Safeguarding

Issued: May 2023 Reviewed: April 2024

Issued and reviewed by: The Registered Manager

DEFINITION

Safeguarding is a term used in the United Kingdom and Ireland to denote measures to protect the health, well-being, and human rights of individuals, which allow people — especially children, young people, and vulnerable adults — to live free from abuse, harm, and neglect.

The Care Act 2014 statutory guidance defines adult safeguarding as:

⮚ Protecting an adult’s right to live in safety, free from abuse and neglect. It is about people and organisations working together to prevent and stop both the risks and experience of abuse or neglect, while at the same time making sure that the adult’s wellbeing is promoted including, where appropriate, having regard to their views, wishes, feelings and beliefs in deciding on any action. This must recognise that adults sometimes have complex interpersonal relationships and may be ambivalent, unclear or unrealistic about their personal circumstances.

INTRODUCTION

The purpose of this document is to set out the policy of HI-FLYERS RECRUITMENT in relation to the protection of adults at risk.

RESPONSIBILITIES AND DECISION-MAKING

Safeguarding Lead

The Registered Manager will have the following duties and responsibilities:

date as possible and in line with new guidance.

Other members of staff

Safeguarding is a responsibility of every employee at HI-FLYERS RECRUITMENT towards all people who come into contact with HI-FLYERS RECRUITMENT in:

• Protecting their rights
• Promoting their welfare and wellbeing
• Preventing (wherever possible) the risk and experience of abuse or neglect.
• All employees must be aware of safeguarding matters as described in this policy and its procedures.

WHAT IS AN ADULT AT RISK?

The definition is wide, however this may be regarded as anyone over the age of 18 years who may be unable to protect themselves from abuse, harm or exploitation, which may be by reason of illness, age, mental illness, disability or other types of physical or mental impairment.

Those at risk may live alone, be dependent on others (care homes etc.), elderly, or socially isolated.

The Care Act 2014 has expanded the list of recognized abuse categories into:

TRAINING

All staff members will undergo safeguarding training (CPD) every year as part of our continued dedication to ensuring that all staff members put safeguarding to the forefront.

FORMS AND TYPES OF ABUSE

Domestic Abuse

This form is defined as an incident/incidents which are defined by a controlling or threatening behaviour, violence or abuse by a person who is, or who has been in the past, an intimate partner or family member

It includes these types:

Physical Abuse

This form is defined as non-accidental harm to the body.  It can include one of the following: hitting, punching, pushing, kicking, nipping, head-butting, misuse of medication or inappropriate use of restraint.

Indicators of physical abuse might include:

Discriminatory Abuse

This general concept is inclusive of all forms of harassment, bullying or name-calling based on a person’s race, ethnic origin, disability, belief, gender or sexuality. In particular circumstances this would be classified as ‘hate crime’.

Indicators of discriminatory abuse:

⮚         Victimising a person because of their disability

⮚         Failing to respect one’s religious practices/faiths

⮚         Racist or sexist descriptions

Sexual Abuse

It can include sexual assault, rape, inappropriate/indecent touching, forcing an adult to look at sexual images, or any sexual act to which the adult has not given consent/ for which the adult was pressured into consenting Indicators of sexual abuse might include:

⮚         Bruising or injuries in intimate areas

⮚         Genital and urine infections

⮚         Behavioural changes

Psychological (Emotional) Abuse

This type of abuse will refer to threats of harm, deprivation of contact, humiliation. It is also linked with bullying, threats, intimidation and radicalisation.

Indicators of psychological abuse might include:

Neglect and Acts of Omission

It includes ignoring medical needs or withholding necessities such as drink, food or medication.

Indicators of neglect might include:

Modern Slavery

This is characterized by all types of slavery, human trafficking or forced labour/domestic servitude.

The adult at risk would be subjected to a life of abuse and servitude at the mercy of traffickers and slave masters who would use their influence to subject inhumane treatment to the adult at risk.

Indicators of modern slavery might include:

Self-Neglect

The individual will neglect their own basic needs (personal hygiene, health, diet)  Indicators of self-neglect might include:

⮚         Unkempt appearance

⮚         Hoarding

Organisational (Institutional/Systemic) Abuse

This can include neglect and poor care within an institution or specific care setting (hospital, hospice or care home).

Indicators of organisational abuse may include:

⮚         Lack of individualised care

⮚         Culture of discriminatory abuse

Financial (Material) Abuse

This type of abuse can include theft or fraud, not being allowed access to or control of one’s money, possessions or benefits

The adult at risk will be pressurised against her will, being forced to pay for other people’s things.  It can also include coercion in relation to an adult’s financial arrangements in relation to property or financial transactions.

Indicators of Financial (Material) Abuse:

⮚         Lack of independence in making decisions/Fear of making decisions

⮚         Constant supervision by the abuser

Radicalisation

This is defined as the act or process, by a person, group of people or an organisation, of influencing, coercing or causing another or others to adopt extremist ideologies and/or support terrorism.

It includes Far Right extremism, Terrorist extremism, Environmental extremists or Animal Rights extremists.

Its indicators can include:

⮚         Use of hateful language in relation to a specific group/sector of the population ⮚ Verbally expressing extreme ideologies

Abuse may be deliberate or as a result of lack of attention or thought and may involve combinations of all or any of the above forms. It may be regular or on an occasional or single event basis, however, it will result in some degree of suffering to the individual concerned. Abuse may also take place between one adult at risk and another, for example between residents of care homes or other institutions

INDICATIONS

• Bruising
• Burns
• Falls
• Apparent lack of personal care
• Nervousness or withdrawn
• Avoidance of topics of discussion
• Inadequate living conditions or confinement to one room in their own home
• Inappropriate controlling by carers or family members
• Obstacles preventing personal visitors or one-to-one personal discussion
• Sudden changes in personality
• Lack of freedom to move outside the home, or to be on their own
• Refusal by carers to allow the patient into further care or to change environs
• Lack of access to own money
• Lack of mobility aids when needed

ACTION REQUIRED

Where abuse of a vulnerable adult is suspected the welfare of the patient takes priority. In deciding whether to disclose concerns to a third party or other agency, the registered manager will assess the risk to the patient.

The Manager will also discuss the matter with the Lancashire Safeguarding Adults Board and CQC.

Due regard will be taken of the patient’s capacity to provide a valid consent. (See also Consent Protocol).

In assessing the risk to the individual, the following factors will be considered:

• Nature of abuse, and severity
• Chance of recurrence, and when
• Frequency
• Vulnerability of the adult (frailty, age, physical condition etc.)
• Those involved – family, carers, strangers, visitors etc.
• Whether other third parties are also at risk (other members of the same household may being abused at the same time)

Subject to the local procedures in force, consideration will be given to:

• Report to CQC
• Report to Social Services team
• Report to Police
• Report to Lancashire Safeguarding Adults Board

If there is evidence that an adult appears to be at immediate risk of harm, the member of staff must call 999 and alert the Local police of this emergency

The Care Act 2014 has made clear that the Safeguarding Boards are the first point of contact when abuse is found, and action is needed immediately. Safeguarding Boards bring together all the local services involved in the safeguarding process

If you are concerned about the safety or wellbeing of an individual and suspect abuse, please contact and report your concern to the local authority Lancashire Safeguarding Adults Board (contact details provided below)

Lancashire Safeguarding Adults Board

Room D37/40, Country Hall,

Preston,

PR1 0LD

Telephone number:  0300 123 6720

                                     0300 123 6722(5.00PM – 8.00AM)

Email:      lsab@lancashire.gov.uk

Website:   Contact us – Lancashire Safeguarding Children Board

The deaf and hearing-impaired community can use the National Short Message Service (SMS) Emergency Service. To use this service, you will need to register at www.emergencysms.org.uk.

Alternatively, if it is a non-emergency criminal matter, you can call the local Police on telephone number 101, text 18000.

If the local authority is made aware, a report should also be made to CQC

Telephone number: 03000 616161

Fax number: 03000 616171

Written notifications will be sent to:

CQC National Customer Service Centre

Citygate

Gallowgate

Newcastle upon Tyne NE1 4PA

Alternatively, the CQC online form can be used in order to raise a query to the Care Quality Commission: https://surveys.cqc.org.uk/contactus.aspx

If the safeguarding concern is related to a member of HI-FLYERS RECRUITMENT, please contact the Local Social Services on 0300 123 6720

If the safeguarding concern is related to the family member/s of service user, our care workers will contact the Local Social Services on 0300 123 6720

Guidance for staff members

1. Stay calm and listen carefully and patiently to what the person is saying (even if it does not at times make sense).
2. Do not dismiss what someone is telling you, even if it appears unlikely
3. Do not stop or interrupt or question or interview the person who is freely recalling significant events.
4. Do not appear shocked or disgusted. Be aware that medical or other evidence may be needed.
5. Do not presume that someone else is aware of the allegation.
6. Do not press for additional information but make a written note of what you have been told as you log a safeguarding concern.
7. Note the time, the setting and the details about what was said, as well as naming any other people who may have witnessed the incident(s), previous allegation or present disclosure. b. Record all events up to the time of your substantive conversation.
8. Reassure the person that they were right in telling you.
9. It must be made clear to the person that the disclosure of something that involves a risk to themselves or to someone else is information that must be passed on.
10. Do not promise the person that what they have told you can be kept secret.
11. Explain that you will respect confidentiality as far as you are able; this means you will not tell those people who do not need to know.
12. Explain that you have a responsibility to report this to someone who does need to know, which in the first instance is your Manager.
13. Once the disclosure has been made, do not keep the information to yourself but consult your Line Manager immediately and state exactly what you have heard.
14. All staff members have a duty to report any allegation or suspicions of abuse of an adult, current or historical, to their Line Manager. If the Line Manager is unavailable, then the member of staff must consult immediately with an identified deputy.
15. Do not confront the alleged person causing harm. Continue to record any subsequent events. If or when appropriate, ask for the person’s views and ask what they want to happen.

All our care workers must prioritise their own safety at all times. Care workers in lone working situations must follow the Lone Working Policy and its protocols. They need to ensure that they carry safety alarms and phones, and that colleagues know of their whereabouts.

Recruitment checks

HI-FLYERS RECRUITMENT takes great care in the recruitment of staff, carries out all possible checks on recruits to ensure that they are of a high standard, and will collaborate in all Government initiatives regarding the sharing of information on staff who are found to be unsuitable to work with vulnerable people.

All new recruits will also have to undergo an enhanced Disclosure and Barring Service Check (DBS). This policy outlines HI-FLYERS RECRUITMENT’s approach to:

1. The use of criminal record checks and the storage and use of information on convictions disclosed by the DBS
2. The safeguarding of vulnerable adults
3. The prevention of the abuse of adults

USE OF DISCLOSURE AND BARRING SERVICE CHECK POLICY STATEMENT  HI-FLYERS RECRUITMENT will:

• comply with the law, use the Disclosure and Barring Service to obtain information, to enable it to assess the suitability of applicants for employment in positions of trust
• comply fully with the DBS Code of Practice and not discriminate unfairly against any subject of a DBS disclosure on the basis of conviction or other information revealed.

o Having a criminal record will not necessarily bar an applicant from working for the organisation as the nature of a disclosed conviction and its relevance to the post in question will be considered first – comply with the DBS code regarding the secure storage, handling, use, retention and disposal of DBS disclosures and disclosure information and with its obligations under the Data Protection Act 2018

Any information revealed in a disclosure that is likely to lead to withdrawal of a job will be discussed with the applicant before that offer is withdrawn. Where a conviction has been disclosed in an individual’s application for a post with HI-FLYERS RECRUITMENT, a discussion will take place at the end of the interview regarding the offence and its relevance to the position. Failure to reveal information relating to unspent convictions could lead to the withdrawal of an offer of employment. The Rehabilitation of Offenders Act 1974 provides that ex-offenders are not required to disclose to prospective employers’ convictions defined as ‘spent’ under the Act.

However, it is this organisations policy to require all applicants to disclose all criminal convictions, both ‘spent’ and ‘unspent’ as they will be working with vulnerable adults in positions of trust.

An enhanced DBS will be applied against anyone applying for employment with HI-FLYERS RECRUITMENT, which will include a check against the Safeguarding of Adults at Risk register and DBS information will be stored on an employee’s personnel file in lockable storage with access limited to those who are entitled to see it as part of their duties.

DBS disclosure information will only be used for the specific purpose for which it was requested and for which the applicant’s full consent will have been obtained. Once a recruitment (or other relevant) decision has been made, DBS information will not be stored for longer than is necessary. This is generally for a period of up to six months to allow for consideration and resolution of any disputes or complaints, If, in exceptional circumstances, it is considered necessary to keep such information for longer than six months, consideration will be given to the Data Protection rights of the individual.

Once the retention period had elapsed, the organisation will ensure that any DBS information is destroyed and, while awaiting destruction, DBS information will be kept securely.

Any suspicion, concern or allegation from any source, that a service user has been or is being abused or is abusing another person. The information sent to CQC must include:

• Details of the possible victim(s)
• Unique identification code
• Date admitted to the service
• Date of birth
• Gender
• Ethnicity
• Disability
• Religion or belief
• Sexual orientation
• Relevant circumstances
• Anything already done about the incident by registered person
• Any relationship to the service user
• The person reporting the abuse (using code or identifier)
• Relevant dates, witnesses and circumstances
• Whether the abuse has been reported to any multi-agency or police 16) Type of abuse

MONITORING AND PREVENTION OF ABUSE

HI-FLYERS RECRUITMENT employs well-trained highly motivated staff who are chosen not only for their expertise but also for their personalities and caring nature.

The following procedures will be used as tools to identify and report possible cases of abuse:

Accidents and Injuries Policy

• All accidents and injuries to Service Users and staff are reported in the accident book and details recorded on an accident form
• Accidents to Service Users are investigated by a senior member of staff and a written report is submitted. If it is suspected that abuse may have taken place then the Registered Manager, will be informed immediately, they will be responsible for any further action. The action taken will depend on the circumstances.

Complaint’s Policy

• HI-FLYERS RECRUITMENT operates a complaint procedure for Service Users or their representatives.

The Senior management team closely monitors all complaints.

Service User’s Money

• A record is kept of Service User’s money transactions. Any discrepancies found in the record keeping are investigated by the Registered Manager or in their absence the Director.
• Care staff may not benefit from wills, bequests, and loans or sell goods to Service Users

Whistleblowing Policy

The policy gives clear guidance to all staff regarding the correct procedure for bringing to attention any wrongdoing or suspected wrongdoing which they feel could affect the service provided or the reputation of the agency or persons connected with the agency.

TRAINING

All staff will be trained in recognising abuse and carrying out their responsibilities under this policy within six months of their employment. They will achieve a qualification in the National Occupational Standards and their training will be updated at least every three years.

Objectives to be achieved:

• State how to access the Safeguarding Policy and Procedures
• Define a vulnerable adult
• Define the abuse and identify the different types
• List the likely signs and indications of abuse
• State their role within the procedures
• Explain their organization’s whistle blowing procedures
• State the importance of creating a safe environment and promoting good practice
• State the value of a stimulating environment, meaningful activity and effective communication

The members of staff of HI-FLYERS RECRUITMENT will have to possess the following training qualifications:

• All clinical staff – Safeguarding Level 2 for Adults and Children
• Safeguarding Officer/Lead of HI-FLYERS RECRUITMENT– Safeguarding Level 3 for Adults and Children

If there is evidence that a child appears to be at immediate risk of harm, the member of staff must call 999 and alert the police of this emergency

SAFEGUARDING PROCESS IN PLACE

When a manager receives a report of suspected, imminent of actual abuse, an investigation should be opened as soon as possible.

1. The staff member investigating the abuse should take steps to arrange for the service user to be interviewed and, if possible, to give their consent to further investigation and action. If the service user refuses consent, their wishes must be respected unless the manager judges that they or others are in serious danger or if they are clearly incapable of making an informed decision.
2. Relevant legislation must be followed, and confidentiality maintained unless the safety of a vulnerable adult is at risk. Records must be kept of all findings and discussions.
3. In cases of incapacity, the manager should attempt to pursue the matter with an appropriate representative of the service user, in line with the key principles of the Mental Capacity Act 2005

Applying to any service user, the key principles of the Mental Health Act 2005 are:

• Presumption of capacity – Until you can determine otherwise, assume the adult is capable of making their own choices
• Support to make a decision – It’s advisable to offer support to service users to make their own choices, but it should be support and not coercion
• Ability to make unwise decisions – Just because someone is making a poor or unwise decision, it doesn’t automatically mean they lack mental capacity
• Best interest – When someone has been deemed to not have mental capacity, anyone acting on their behalf must act in their best interests
• Least restrictive – If you’re making choices for a service user without mental capacity, you should always choose the least restrictive, but safe, option

4. If the suspected abuser is a member of staff of HI-FLYERS RECRUITMENT, the Registered manager should initiate appropriate steps under the disciplinary procedure and remove the abuser from the situation if this is within the power of the company. Staff will take all possible steps to co-operate with further investigations by social services or the police.
5. After reporting the alleged abuse to the appropriate authority, hold a strategy meeting to ensure that a plan of care is made, where appropriate, in discussion with relevant personnel such as Senior Care staff, and implement same, informing all relevant staff.
6. Ensure that action plan is monitored and that a date is set to review progress against the care plan and check for compliance or non-compliance with all relevant policies and procedures for safeguarding.
7. Ensure all details are carefully documented whatever the outcome and that all interested parties are informed.

If the safeguarding concern is related to a member of HI-FLYERS RECRUITMENT, please contact the Local Social Services on 03001236720

Living a life that is free from harm and abuse is a fundamental human right of every person and an essential requirement for health and safety.

Safeguarding adults is about the safety and wellbeing of all individuals but providing additional measures for those least able to protect themselves from harm or abuse.

Abuse can be physical, psychological/emotional, sexual and sexual exploitation, financial, neglect, discriminatory and institutional.

A.         Reporting of Safeguarding Concerns to local authority

The Care Act 2014 has made clear that the Safeguarding Boards are the first point of contact when abuse is found, and action is needed immediately. Safeguarding Boards bring together all the local services involved in the safeguarding process

If you are concerned about the safety or wellbeing of an individual and suspect abuse, please contact and report your concern to any one of the following organisations:

Lancashire Safeguarding Adults Board

Room D37/40, Country Hall,

Preston,

PR1 0LD

Telephone number:  0300 123 6720

                                     0300 123 6722(5.00PM – 8.00AM)

Email:      lsab@lancashire.gov.uk

Website:   Contact us – Lancashire Safeguarding Children Board

The deaf and hearing impaired community can use the National Short Message Service (SMS) Emergency Service. To use this service you will need to register at www.emergencysms.org.uk.

Alternatively, if it is a non-emergency criminal matter, you can call the local Police on telephone number 101, text 07800 002414, or fax 01773 571102

B.         Reporting to CQC

If the local authority is made aware, a report should also be made to CQC

Telephone number: 03000 616161

Fax number: 03000 616171

Written notifications will be sent to:

CQC National Customer Service Centre

Citygate

Gallowgate

Newcastle upon Tyne NE1 4PA

Alternatively, the CQC online form can be used in order to raise a query to the Care Quality Commission: https://surveys.cqc.org.uk/contactus.aspx