NVQ Level 3 - princples of safeguarding and protection in health and social care

Safeguarding Adults Boards – raises awareness and promotes the welfare of vulnerable adults by the development of an effective co-operative. This group of people come from a wide range of public and voluntary services and other organisations and is committed to ensuring that the work done effectively brings about good outcomes for adults. It is an organisation that draws on expertise and experience from a number of sources. The Police – their role is to safeguard vulnerable adults, investigate all reports of vulnerable adult abuse and protect and uphold the rights of vulnerable adults. Care Quality Commission (CQC) is the regulatory board and their role is to monitor and provide guidance on what all health and social care providers must do to safeguard vulnerable adults from abuse.

There are many procedures, policies, legislations and statutory guidance to support the safety and welfare of children and young people. They have been developed over many years to recognise the rights of children and young people, protect vulnerable children and young people and after independent inquiries of fatal abuse cases, to recognise the failures of multi agencies and support services.

In order to not only promote the welfare of children within a setting but also to protect them from harm and abuse there are a number of pieces of legislation and statutory guidance that must be adhered to. Both laws and statutory guidance are mandatory and so legally enforceable and must act as a foundation of which policies and procedures within any setting can be based upon.

1) Physical abuse – is where contact is made with the person like hitting them or biting and scratching them to hurt them or can be more sinister like burning them intentionally or using restraint this could lead to the person being reluctant to being alone with the carer/carers

Signs that someone is trying to take control of their body image, for example, anorexia, bulimia or self-harm

Any statements of abuse must be treated seriously, reported and investigated as soon as possible. All staff must be alert to possible abuse and inform appropriate colleague about this matter. All staff is also responsible for their safeguarding CPD been up to

For instance Carole was bullied with her new boss while she has enjoyed her job nearly a decade (Hawkins K 2010). Not only Carole being bullied, bullies are not necessary men but also women who actually target other women. There are various solutions suggested on how to deal with these bullies. First, the article advices the need of remaining emotionless whenever a boss shouts/yell to pass his/her orders across. Second, it is said, you should most definitely report it but beforehand make sure to write every incident that has occurred. Thirdly, take the cause of the problem to its source by either talking directly to the one who has threatened and seek unbiased witness if necessary. However, withdraw your contract with the company if you can’t put up with the issue/bullying. Generally Kathryn gives suggestions but full discretion is left to the victim to

5. Decide on follow-up. If the person who is being hostile doesn’t change I will refuse to work in that environment and/or ask for help from management if needed. I will never again allow myself to be abused because I am employed. No other profession would be forced to feel unsafe, so neither should

She's right about coming to a friend for emotional support and could act as a witness if the situation worsens. Assert efforts discussing about the matter in a proffessional attitude to the harasser. Avoid being alone wiht the harasser send him a letter or email to keep their relationship professional and that you are not interested. Keep a record of all incidents such as where it took place, date and time, what words were exactly used, how you felt and witnesses. Record through your phone when suspecting incident is about to happen but be wary about the laws as it may be illegal in some states. If all else fails file a complaint and consult legal aids within that area. You may get something back if you get fired for reasons arising from sexual

"What I would do is let only the people who really need to be involved in this situation know what happened. Keep it away from co-workers and from outside individuals. Squash any gossip that might make the event spread around. Keep in contact with strictly the immediate supervisors AND keep an eye on your supervisors to make sure they're not the ones that discriminate. Any further issues within the workplace can be noted by the whistleblower and passed onto the court, meaning further action against our company. Remaining neutral to the whistleblower is always the best course of action".

Mr. Feals can tell you that a group of employees Donna Myers ,Tim Simms, Robert Godzik, Mike Niehenke maintenance employees bullied against several employees, William Franicola supervisor promotes this type of behavior. Witness Donna Myers and Mike Niehenke Making slurs and comments at morning sign in. He witness how upset I was Donna Myers and Mike Niehenke waited outside maintenance building making slurs at me. I was having a panic attack and Mr Franicola didn't want to reprimand these employees.How He was off work for 11 weeks of false allegations against him by Donna Myers after parting ways with this

One morning at work I was confronted by a staff member called * Amy who began to yell at me. *Amy has always put me down, bullied me. I was working a day shift with *Amy. She wouldn’t talk to me or help me transfer a resident who wanted to have their shower. This continued all day, the Registered Nurse was helping me transfer and attend to personal care as *Amy refused to help me.

Basic steps for employers to take to prevent potential claims include 1) having a strong written policy in place on sexual harassment in which it is clearly stated as high priority; 2) being sure that any policy is distributed to all current and incoming employees as well as posting copies in office and break areas and; 3) provide multiple options to report harassment claims.

If I was working in a company for many years and I found out that someone was doing something inappropriate for the company I would first gather evidence to back up myself. It is hard to protect yourself from your employers when the person who is doing inappropriate things in the company is a family member of the owner or superior. Sometimes family members of the owners of companies are the ones that do more inappropriate things than the workers.

I witnessed Mr. Demissie coming inside our workplace in Fall 2014, vervually abusing my manager Rahel because she was ignoring him and did not want to talk to him. He was obessed with her. Our branch manager at the time which was Steven Svoboda kicked him out of the branch and told him he is not welcome to come back inside the branch anymore. When he was banned from coming inside the branch he started to call the branch's number nonstop. The employees that were working here at time would answer and tell Mr. Demissie that she is not here. That only made him more upset. When we told him that he would start verbually abusing the employees