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You can return to the main safer employment pages here: Link to safer employment pages
It is the responsibility of all employees to support a safe working environment and report any cause for concern appropriately. A cause for concern could include; suspected neglect, abuse, mistreatment, exploitation, theft, poor care / professional practice, criminal activity or disqualification from working with certain groups. It extends to conduct or circumstances outside of the working environment which may impact on the suitability of individuals undertaking certain activities.
Any cause for concern regarding the conduct of an individual should be reported to their line manager without delay. Where the cause for concern relates to that manager, the issue can be raised to the next level of line management. Alternatively, employees may wish to use the whistleblowing policy to raise concerns.
There are currently no template letters or resources available for this step of the Safer Employment and Criminal Convictions procedure.
However if there are any resources or templates you feel would be beneficial, please request these by contacting a member of the People Management Service.
If you would like advice, please contact the People Management Service via the People Management Portal link below and a member of the team will be in contact with you as soon as possible.
A line manager can receive a cause for concern from a number of sources (i.e. a fellow colleague, the DBS, police etc.). Line managers must arrange to meet with the individual immediately to discuss the concerns. This should be addressed in line with the preliminary stages of the disciplinary procedure (hyperlink).
Safeguarding allegations involving Children
Cumbria County Council has a Local Authority Designated Officer (LADO) who is involved in the management and oversight of individual cases involving safeguarding allegations against individuals who work with children. The LADO must be informed of all safeguarding allegations against adults who work with children as soon as possible and no later than 1 working day. The LADO provides advice and guidance on safeguarding procedures and where applicable, is involved in the initial phase of the allegation through to the conclusion of the case. Further information is available at http://cumbrialscb.proceduresonline.com/chapters/p_alleg_against_staff.html
Safeguarding allegations involving Adults at Risk
Cumbria County Council has a Position of Trust Lead who is involved in the management and oversight of safeguarding cases involving Adults at risk. The Position of Trust Lead must be informed of all allegations against staff members were there is a cause for concern relating to individuals who work with adults that appear to have health and /or social care needs.
There are currently no template letters or resources available for this step of the Safer Employment and Criminal Convictions procedure.
However if there are any resources or templates you feel would be beneficial, please request these by contacting a member of the People Management Service.
If you would like advice, please contact the People Management Service via the People Management Portal link below and a member of the team will be in contact with you as soon as possible.
Some incidents may require a referral to the DBS for their determination as to whether the individual needs to be barred from working in certain activities. Managers/Headteachers must seek advice from People Management/the HR Provider and the LADO/Position of Trust Lead as soon as they are advised of an incident which may need to be referred to DBS.
The Position of Trust Lead can advise if the matter should be made known to the Care Quality Commission (CQC) who must be notified of certain incidents, events and changes that affect a service or the people using it. This includes where there is a risk of abuse or allegation of abuse involving a person using adult social care services.
Employers and employees are responsible for adhering to guidance, codes of conduct and best practice of regulators such as Ofsted, the Nursing and Midwifery Council and the Health and Care Professions Council. Referral to the candidate's professional body may be appropriate and advice must be sought from People Management/HR Provider.
There are currently no template letters or resources available for this step of the Safer Employment and Criminal Convictions procedure.
However if there are any resources or templates you feel would be beneficial, please request these by contacting a member of the People Management Service.
If you would like advice, please contact the People Management Service via the People Management Portal link below and a member of the team will be in contact with you as soon as possible.