Safeguarding Policy

Safeguarding is a term used in the United Kingdom 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. 

In order to embrace Safeguarding the company will ensure that all our Employees, Workers, Contractors, Sub-contractors and brought-in labour/agency employees as appropriate, are briefed and trained in order to understand their role when interacting with the identified individuals including children and vulnerable people. 

This policy outlines key principles and practices to ensure all operate effectively. The implementation of this policy will also mitigate the risk if a false allegation was made against our Employees, Workers, Contractors, Sub-contractors and brought-in labour/agency employees.

Policy Principles 

  • The wellbeing and safety of each child and vulnerable adult is paramount 
  • All children and vulnerable adults regardless of disability, gender, racial or ethnic origin, religious belief and sexual orientation have the right to be protected from harm 
  • It is everyone’s responsibility to report all suspicious concerns and allegations of abuse 
  • Any allegation or suspicion will be properly investigated and dealt with in a swiftly and appropriately manner 
  • All alleged poor practice incidents, misconduct and or abuse will be taken seriously by the Company and responded to swiftly and appropriately 
  • All personal data will be processed in accordance with the requirements of the Data Protection Act 2018. 

 

Lesiuresec will:

  • Ensuring that a responsible person is nominated as a focal point for Safeguarding issues being the Head of Operations.
  • Ensuring that a Safeguarding Policy is in place, reviewed at least annually and that the Policy is appropriately updated in line with any changes to national legislation, business requirements or any national and local policy developments. 
  • Ensuring that all aspects of the Safeguarding Policy are considered during the recruitment process for members of staff and referenced in the selection process for subcontractors. 
  • Ensuring that where appropriate parents, children’s young people and vulnerable adults are informed in writing how to report concerns about a child, young person or vulnerable adults. 
  • Ensuring that all members of staff who are in contact with vulnerable groups have passed enhanced level DBS clearance checks.
  • Ensure all Employees, Workers, Contractors, Sub-contractors and brought-in labour/agency employees are aware of their legal and moral requirements to protect children, and vulnerable adults from harm, abuse and exploitation. 
  • Ensure all Employees, Workers, Contractors, Sub-contractors and brought-in labour/agency employees as appropriate are aware of the need to conduct themselves in line with the requirements of the Safeguarding Policy. 

Codes of Conduct for the Protection of Children & Vulnerable Adults Young Persons.

This policy must be adhered to by all Employees, including regular full-time, regular part time, contractors, consultants, agency and temporary employees. 

  1. When on a site an individual must act responsibly always ensuring someone else is aware of your whereabouts and purpose 
  2. Do not be alone with children or vulnerable adults at any time 
  3. If you become aware an adult can be perceived as a vulnerable adult remove yourself from the situation and do not be alone 
  4. When interacting with children or vulnerable adults always ensure the welfare of the children is put first. 
  5. Avoid contact with children. Never join in/play games with children/vulnerable adults 
  6. Do not share food and drink with children/vulnerable adults 
  7. Do not offer to buy or sell items to children or vulnerable adults 
  8. Do not give your address or telephone number to children or vulnerable adults. 
  9. If spoken to by a child or vulnerable adult, be polite but do not enter lengthy conversation and do not engage children in conversation. 
  10. Do not use inappropriate language on site, this can include anything that is not deemed as professional discussion. 
  11. Do not engage in any physical contact with a child or vulnerable adult (it could easily be misinterpreted or misconstrued). 
  12. Always dress appropriately in the company’s Uniform and in line with the company’s Dress Code Policy: no bare chest, no inappropriate imagery or wording on T-shirts, etc. 
  13. You should not be smoking or drinking whilst on work duties. 
  14. Remember that your actions, no matter how well-intentioned, could be misinterpreted. 
  15. Should you identify any matters relating to children or Vulnerable Adults that do not seem right, report this to your line Manager who will discuss the need to raise it to the relevant authorities immediately. 
  16. Always observe this Code. 
  17. Stay within the confines of your agreed work area. 

Legislation Guiding Philosophy

It is the policy of the company to take into account national guidance and implement it as far as possible. The following national guidance will be of relevance. 

  1. Working together to safeguard Children 2010
  2. The Children Act 1989
  3. The Adoption and Children Act 2002
  4. The Children Act 2004
  5. Safeguarding Vulnerable Groups Act 2006
  6. Care Standards Act 2000
  7. Public Interest Disclosure Act 1998
  8. The Police Act – CRB 1997
  9. The Mental Health Act 1993
  10. NHS and Community Care Act 1990
  11. Rehabilitation of Offenders Act 1974
  12. Every Child Matters
  13. Working Together To Safeguard Children: A Guide to Inter-Agency Working To Safeguard and Promote the Welfare of Children (HM Government 2006) 
  14. Working together to safeguard children.gov.uk
  15. Human Rights Act 1998 
  16. Criminal Justice & Court Services Act 2000 
  17. The Protection of Children Act 1999 
  18. The Sexual Offences Act 2003 
  19. What To Do If You’re Worried A Child Is Being Abused (Department of Health, Home Office, Department for Education & Skills, the Lord Chancellor’s Department, the Office of the Deputy Prime Minister & the Department for Culture, Media & Sport 2003) 

It is not the role of the company staff or agents to make an assessment of whether children, young people or vulnerable adults have suffered harm. However, members of staff recognise their duty to report any concerns about harm in accordance with this policy.

The harm or possible harm of a child, young person or vulnerable adult may come to the attention of a member of staff in a number of ways. 

It is the policy of the company to ensure that relevant members of staff are aware of these types of abuse and what to do should they become aware of them.

Allegations against Company Staff

It is the policy of the company to take extremely seriously any concerns about the behavior or conduct of individuals working within or for the company.

Specifically, any member of staff who has concerns about the behavior or conduct of another individual working within company is required to report the nature of the allegation or concern to the Head of Operations immediately.

In cases where there is an immediate risk to any child, young person or vulnerable adult, the information will be passed to the appropriate authority or the Police, as soon as possible.

It is the policy of the company to ensure that all relevant members of staff are fully aware of the guidelines on self-protection when working with children, young people and vulnerable adults.

The aim of following the guidelines is to minimise the risk of vulnerable situations where false allegations can be made.