there is a clear and immediate danger to an individual, then priority must be given to the safety of that individual, which may include reporting the allegation without their consent, thus breaching client confidentiality.
- If a client or third party makes an allegation of abuse, and it becomes clear to the centre that no further action has been taken since the interview, then the centre may decide to take steps to report the allegation without consent, thus breaching client confidentiality.
- Managers should contact the chair of trustees before breaching confidentiality, to discuss the best option for the client.
- If the centre is subsequently required to take part in a criminal investigation or a Serious Case Review, the manager must inform the chair of trustees.
- Procedure where abuse is suspected
6.1 Where a worker suspects that a client has been abused, s/he will:
- Ensure that all the information that the worker would usually collect in the course of dealing with the presenting issue is collected and recorded. This information may help a client identify whether they are being abused.
- Discuss their concerns with the manager or equivalent.
- Be clear why s/he thinks the client may be an adult at risk or vulnerable adult.
- Be clear who the client is if they are accompanied by a third party.
- Consider making contact with the client alone and asking them if there is anything else the centre could do for them, or check they understood the advice provided.
- Find out whether the client is supported by other agencies e.g. Social Worker.
- Ensure that local information sources are comprehensive and up to date, so that appropriate referrals can be made.
- Contact the Local Authority Safeguarding Adults lead officer for a “what if” conversation before making a final decision to report suspicions.
6.2 If there is a clear and immediate danger to an individual, then priority must be given to the safety of that individual, which may include reporting the allegation without their consent, thus breaching client confidentiality.
- Safeguarding behaviours
7.1 There will be times when workers are required to have prolonged contact with an adult at risk or vulnerable adult. The centre will ensure that all clients are protected from any form of harm or abuse and minimise the risk of advisers having allegations made against them. The steps taken to do this will apply to working with all clients but, for clarity, examples specific to adults at risk or vulnerable adults are listed here:
7.2 No worker will:
- visit an adult at risk or vulnerable adult in their home unless on an official pre-arranged visit
- transport an adult at risk or vulnerable adult alone in their car except in the case of a medical emergency
- make any comments with sexual overtones, even in humour, or partake in any ‘horse play with any adult
- allow an adult at risk or vulnerable adult into their home
- engage in rough physical games – apart from structured sports activities which may be part of, for example, a community event.
- allow or engage in inappropriate touching of any form
- allow an adult at risk or vulnerable adult to use inappropriate language unchallenged
- let allegations made by an adult at risk or vulnerable adult go uninvestigated
- do things of a personal nature for an adult at risk or vulnerable adult that they can do for themselves
- lend money to or borrow money or possessions from an adult at risk or vulnerable adult
- agree to make any purchases, or undertake any financial transactions, on behalf of the adult at risk or vulnerable adult.
7.3 In addition:
- If the client has access to third party support e.g. a social worker, then it is advisable for that person to attend appointments at the centre, if possible.
- If a worker has any concerns about visiting an adult at risk on their own, then steps should be taken to ensure another staff member or volunteer attends.
7.4 Any breach of these safeguarding behaviours by a worker will be dealt with in line with the centre’s disciplinary policy.
- Training
8.1 The Centre Manager will ensure that appropriate safeguarding training is available to all staff and volunteers. This may be in the form of:
- policy awareness sessions delivered internally
- briefing sessions by Local Authority or other relevant authority
- attendance at training arranged through partner agencies
- additional training.
- Review of policy
9.1 The centre’s Safeguarding Adults Policy and Procedures will be reviewed annually. Necessary changes that are identified in the interim period, as a result of amendment to legislation, will be made as required.
Safeguarding Adults Policy and Procedure agreed: 7th September 2021 Date of Next Review: September 2023