Safeguarding Policy of Pitton Cross Caravan and Camping Park
Date drafted: 05/03/2024
Date for Review: 05/03/2028
Date approved by the owners: 05/03/2024
Signature of owners: Mrs T. Button & Mr I Button
Mission statement
In our work with young people and adults who may be at risk due to age, illness or disability, Pitton Cross Caravan and Camping Park will always endeavour to provide services and activities which are as safe as they can be. We aim to protect our service users from harm or maltreatment, prevent the impairment of health or development, ensure the provision of safe and effective care, promote people’s life chances.
Safer recruitment
To do so, Pitton Cross Caravan and Camping Park will seek to recruit using appropriate safeguards and checks, will determine which roles are in regulated activity and so subject to a barring list check and take up references for all posts and volunteer roles. We will provide an induction programme for all new volunteers and staff, appropriate training to enable all personnel to undertake their roles safely and confidently, and ongoing training as benefits the personal and professional development of individuals and our organisation.
Volunteers
All volunteer roles will be supported by a manager and volunteer roles which would otherwise be regulated activity, will be appropriately supervised.
Who
Our appointed Safeguarding Officer is Tracey Button from 05/03/2024 and supported by Ian Button as deputy, who will be available to all staff, volunteers, and service users to speak to when they have any concerns, issues or complaints regarding the safety, well-being and conduct of service users, volunteers, and staff. The safeguarding officer and deputy will have access to appropriate training to support them in these roles.
What
Awareness of harm; harm is caused by accidents, deliberate abuse (physical, sexual, emotional), neglect (deliberate or not) or factors such as bullying, prejudicial attitudes or a failure to enable a person to participate in activities that are open to most of their peers. Pitton Cross Caravan and Camping Park is aware that all these abuses are harmful to our service users and will take steps to reduce risks and improve our service.
Communication
We will communicate the message of this policy to all service users and their families / carers, using appropriate methods, formats, and language to get the essence across. We support and encourage all service users, volunteers, and staff to speak up where they have,
• a concern (a worry, issue or doubt about practice or treatment of a service user or
colleague, or their circumstances),
• a disclosure (information about a person at risk of or suffering from significant harm) or an
• allegation (the possibility that a volunteer or staff member could cause harm to a person in
their care) ... through the named Safeguarding Officer or deputy.
We would also encourage whistleblowing (disclosure in the public interest). Staff or volunteers can report things that aren’t right, are illegal or if anyone at work is neglecting their duties, putting someone’s health and safety in danger, or covering up wrongdoing.
Though we would prefer our members and personnel to use internal processes whenever possible to make a report as above, this does not prevent them from making a report or referral to e.g. Social Services, as a private individual.
Significant harm
Where there is risk of significant harm to our service users, volunteers or staff, the Safeguarding Officer and deputy are empowered to act accordingly.
• To log all conversations regarding the issue
• To sign and request signatures on reports and statements
• Confidentially seek advice from expert sources
• Share concerns (with consent where required and appropriate) internally with senior staff /
Chair of the Board
• Share concerns and make referrals to external agencies such as Social Services, the
Police or NSPCC as appropriate to the circumstances
• Make a referral to the Disclosure and Barring Service regarding staff or volunteers in
regulated activity whose conduct is harmful to service users and where they are removed
from regulated activity
Confidentiality
All reports and logs (including personnel records) will be kept securely and confidential according to our data protection policy and confidentiality statement, until or unless it is necessary to share this material with the agencies named above.
We will hold forums / meetings / opportunities for discussions about issues and concerns, policy, and procedures to reflect, review and to continue to learn and improve in our safeguarding responsibilities.
References:-
Safeguarding children: working together under the Children Act 2004 (PDF) which was issued by the Welsh Government in 2006.
Safeguarding Vulnerable Groups Act 2006
All Wales Child Protection Procedures 2008
http://www.awcpp.org.uk/areasofwork/safeguardingchildren/awcpprg/index.html
http://www.awcpp.org.uk/areasofwork/safeguardingchildren/awcpprg/index.html?diablo.lang=cym
Wales Interim Policy and Procedures for the Protection of Vulnerable Adults from Abuse (November 2010, updated January 2013)
http://www.ssiacymru.org.uk/home.php?page_id=8297
http://www.ssiacymru.org.uk/home.php?page_id=8297&langSwitch=cym
Protection of Freedoms Act 2012
https://www.gov.uk/government/publications/protection-of-freedoms-bill
Pitton Cross Caravan and Camping Park Equality Policy
Pitton Cross Caravan and Camping Park is committed to encouraging equality, diversity, and inclusion among our workforce, and eliminating unlawful discrimination.
The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.
The organisation – in providing goods and/or services and/or facilities – is also committed against unlawful discrimination of customers or the public.
Our policy's purpose
This policy's purpose is to:
1. Provide equality, fairness, and respect for all in our employment, whether temporary, part-time, or full-time
2. Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:
- age
- disability
- gender reassignment
- marriage and civil partnership
- pregnancy and maternity
- race (including colour, nationality, and ethnic or national origin)
- religion or belief
- sex
- sexual orientation
3. Oppose and avoid all forms of unlawful discrimination. This includes in:
- pay and benefits
- terms and conditions of employment
- dealing with grievances and discipline
- dismissal
- redundancy
- leave for parents
- requests for flexible working
- selection for employment, promotion, training, or other development opportunities
Our commitments
The organisation commits to:
1. Encourage equality, diversity, and inclusion in the workplace as they are good practice and make business sense.
2. Create a working environment free of bullying, harassment, victimisation, and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.
This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity, and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation, and unlawful discrimination.
All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation, and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public.
3. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others during the organisation's work activities.
Such acts will be dealt with as misconduct under the organisation's grievance or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.
Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.
4. Make opportunities for training, development, and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.
5. Make decisions concerning staff based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
6. Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
7. Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity, and inclusion, and in meeting the aims and commitments set out in the equality, diversity, and inclusion policy.
Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.
Agreement to follow this policy
The equality, diversity and inclusion policy is fully supported by senior management and has been agreed with trade unions and/or employee representatives
Our disciplinary and grievance procedures
Details of the organisation's grievance and disciplinary policies and procedures can be found at the main office by speaking to Ian or Tracey. This includes with whom an employee should raise a grievance – usually their line manager.
Use of the organisation's grievance or disciplinary procedures does not affect an employee's right to make a claim to an employment tribunal within 3 months of the alleged discrimination.