Addressing safeguarding allegations

Identifying and reporting a cause for concern

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.

Addressing a cause for concern

A line manager can receive a cause for concern from a number of sources (for example - a fellow colleague, the DBS, police). 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.

Safeguarding allegations involving children

The 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 one 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. 

Cumbria Safeguarding Children website

Safeguarding allegations involving adults at risk

The 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.

Referrals to the DBS and regulators

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 or 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.