Safeguarding

Introduction

Appleford Ltd is committed to actively safeguarding the welfare of individuals with whom it is involved. Despite established recruiting and vetting procedures, we are aware that there are people who will try to gain access to adults at risk in order to abuse them. We have, therefore, developed this protection policy statement and the accompanying procedures to help to protect the people who use our services.

We believe that every resident has the right to live their lives with privacy, dignity, independence and choice and be free from abuse of any type, be it physical, mental, sexual, or of any other nature.

We will work in collaboration with all the legal and caring agencies as required to ensure that residents are protected from harm through abuse or exploitation.

We have a comprehensive policy and procedure system, including whistleblowing, for dealing with cases of actual or suspected abuse.

Any incident or allegation of abuse will be dealt with in an urgent manner.

Incidents or allegations proved will be treated as gross misconduct and invoke immediate reporting procedures to the appropriate authorities.

Statutory Notification

Under the Care Quality Commission (Registration) Regulations 2009, a statutory notification for ‘Abuse or Allegations of Abuse concerning a person who uses the service’, must be completed and submitted to the Care Quality Commission as soon as possible.

Safeguarding of Adults at Risk Policy

We are committed to preventing the abuse of the residents in our care. Daneswood complies fully with the Government’s Care Act 2014 guidelines to protect adults at risk from abuse and with local Safeguarding Adults policies and arrangements, a national framework of standards for good practice and outcomes in adult protection work.

As well as its legal duties under the above legislation, this organisation also understands that safeguarding residents from abuse is a key part of compliance with the Care Act 2014 and the Essential Standards of Quality and Safety, and is necessary to satisfy the registration requirements of the Care Quality Commission.

The Care Act 2014 relates to the safeguarding of residents and states that the registered person must make suitable arrangements to ensure that residents are safeguarded against the risk of abuse by means of:

Taking reasonable steps to identify the possibility of abuse and prevent it before it occurs; and
Responding appropriately to any allegation of abuse.

The Care Act 2014 require service providers to:

Take action to identify and prevent abuse from happening in a service.
Respond appropriately when it is suspected that abuse has occurred or is at risk of occurring.
Ensure that Government and local guidance about safeguarding people from abuse is accessible to all staff and put into practice.
Make sure that the use of restraint is always appropriate, reasonable, proportionate and justifiable to that individual.
Only use de-escalation or restraint in a way that respects dignity and protects human rights, and where possible respects the preferences of people who use services.
Understand how diversity, beliefs and values of the residents may influence the identification, prevention and response to safeguarding concerns.
Protect others from the negative effect of any behavior by people who use services.
Where applicable, only use Deprivation of Liberty Safeguards when it is in the best interests of the person who uses the service and in accordance with the Mental Capacity Act 2005.

We ensure that our staff understand the in-house policy and procedure. They will report to and, as necessary, engage the support of relevant external agencies.

In order to ensure that job applicants are suitable to be employed in the workforce, we will implement stringent recruitment procedures, which, for those who are to be employed in a care position, will include the application to the Disclosure and Barring Service (DBS).

Staff and volunteers are encouraged to disclose any relevant information relating to their past behaviour and, in particular, to any previous criminal convictions. Should any discrepancy come to light subsequently, Appleford Ltd will decide on the appropriate course of action.

By the use of training, we can ensure our staff:

Recognise and understand abuse;
Prevent abuse;
Respond appropriately to allegations, suspicions or incidences of abuse;
Can make necessary reports to the Registered Manager and external agencies as appropriate.

We ensure that all our staff are aware of their individual responsibilities in relation to speaking out (whistleblowing) in appropriate circumstances.

We operate a disciplinary system which, subject to risk assessment, will enable us to make appropriate arrangements for the suspension of a worker who is accused or suspected of abuse, without prejudice to that individual, pending investigation or adjudication; and we will ensure that all workers clearly understand this system.

We will ensure relevant records are made and retained

We will ensure that residents in our care understand, where possible, that should they make a report of abuse, they will be protected from reprisal and/or intimidation.

Definitions

Abuse has been defined in the following terms:

“The harming of another individual usually by someone who is in a position of power, trust or authority over that individual.

The harm may be physical, psychological or emotional or it may be directed at exploiting the vulnerability of the victim in more subtle ways [for example, through denying access to people who can come to the aid of the victim, or through misuse or misappropriation of his/her financial resources]. The [unjustified] threat or use of punishment is also a form of abuse.

Abuse may happen as a ‘one-off’ occurrence or it may become a regular feature of a relationship. Other people may be unaware that it is happening and for this reason it may be difficult to detect. In many cases, it is a criminal offence.

Although the type of abuse which comes most readily to mind will be the infliction of physical injury — punching, hair-pulling and the like — there are, in fact, many ways in which a service user can be harmed. Abuse can be carried out deliberately; it can also be the result of thoughtlessness; it could result from recklessness — where the abuser does actually give some thought to what he/she is doing but has no regard to possible adverse consequences for the resident or anyone else.

Perhaps the most pervasive type of abuse to be found in a residential setting will be what has come to be known as institutional abuse: the abuse that arises from poor management and staffing procedures, where unacceptable practices, which may be long-standing, have become the norm.

A consensus has emerged identifying the following main forms of abuse:

Physical Abuse

Including hitting, slapping, pushing, kicking, misuse of medication, restraint, or inappropriate sanctions.

Sexual Abuse

Including rape and sexual assault or sexual acts to which the adult at risk has not consented, or could not consent or was pressured into consenting.

Sexual abuse might also include exposure to pornographic materials, being made to witness sexual acts and encompasses sexual harassment and non-contact abuse.

• Domestic violence – including psychological, physical, sexual, financial, emotional abuse;
so called ‘honour’ based violence.

• Sexual abuse – including rape, indecent exposure, sexual harassment, inappropriate
looking or touching, sexual teasing or innuendo, sexual photography, subjection to
pornography or witnessing sexual acts, indecent exposure and sexual assault or sexual
acts to which the adult has not consented or was pressured into consenting.

NB. The Sexual Offences Act 2003 has created a number of new offences which can be committed by care workers in respect of a person with a mental disorder. Sections 38 to 41 deal with the situation where a care worker involves someone in his care, who has a mental disorder, in sexual activity.

• Psychological abuse – including emotional abuse, threats of harm or abandonment,
deprivation of contact, humiliation, blaming, controlling, intimidation, coercion, harassment,
verbal abuse, cyber bullying, isolation or unreasonable and unjustified withdrawal of
services or supportive networks.

• Financial or material abuse – including theft, fraud, internet scamming, coercion in
relation to an adult’s financial affairs or arrangements, including in connection with wills,
property, inheritance or financial transactions, or the misuse or misappropriation of
property, possessions or benefits.

• Modern slavery – encompasses slavery, human trafficking, forced labour and domestic
servitude. Traffickers and slave masters use whatever means they have at their disposal
to coerce, deceive and force individuals into a life of abuse, servitude and inhumane
treatment.

• Discriminatory abuse – including forms of harassment, slurs or similar treatment; because of race, gender and gender identity, age, disability, sexual orientation or religion.

• Organisational abuse – including neglect and poor care practice within an institution
or specific care setting such as a hospital or care home, for example, or in relation to
care provided in one’s own home. This may range from one off incidents to on-going
ill-treatment. It can be through neglect or poor professional practice as a result of the
structure, policies, processes and practices within an organisation.

• Neglect and acts of omission – including ignoring medical, emotional or physical care
needs, failure to provide access to appropriate health, care and support or educational
services, the withholding of the necessities of life, such as medication, adequate nutrition
and heating

• Self-neglect – this covers a wide range of behaviour neglecting to care for one’s personal
hygiene, health or surroundings and includes behaviour such as hoarding.

A resident can be abused by:

Another resident
A member of staff
An outsider to the establishment — a relative or another visitor

The following are just a few specific examples of abuse:

Rough treatment when delivering personal care
Withholding a service, say a bath, as a means of securing the resident compliance, perhaps to take medication
Shouting, bullying, intimidating, humiliating, threatening
Stealing or otherwise misappropriating the resident’s money
Sexual abuse
Forced feeding, denial of privacy and/or dignity

All our staff receive training which encourages them to be aware of abuse and enables them to recognise the various ways in which a resident can be abused.

Procedure

At Daneswood:

Residents will be protected from abuse by the operation of sound recruitment policies which are designed to exclude untrustworthy individuals or potential abusers from working in a position of trust with vulnerable residents. At Daneswood we will ensure that all new and potential appointments and volunteers are given rigorous pre-employment checks, including the use of the Disclosure and Barring Service (DBS) checks and by the taking up of two references before the individual starts work.
All staff and volunteers will be trained to be aware of adult protection issues. The need for vigilance should be stressed to staff of all job roles and positions during induction training and subsequently in regular updates. Induction training will also include training in what staff should do if they suspect abuse is taking place and who to report their concerns to. All staff should be trained in the recognition and identification of abuse of vulnerable adults, thus enabling them to maintain a more effective vigilance concerning the possibility of abuse of residents from whatever source.
A climate of ‘openness, honesty and awareness’ among staff, residents, families and relatives will be encouraged which enables both staff and residents to freely raise concerns about any behavior which they suspect might be abusive or which might lead to abuse. Residents should be reassured that they will not be victimised for speaking out and will be informed of where they can raise their concerns.
A staff member who suspects that abuse may be occurring, or who witnesses a situation in which a resident may be being abused, should report the incident to their line manager, if available, or Team Leader on duty immediately.
Where staff are worried that they may be victimised because of their disclosure they should be made aware that the organisation has a Whistleblowing Policy in place which may mean that they are protected under the Public Interest Disclosure Act 1998 (see Whistleblowing Policy).
Upon receiving a report of suspected or alleged abuse the Team Leader on duty should take immediate action to ensure the safety of the service user concerned and report the matter to the Registered Manager, or to the registered person as necessary.
If the suspected or alleged abuse is of a physical nature then an accurate record of any injuries or marks should be made on a body map and this immediately communicated to the Team Leader on duty and to the Nominated Individual. Note that there are internal procedures for communicating this information to the line manager for the team responsible for the care of the resident.
If urgent medical attention is required then, in the best interests of the resident, this should be accessed either through the GP, or Hospital.
If there is suspected or alleged abuse, contact should be made as soon as possible with the Somerset Safeguarding Team. A discussion can then take place as to how an investigation will be conducted i.e. whether the Safeguarding Team takes the lead or whether the matter is investigated internally. The telephone number of the Safeguarding Team is 0300 123 2224. The duty person will take the referral. Daneswood uses as guide for all safeguarding procedures Somerset County Council’s ‘Safeguarding Adults October 2017’ Threshold guidance for commissioners and care homes’ document. A copy of this is kept in the main office and in addition a copy is kept in the Care Managers office and is accessible to all.
If the resident is the responsibility of another Local Authority, usually the Somerset Safeguarding Team will inform the safeguarding team in that Local Authority if an investigation takes place.
In addition, the main contact in the Local Authority i.e. social worker or contract officer, needs to be informed at an early stage.
Consideration also needs to be given at an early stage as to how to inform parents or carers of the resident. If the Safeguarding Team is leading an investigation, then they may undertake to do this, however there should always be a negotiation around this point to ensure proper co-ordination. If there is no investigation by the Safeguarding Team, then it is the responsibility of Daneswood to keep parents informed of any concerns unless there are specific contra-indications or “best interest” decisions which have decided against this course of action.
In general, staff and managers will work closely with partner organisations where required, including the police and local safeguarding boards, and will cooperate in any abuse investigations. They will follow any protection plan agreed through multi-agency procedures in order to reduce the risk of further abuse after an actual or suspected case of abuse.
A staff member who is accused or suspected of abuse will be dealt with according to the disciplinary procedure which, subject to risk assessment, will usually mean the individual being suspended, without prejudice to that individual, pending investigation.
Any member of staff who has been dismissed for misconduct which harmed or placed at risk of harm a vulnerable adult will be reported to the Disclosure and Baring Service (DBS)
Records will be kept of all adult protection issues and relevant decisions.
Any records of safeguarding investigations will be kept separately from the care plans to ensure confidentiality and ease of access for the investigating body. However, if there are any changes required to the care plan, these should be authorised by the Registered Manager, added to the care plan and actioned as soon as possible. It is expected that this information will also be discussed at staff handover so that staff on the floor know how to provide the best care.
Notifications are made to the Care Quality Commission if the Community Team has been involved in a safeguarding capacity. This is the responsibility of the Registered Manager or someone with delegated responsibility for this task.

Management Duties

Managers and supervisors at Daneswood have a duty to:

Regularly revise policies and procedures to combat abuse, updating them with current good practice.
Operate systems of management, supervision, internal inspection, and quality control which are designed to reveal abuse if it exists and encourage a culture and ethos for the organisation which is hostile to any sort of abuse.
Operate recruitment policies and procedures which identify and exclude from employment in the organisation potential or actual abusers.
Provide training for staff in all aspects of abuse and protection, including their duties to protect residents from abuse and their rights to protection under the Public Interest Disclosure Act 1998 and the organisation’s Whistleblowing Policy.
Investigate any evidence of abuse speedily and sympathetically in full collaboration and cooperation with all other relevant adult protection agencies.
Monitor cases and incidents, analysing trends and patterns and implementing improvements to procedures if an investigation into abuse reveals deficiencies in the way in which the organisation operates or loopholes which could be exploited by abusers.

Staff Duties

Staff at Daneswood have a duty to:

Provide residents with the best possible care at all times and to never engage in any action or activity that could be construed as abusive.
Report any suspicions they might have that abuse is occurring.
Cooperate in every possible way in any investigation into an alleged abuse.
Participate in training activities relating to abuse and protection.

Applicability and Scope

This policy applies to all staff, residents, visitors, volunteers and contractors without exception. All staff have responsibility for ensuring that they work within the remit of this policy and in the manner in which they have been trained.

Responsibilities

Responsibility for the implementation, monitoring and review of this policy lies with the registered person.

When you are considering what action will be appropriate to the circumstances, your clear priority must always be the interests of the abused resident.

Confidentiality

We recognise that dealing with a sensitive issue like this can raise difficulties over confidentiality. However, since much wider considerations may have to be taken into account, it may not always be possible for you to maintain strict confidentiality; even where a resident has asked that what he/she has told you should ‘go no further’.

You must report at the earliest possible opportunity any concerns you may have about the abuse or suspected abuse of a resident. The fact that the concern might have arisen as a result of a confidence shared by a resident does not dilute that duty.

Reporting

All those making a complaint or allegation or expressing concern, whether they be staff, residents, carers or members of the general public, should be reassured that:

• They will be taken seriously

• Their comments will usually be treated confidentially but their concerns may be shared if they or others are at significant risk

• If residents, they will be given immediate protection from the risk of reprisals or intimidation

• If staff, they will be given support and afforded protection if necessary:

— They will be dealt with in a fair and equitable manner; and

— They will be kept informed of action that has been taken and its outcome

Employees who speak out (whistle blow) against their employers and/or managers in such circumstances are protected by law from being discriminated against as a result [The Public Interest Disclosure Act 1998].

Recording Events

When you become aware of abuse or suspect that it is taking place, you must make a detailed personal record of what you have seen, heard or been told about the incident/allegation.

Making and retaining records is important at all stages of the process. When compiling your notes, do so in the knowledge that at some later stage they may be used as evidence in a criminal prosecution. They should, therefore, be made at the time of the event or as soon afterwards as possible.

All records / notes must be retained.

Quick Guide to the management of Safeguarding Incidents at Daneswood:

If abuse is suspected or alleged:

Staff member should inform a Team Leader on duty immediately.
Any marks or injuries are to be recorded on body maps and passed to the senior on duty as soon as possible.
The Team Leader on duty should make contact with the Somerset Safeguarding Team as soon as possible. Guidance is in the ‘Safeguarding Adults October 2017’ document a copy of which can be found in the main office Telephone number 0300 123 2224
Initial information should be gathered e.g. name of resident, description of the incident or concern including any timings, a list of any staff that were on duty at the time and their involvement with the service user.
Consideration should be given to whether there is a need for urgent medical attention which could either be accessed through the GP or hospital.
There should be a discussion with the Somerset Safeguarding Team about respective responsibilities for the further investigation of the suspected or alleged abuse.
If it is agreed that Daneswood has the initial responsibility for investigating this should be undertaken by a Team Leader allocated to the task.
The Registered Manager or the Nominated Individual should be contacted as soon as possible for information.
Consideration should be given to contacting the parents or carers at an early stage.
If a resident is sponsored by a Local Authority and a safeguarding investigation is undertaken by The Safeguarding Team then it is expected that they will inform the Safeguarding Team of that Local Authority.
In addition, the Social Worker, or Contracts Officer of the Local Authority should be contacted by the Team Leader responsible for the care of the resident at an early stage.
Initially documentation regarding a Safeguarding incident should be kept separate and confidential.
If the Safeguarding Team investigates the matter, or decides that they need to be involved then they will convene a Vulnerable Adults Strategy Meeting to which Daneswood will normally send at least one representative, preferably two.
Changes to the care plan should be made as soon as possible and agreed with the Team Leader who line manages the resident. If they are not available then the Senior on duty should take line management responsibility and communicate with the line manager at the earliest opportunity.
A notification is made to the Care Quality Commission if the Safeguarding Team has been involved in a safeguarding role. This is undertaken by the Registered Manager, or senior member of staff with delegated responsibility.

Date

September 2025

Review Date

September 2026