Staff Policy on Disclosures

HOW TO RESPOND TO A CHILD TELLING YOU ABOUT ABUSE Stay calm and reassuring. Find a quiet place to talk and allow the child to speak in their own time. Listen to the child, confirm details but do not ask leading questions. Reassure the child; explain you are glad they told you. Believe in what you are told Let the child know that they are not to blame. Do not make promises you can’t keep or make assumptions. Make brief and factual notes at the time or immediately after. Report the matter to the safeguarding lead or deputy lead PROCESS FOLLOWING DISCLOSURE The staff member who has heard the disclosure must inform the safeguarding lead or deputy immediately. 32 WHYTEBEAMS NURSERY The staff member must make an official record as soon as possible and within 24 hours on a safeguarding form. This will be signed by the staff member and countersigned by the safeguarding lead or deputy. Records should be clearly written and factual. The safeguarding lead or deputy will assess the risk and contact SPOC putting local authority procedures into place. A referral or urgent referral will be made dependent on the situation and in line with the correct timescales. If a child is believed to be in immediate physical danger the Police should be contacted on 999. If a child needs medical assistance this should be sought and the parents should be informed. Parents will be informed unless to do so would put the child and any evidence at risk. Ensure that the child’s safety is are paramount and that they are away from the alleged abuser. DISAGREEMENTS ABOUT THE NEED FOR REFERRAL If staff and managers disagree about the need for referral they should seek advice. If the matter cannot be resolved, staff can make a referral on their own by following the guidelines in the Safeguarding file or online via https://www.croydon.gov.uk/children-young-people-and-families/child-protection-and safeguarding/report-concern-about-child PREVENT DUTY – The duty to be aware of and challenge Terrorism and Extremism Prevent Duty was introduced in July 2015 and aims to safeguard people from becoming terrorist or supporting terrorism. The duty widens our safeguarding values and duties. Whytebeams staff will have an awareness for families who may be drawn into terrorism and extremism and undertake Government training regularly as advised by the Local Authority. We will promote ‘British Values’ within the EYFS curriculum within the areas of PSE and UW. This includes helping children ‘learn right from wrong, mix and share with other children, value each other’s views, know about similarities and differences between themselves and others and challenging negative attitudes and stereotypes. We will not intrude unnecessarily on family life but will take action if we observe behaviour of concern. Safeguarding (Including Prevent Duty) is everyone’s responsibility including parents, careers, visitors and the wider public and concerns should be reported via the UK Anti-Terrorist Hotline 0200 739 321. If you suspect immediate danger, you should call 999. https://www.gov.uk/government/publications/prevent-duty-guidance/revised-prevent-duty guidance-for-england-and-wales https://www.croydon.gov.uk/community-and-safety/safety/prevent-strategy MANAGING ALLEGATIONS AGAINST STAFF It is our intention that staff working at Whytebeams Nursery feel confident about coming forward and reporting any issues/concerns that they may have regarding the conduct of a fellow member of 33 WHYTEBEAMS NURSERY staff, whilst remaining protected from any subsequent discrimination. Our Whistleblowing Policy covers general concerns and this policy specifically covers how allegations against staff are managed and by whom. Concerns will always be taken seriously and dealt with fairly, promptly and sensitively. If an allegation is received about a member of staff conduct, or a child makes a disclosure, the DSL will follow the local authority’s procedure for managing allegations against staff which is located in the safeguarding file or via this link: https://www.croydon.gov.uk/children-young-people-and-families/professionals-working-children and-young-people/report-concern-about-member-staff Our Aim Is To: Ensure staff understand their responsibilities and feel confident in raising and reporting a serious concern at the earliest opportunity. Provide regular opportunities i.e. supervision, appraisals and meetings for staff to raise and discuss concerns. Ensure that staff receive a response to their concerns and that they are aware of how to pursue them if they are not satisfied. Reassure staff that they will be protected from possible reprisals, harassment or victimisation if they have made any disclosures in good faith. Support those involved including parents, carers, children, the person making the allegation and the person who is the subject of the allegation. Ensure that all members of staff understand the procedures to be followed in the event of an allegation being made against a member of staff. You should be concerned if a staff member, visitor, volunteer has; Behaved in a way that has harmed a child or may have harmed a child. Behaved towards a child in a way that indicates they are unsuitable to work with children or demonstrated inappropriate treatment/care of a child. Shown discrimination or abuse of any kind, including physical, emotional, verbal or sexual. Given you cause for concern regarding the health and safety or wellbeing of a child/ren or behaved in a way which makes you feel uncomfortable. Had an incident in their personal life which may suggest they are unsuitable to work with children. What to do or who to reported it to; Report concerns to the safeguarding lead or deputy in their absence, who will follow the local authority’s procedure. If there are concerns about the safeguarding lead’s behaviour, please report these to the deputy safeguarding lead. If you don’t feel able to report concerns in the workplace? In the event that an employee feels the matter cannot be discussed with the anyone in the workplace they should contact The LADO (Local Authority Designated Officer) Their full contact details can be found in the safeguarding file, at the back of the register, inside the kitchen cupboard or online. 34 WHYTEBEAMS NURSERY LADO Service Manager Steve Hall : steve.hall@croydon.gov.uk Telephone: 020 8726 6000 Ext 24334 Mobile: 07825 830328 LADO - Jane Parr : jane.parr@croydon.gov.uk Telephone: 020 8726 6000 Ext 24817 Mobile: 07716 092630 Email: LADO@croydon.gov.uk Karen Anns (Business Support Coordinator) 0208 726 6000 Ext 23981 Switchboard 0208 760 6400. Ofsted can also be contacted on 0300 123 1231 for advice or 0300 123 4666 for complaints. If you are the person making the allegation – this could be a staff member, parent or member of the public. The safeguarding lead will listen, support you and record your concerns on a safeguarding log, ensuring you have made the allegations in good faith. Every attempt will be made to keep confidentiality. The safeguarding lead will then follow the local authority’s procedure for managing allegations against staff. If you are the subject of the allegation. The safeguarding lead or deputy will clarify the allegation with the person making it and will report initial facts to the LADO for advice and follow that advice. You may not be notified immediately as to do so would risk any investigation, or evidence being compromised which could lead to a child being silenced. You will be supported at the appropriate level and kept informed of progress when advised and given timeframes if possible. Disciplinary action including suspension or dismissal could be the outcome if there are legitimate grounds for concern. If a member of staff has obviously assaulted a child advice will be sought from the LADO. The staff member may be suspended with immediate effect and the police should be informed. Disciplinary action will follow. Once concerns are brought to the safeguarding lead or deputy lead, they will: Ensure the child is safe. Make a written record of the concerns with the person raising them on a safeguarding form. Both should sign and date the form and the deputy safeguarding lead should countersign. Names, times and initial facts should be clearly recorded Immediately follow the local authority’s process for managing allegations against staff. Contact the LADO within 24 hours for advice on how to proceed. Take action, as advised by the LADO in accordance with our policy. Inform the Police if a staff member has obviously assaulted a child. The safeguarding lead or deputy must NOT speak to the child or member of staff in relation to the allegation. THE ROLE OF THE LADO The LADO will decide where the threshold for investigation under child protection procedure is met and coordinate activity. Once it is clear the individual should be referred, this should occur without delay so that an agreement can be made about immediate action and what information can and cannot be shared. If deemed necessary, the matter could be referred and put through the local authorities established Safeguarding Children procedures and may form the subject of an independent inquiry. It may also be necessary for Whytebeams Disciplinary Procedure to be followed. 35 WHYTEBEAMS NURSERY THE LADO WILL ALWAYS ADVISE THE APPROPRIATE COURSE OF ACTION. WHAT HAPPENS AFTER REFERRAL The safeguarding lead will follow and put into place the LADO’s advice. They will support the staff member and keep them informed of the process and outcomes in line with the LADO’s guidance, unless legal reasons determine otherwise. Disciplinary action may follow. Every attempt will be made to maintain confidentiality for all parties. If a member of staff makes an allegation maliciously or for personal gain, appropriate action, including disciplinary action, may be taken. OUTCOMES Staff members who are proven to have mistreated or abused children in any way will immediately be dismissed in line with our Disciplinary Procedure. If necessary, the offence/member of staff will be reported to OFSTED – 0300 123 1231 and Croydon Children’s Services – 020 8726 6400. Where staff are proven not to have acted inappropriately, support will be given and they will be supported. The Public Interest Disclosure Act 1998 seeks to protect employees from discrimination as a result of ‘blowing the whistle’ on their organisation, or individuals within it, through amendments to employment law.com