SAFEGUARDING POLICY | Benefit Advice Shop

Policy date: 25/11/2014

Reviewed Every six months

Reviewed April 2023.

Date of next review: September 2023

THE BENEFIT ADVICE SHOP

SAFEGUARDING POLICY

The Benefit Advice Shop is committed to being a good employer, as such all members of staff, volunteers, the Board of Trustees and clients should feel safe and secure and be treated with dignity whilst carrying out their business at the Benefit Advice Shop.

This policy aims to set out the policy and procedures for safeguarding all who interact with the Benefit Advice Shop.

Safeguarding is the responsibility of all in Wales under the Social Services and Well-Being Act 2014.

The Board of Trustees has overall responsibility for the Safeguarding at the Benefit Advice Shop, however, they have delegated the day to day responsibility of Safeguarding to the Lead Safeguarding Officer who is currently the Manager, Barry Speake and in his absence the Deputy Lead for Safeguarding, Welfare Rights Officer, Michelle Thomas. All safeguarding issues should immediately be discussed with Mr Speake, or if the issues lies with Mr Speake, or in his absence, with Michelle Thomas.

In the absence of a Safeguarding Officer all safeguarding issues regarding adults should be reported to Denbighshire County Council Single Point of Access (SPoA).

SPoA can be contacted by telephone on 0300 4561000 between 8am and 6pm Monday to Friday, and between 10am and 4pm at weekends and Bank Holidays (except Christmas Day and Easter Sunday). Outside of these hours or in an emergency a duty social worker can be contacted on 0345 053 3116.

Online contact for SPoA can be found on: Safeguarding adults | Denbighshire County Council

In the absence of a Safeguarding Officer all safeguarding issues regarding the welfare or safety of a child or young person contact: 01824 712200 Monday to Thursday, 9am to 5pm and Friday 9am to 4.30pm. Evenings and weekend contact 0345 053 3116.

Email contact cfsgateway@denbighshire.gov.uk.

The Board of Trustees must be informed as soon as possible of potential safeguarding issues.

All staff, volunteers and Board Members will be trained in Safeguarding issues on commencement and regular updates will be provided to all members.

In order to ensure the safety of all members and clients of the Benefit Advice Shop Safeguarding measures have been put in place that are the responsibility of all staff, volunteers and members of the Board of Trustees.

Board of Trustees

The Board of Trustees has overall responsibility for the safeguarding of all at the Benefit Advice Shop.

They will ensure the following:

They will undergo all necessary training to ensure that safeguarding measures are carried out correctly and fairly

All safeguarding issues will be presented to the Board of Trustees as soon as possible after they have arisen.

They will support the staff and volunteers in regards to safeguarding issues and ensure that all policies and procedures are carried out fairly and all members will be treated with courtesy and dignity at all times

All staff and volunteers will be subject to a DBS check and a risk assessment prior to starting their role (see Policy regarding DBS Checking)

No new member of staff or volunteer will be left alone with clients or other members of staff, Board of Trustees, volunteers until they have been assessed to carry out their role in accordance with the Safeguarding policies

No member of staff or volunteer will be left alone to deal with a situation, or a person that they do not feel comfortable with

All members of staff and volunteers are made aware of the Personal Alarm system and how to use it before commencing work at the Benefit Advice Shop.

All members of staff are made aware of the policies to prevent harm that are available on the office manual

There are a range of policies that the Board of Trustees have put in place in order to ensure the safety of all members of the Benefit Advice Shop such as The Code of Conduct, Equality and Diversity Policy, the Disciplinary Policy, Complaints Procedure, The Protection of Whistleblowers, Grievance Policy, it is the role of the Board to ensure that all members of the Benefit Advice Shop are aware of these policies and procedures and are able to carry them out fairly and with courtesy and dignity for all involved where necessary

Staff

The Benefit Advice Shop aims to be a good employer and aims to ensure that all staff are treated with respect, courtesy and dignity at all times, and that staff are happy in their work, as such it has a range of policies and procedures to ensure the security of all its members.

All members of staff will be trained in Safeguarding policy and procedures on commencement of their duties

All staff will be made aware of the Safeguarding Lead and Deputy, and their role for safeguarding on commencement

All staff will be made aware of the Personal Alarm system and all the policies and procedures designed to ensure their safety as well as the safety and security of all members of the Benefit Advice Shop

All members of staff will be subject to a DBS check prior to starting work, any employment offer will be subject to a satisfactory DBS check

No new member of staff will be left alone with clients or other members of staff until a full risk assessment and DBS check has been caried out.

Lead Safeguarding Officer

Will be the person appointed by the Board of Trustees who is responsible for ensuring the Safeguarding Policy is carried out correctly.

Will be correctly trained in Safeguarding

Will update the policy accordingly

Will keep the Board up to date on all aspects of safeguarding issues

Will inform the Board as soon as is practicable on any issue that has presented regarding a safeguarding issue

Will investigate any safeguarding issues thoroughly

Will, where necessary inform the relevant authority where a safeguarding issue has taken place (Police, Local Authority, POVA, Social Services)

Will ensure that DBS checks are carried out on a regular basis

Will ensure that all staff, volunteers and Board of Trustees have the relevant training in Safeguarding policy and procedure

Deputy Safeguarding Officer

Has the same role as the Lead Officer, in the absence of the lead officer, or if there is a safeguarding issue regarding the Lead Officer

Will assist the Lead Officer in updating the policies and procedures related to safeguarding

Volunteers

The Benefit Advice Shop recognises the value that volunteers give to the organisation and aims to provide a safe, secure and friendly environment for volunteers to thrive. The organisation is committed to the personal growth of volunteers during their time at the Benefit Advice Shop, but it recognises that some people may not be suitable for a role within the organisation and are unsuitable to work with vulnerable adults and children.

The Benefit Advice Shop has a responsibility to ensure the safety of both its clients and its volunteers and therefore has a number of procedures designed to protect both

The Benefit Advice Shop will carry out all necessary checks to ensure the safety of all its members, including a DBS check and risk assessment for new volunteers.

A volunteer will not be left alone with children or vulnerable adults

A volunteer will never be asked to carry out a Home visit alone

A volunteer will always have an experienced member of staff assigned to them for supervision in order to ensure that they are carrying out their role correctly and to ensure that if there are any concerns they are brought to the attention of a member of staff.

Volunteers will always be supported by staff and will never be asked to carry out a duty they feel uncomfortable with, or feel unsure of doing, volunteers are actively encouraged to speak out and are continuously assessed in their work to ensure that they are not overloaded, or asked to carry out any duty beyond their remit

The Benefit Advice Shop will ensure full training in all aspects of the role the volunteer is undertaking, including reporting any concerns to the Lead Safeguarding Officer

Regular reviews and supervision meetings will be carried out

Child Protection

The Management [1]of the Benefit Advice Shop recognises that the protection and safety of children and young people, i.e. those who have not yet reached their eighteenth birthday, is everybody’s responsibility. This policy, the related procedures and the Code of Good Practice which follow, establishes the roles and responsibilities of staff[2], in relation to the protection of children, with whom their work brings them into contact.

In relation to child protection, the approach the Benefit Advice Shop will take is based on, and reflects, the principles of relevant legislation and guidance relating to the protection of children.

The welfare of the child is the paramount consideration
All children, regardless of age, disability, gender, racial or ethnic origin, religious belief and sexual orientation have a right to protection from harm or abuse.

The management is responsible for child protection within the Benefit Advice Shop. They have designated the manager / Lead Safeguarding Officer to oversee this on their behalf. This will include ensuring the implementation and monitoring of this policy.

In relation to the recruitment and selection of staff, this will also include ensuring that the appropriate DBS checks are carried out, and references taken which refer to candidates’ suitability to work/have contact with children.

It is also the responsibility of the management of the Benefit Advice Shop to ensure that all staff for whom they are responsible, are aware of and understand the importance of implementing this policy and the related procedures and code of good practice.

Whilst management recognises that the Benefit Advice Shop is not a child protection agency, if children are to be truly protected it is essential that everyone working with children and young people contributes to those with direct responsibility for the protection of children. The procedures that follow recognise and are consistent with that objective and have been designed to complement the Regional Safeguarding Children Board and local authority procedures.

As a responsible body, we can not and should not restrict our sense of duty to those children and young people we identify as our service users. Staff, through their work, come into contact with a number of children each and every year. By being vigilant and acting where concerns exist, we can play an important part in their protection.

In operating this policy, staff must also be aware that within the field of child protection there is no confidentiality, as would normally be expected. Concerns relating to the abuse of children and young people must be reported as outlined in the following procedures.

Guidance in the form of a Code of Good Practice has also been developed to provide staff with ideas that not only will help to protect children, but will also help to identify any practices which could be mistakenly interpreted and perhaps lead to false allegations of abuse. Staff should familiarise themselves with this and if it is necessary to carry out practices contrary to it, only do so after discussion with, and the approval of, the management.

Remember, non-action is never an option, in child protection.

SAFEGUARDING CHILDREN PROCEDURES FOR

THE BENEFIT ADVICE SHOP

PART ONE

PROCEDURE TO BE FOLLOWED IF YOU THINK A CHILD MAY BE AT RISK OF ABUSE, IS BEING, OR HAS BEEN, ABUSED EITHER BY:

A Member of Staff

A member of their family

Any other person, including another child

The management of the Benefit Advice Shop are responsible for ensuring that all staff, for whom they are responsible, are aware of and understand the importance of implementing these procedures. Even though the overwhelming majority of children, which you will come into contact with through your work, are likely to experience a perfectly safe and happy childhood.

It is recognised as well, that a percentage of the children you come into contact with will, through the nature of their experiences, demonstrate behaviours which might be indicators of child abuse. Many factors associated with disadvantage can also result in a child’s behaviour being affected, thereby making the identification of abuse even more difficult. You are not expected to suddenly become an expert in child protection nor are you expected to investigate child abuse. You are, however, expected to comply with these procedures.

Staff, who for any reason become concerned that a child may be at risk of abuse, is being, or has been, abused must immediately report that concern to the Lead Safeguarding Officer, or the Deputy in the absence of the Lead.

The Lead Officer will discuss your concerns with you to clarify their cause and obtain all the known relevant information. This will then be forwarded to the appropriate local Social Services Department stating that it concerns child protection.

In the absence of The Lead or Deputy Safeguarding Officer you should report the concerns directly to the local Social Services Department and then inform The Lead or Deputy Officer as soon as possible.

Should your concern relate to the group’s Lead or Deputy Officer you should contact the Social Service Department directly.

NB if your concerns are raised by something you become aware of while in a school, or through a school related activity, undertaken in the course of your work you must immediately inform the school’s Child Protection “Designated Teacher” and then follow the instruction as outlined above.

SAFEGUARDING CHILDREN PROCEDURES FOR

THE BENEFIT ADVICE SHOP

PART TWO

PROCEDURE TO BE FOLLOWED IF A CHILD TELLS YOU THAT THEY ARE BEING, OR HAVE BEEN, ABUSED:

Children will occasionally disclose abuse to an adult they have come to feel they can trust. This happens for many reasons but the important thing to remember is that if they do tell you, they are doing so in the hope that you will act to stop it happening, even if they ask you not to do anything with the information.

Children may feel as if they are betraying someone they are close to and whom they love. It is not unusual for a child to love the abuser but want the abuse to stop, especially when that person is a parent or a carer. Equally, it may be someone they fear e.g. an adult whom they perceive to be able to influence decisions concerning their future. Either way, it takes great courage for a child to talk to an adult about abuse and your response can be crucial.

It is important to remember too, that it can be more difficult for some children to tell than for others. Children who have experienced prejudice and discrimination through racism may well believe that people from other ethnic groups or backgrounds don’t really care about them. They may have little reason to trust those they see as authority figures and may wonder whether you will be any different.

Children with a disability will have to overcome barriers before disclosing abuse. They may well rely on the abuser for their daily care and have no knowledge of alternative sources. They may have come to believe they are of little worth and simply comply with the instructions of adults.

If a child discloses abuse to you in the course of your work it is important to react appropriately:

DO:

Remain calm and receptive
Listen without interrupting
Only ask questions of clarification if you are unclear what the child is saying
Make it clear you take them seriously
Acknowledge their courage in telling you
Tell them they are not responsible for the abuse
Let them know you will do what you can to help them

DO NOT:

Allow your shock or distaste to show
Probe for more information / ask other questions
Make assumptions or speculate
Make negative comments about the abuser
Make promises you cannot keep
Agree to keep the information secret

It is therefore essential that everything possible is done to protect the children who place their trust in us. If a child tells you that they are being, or have been, abused you must:

Make an immediate record of what the child has said, using their own words
Follow the instructions for reporting to your line manager, as set out in procedure one
Tell them that you will have to inform your Lead Officer and that the childcare authorities will also have to be informed.

SAFEGUARDING CHILDREN

CODE OF GOOD PRACTICE

This code has been developed to provide you with advice that not only will help to protect children, but will also help you and your colleagues identify any practices which could be mistakenly interpreted and perhaps lead to false allegations of abuse.

Good practice will also protect the Benefit Advice Shop through reducing the possibility of anyone using their role to gain access to children, in order to abuse.

While it is not intended that this code should restrict staff from normal ways of working e.g. comforting a distressed child through providing a hug, there is much they can do to avoid situations that may give rise to misinterpretation, which will also work to protect children.

If in doubt, consider how an action or activity may be perceived as opposed to how it is intended.

Wherever possible, you should be guided by the following advice.

If it is necessary to carry out practices contrary to it, you should only do so after discussion with, and the approval of, your line manager / designated person / management group representative.

Avoid unobserved situations of one-to-one contact with a child. If it is unavoidable, always keep a door open and ensure you are within the hearing of other adults.

Never invite a child to your home without the knowledge and consent of the parents/carers and your line manager/ designated person/ management group representative.

Never offer to take a child alone in your own vehicle without the knowledge and consent of the parents/carers and your line manager/designated person/management group representative.

If it is necessary to do things of a “personal” nature for a child e.g. nappy changing or toileting if they are very young or disabled, ensure these are carried out with the full knowledge of the parents/carers and your Lead Safeguarding Officer

Develop a culture in which staff feel comfortable enough to point out inappropriate attitudes and behaviours to each other.

Don’t engage in or allow any sexually provocative games involving or observed by children, whether based on talking or touching
Never make suggestive remarks or discriminatory comments to a child

Don’t engage in or tolerate any bullying of a child, either by adults or other children

Don’t engage in or tolerate inappropriate physical activity involving children

Never enter a room where a child may be changing their clothes or not be fully dressed, without first getting their consent to enter

Respect all children, regardless of their age, gender, ethnicity, disability or sexual identity

Avoid “favouritism” and singling-out “troublemakers

Never trivialise child abuse

Never let allegations by a child go unreported, including any made against you.

Staff should not communicate with service users or their family members outside of the proper channels, they should not become “friends” on Facebook with service users or their family members

Staff should report immediately to the manager if they receive any inappropriate messages or images, especially those termed child abuse images, they should not delete them and should not share them electronically with anyone, but should allow the manager / Lead Safeguarding Officer to bring the issue to police attention.

Safeguarding Vulnerable Adults

The management[3] of the Benefit Advice Shop recognises that the protection and safety of vulnerable adults is everyone’s responsibility. The Benefit Advice Shop defines a vulnerable adult based on the Law Commission’s definition – that is a person who: “is or 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 him or herself against significant harm or exploitation”.

In clarifying this further the Benefit Advice Shop adopts the Department of Health’s guidance in that an “adult” refers to a person aged 18 years and over and that people with learning difficulties, mental health problems, older people and people with a disability or impairment will be included within this definition, particularly when their situation is complicated by additional factors, such as physical frailty or chronic illness, sensory impairment, challenging behaviour, drug or alcohol problems, social or emotional problems, poverty or homelessness.

This policy, the related procedures and the Code of Good Practice which follow, establishes the roles and responsibilities of staff[4], in relation to the protection of vulnerable adults, with whom their work brings them into contact.

In relation to vulnerable adults, the approach the Benefit Advice Shop will take is based on, and reflects, the principles of relevant legislation and guidance relating to the protection of vulnerable adults.

The welfare of the vulnerable adult is the paramount consideration
All vulnerable adults, regardless of age, disability, gender, racial or ethnic origin, religious belief and sexual orientation have a right to protection from harm or abuse.

The management are responsible for the protection of vulnerable adults within the Benefit Advice Shop. They have designated the Lead Safeguarding Officer to oversee this on their behalf. This will include ensuring the implementation and monitoring of this policy.

In relation to recruitment and selection of staff, this will also include ensuring that all criminal disclosures are made regardless of when they were committed or whether they were of major or minor consequence including spent convictions under the Rehabilitation of Offenders Act, and references taken which refer to candidates’ suitability to work/have contact with vulnerable adults.

Management recognises that if vulnerable adults are to be truly protected it is essential that everyone working with vulnerable adults contributes to the work of those with direct responsibility for the protection of vulnerable adults. The procedures that follow recognise and are consistent with that objective and have been designed to complement Local Authority procedures.

As a responsible body, we can not and should not restrict our sense of duty to those vulnerable adults we identify as our service users. Staff, through their work, come into contact with a number of vulnerable adults each and every year. By being vigilant and acting where concerns exist, we can play an important part in their protection.

In operating this policy staff must also be aware that, in order to protect vulnerable adults, in some circumstances it will be necessary to share what might normally be regarded as confidential information. The following principles should be adhered to:

Information will only be shared on a need to know basis.
Information will only be shared when it is in the best interests of the services users.
Confidentiality must not be confused with secrecy.
Informed consent should be obtained but if this is not possible and other vulnerable adults are at risk it may be necessary to override it.

Guidance in the form of a Code of Good Practice has also been developed to provide staff with ideas which not only will help to protect vulnerable adults, but will also help to identify any practices which could be mistakenly interpreted and lead to false allegations of abuse. Staff should familiarise themselves with this and if it is necessary to carry out practices contrary to it, only do so after discussion with, and approval of, the management.

Remember, the first priority should always be to ensure the safety and protection of vulnerable adults and that it is the responsibility of all staff to act on any suspicion or evidence of abuse or neglect.

SAFEGUARDING VULNERABLE ADULTS PROCEDURES

FOR THE BENEFIT ADVICE SHOP

PART ONE

PROCEDURE TO BE FOLLOWED IF YOU THINK A VULNERABLE ADULT MAY BE AT RISK OF ABUSE, IS BEING, OR HAS BEEN, ABUSED, EITHER BY:

A member of Staff
A member of their family
Any other person, including another vulnerable adult

The management of the Benefit Advice Shop are responsible for ensuring that all staff, for whom they are responsible, are aware of and understand the importance of implementing these procedures. Even though the overwhelming majority of vulnerable adults, which you will come into contact with through your work are likely to experience a perfectly safe and happy life.

It is recognised as well that a percentage of vulnerable adults that you come into contact with will, through the nature of their experiences, demonstrate behaviours that might be indicators of abuse. Many factors associated with disadvantage can also result in a vulnerable adult’s behaviour being affected, thereby making the identification of abuse even more difficult. You are not expected suddenly to become an expert in the protection of vulnerable adults nor are you expected to investigate abuse. You are, however, expected to comply with these procedures.

Staff, who for any reason become concerned that a vulnerable adult may be at risk of abuse, or has been, abused must immediately report that concern to their Lead Safeguarding Officer.

The line manager/designated person/management group representative will discuss your concerns with you to clarify their cause and obtain all the known relevant information. This will then be forwarded to the appropriate local Social Services Department stating that it concerns vulnerable adult protection.

In the absence of The Lead Officer or the Deputy you should report your concerns directly to the local Social Services Department and then inform the Lead Officer as soon as possible.

Should the concern relate to the Lead Officer you should contact the Social Services Department directly.

SAFEGUARDING VULNERABLE ADULTS PROCEDURES

FOR THE BENEFIT ADVICE SHOP

PART TWO

PROCEDURE TO BE FOLLOWED IF A VULNERABLE ADULT TELLS YOU THAT THEY ARE BEING, OR HAVE BEEN, ABUSED:

Vulnerable adults will occasionally disclose abuse to an individual they have come to feel they can trust. This happens for many reasons but the important thing to remember is that if they do tell you, they are doing so in the hope that you will act to stop it happening, even if they ask you not to do anything with the information.

Vulnerable adults may feel as if they are betraying someone they are close to and whom they love. It is not unusual for a vulnerable adult to love the abuser but want the abuse to stop, especially when that person is a family member or carer. Equally, it may be someone they fear e.g. a person whom they perceive to be able to influence decisions concerning their future. Either way, it takes great courage for a vulnerable adult to talk about abuse and your response can be crucial.

It is important to remember too, that it can be more difficult for some vulnerable adults to tell than for others. Vulnerable adults who have experienced prejudice and discrimination through racism may well believe that people from other ethnic groups or backgrounds don’t really care about them. They may have little reason to trust those they see as authority figures and may wonder whether you will be any different.

Vulnerable adults with a disability will have to overcome barriers before disclosing abuse. They may well rely on the abuser for daily care and have no knowledge of alternative sources.

If a vulnerable adult discloses abuse to you in the course of your work it is important to react appropriately.

DO:

Remain calm and receptive
Listen without interrupting
Only ask questions of clarification if you are unclear what the vulnerable adult is saying
Make it clear you take them seriously
Acknowledge their courage in telling you
Tell them they are not responsible for the abuse
Let them know you will do what you can to help them and, where possible, get their consent to inform your line manager/designated person/management group representative and local Social Services Department

DO NOT:

Allow your shock or distaste to show
Probe for more information/ask other questions
Make assumptions or speculate
Make negative comments about the abuser
Make promises you cannot keep
Agree to keep the information secret

It is therefore, essential that everything possible is done to protect vulnerable adults who place their trust in us. If a vulnerable adult tells you that they are being, or have been, abused you must:

Make an immediate record of what the vulnerable adult has said, using their own words
Follow the instructions for reporting to your line manager, as set out in procedure one
Tell them that you will have to inform your line manager/designated person/management group representative and that if appropriate; the relevant authorities will also have to be informed.

VULNERABLE ADULTS

CODE OF GOOD PRACTICE

This Code has been developed to provide you with advice that not only will help to protect vulnerable adults, but will also help you and your colleagues identify any practices which could be mistakenly interpreted and perhaps lead to false allegations of abuse.

Good Practice will also protect the Benefit Advice Shop through reducing the possibility of anyone using their role to gain access to vulnerable adults, in order to abuse.

While it is not intended that this Code should restrict staff from normal ways of working e.g. comforting a distressed vulnerable adult through providing a hug, there is much they can do to avoid situations that may give rise to misinterpretation, which will also work to protect vulnerable adults.

If in doubt, consider how an action or activity may be perceived as opposed to how it is intended.

Wherever possible, you should be guided by the following advice.

If it is necessary to carry out practices contrary to it, you should only do so after discussion with, and approval of, Lead Officer.

As Chair of the Board of Trustees, I understand that the Board of Trustees has overall and full responsibility for the safeguarding of all at the Benefit Advice Shop.

Signed on behalf of the Board of Trustees

Melanie Jones, Chair 1-09-2022

[1] Within this document, the term management refers to those responsible for the organisation, The Board of Trustees.

[2] Within this document, the term staff refers to any person, either paid or unpaid, carrying out any duties on behalf of the Benefit Advice Shop.

[3] Within this document the term management refers to those responsible for the organisation, the Boardof Trustees.

[4] Within this document, the term staff refers to any person, either paid or unpaid, carrying out any duties on behalf of the Benefit Advice Shop