1.14.5 Allegations Against Staff

PROCEDURE SUMMARY

If it is suspected or it is reported that a staff member has mistreated or caused Significant Harm to a child, it is taken seriously in all cases.

1. Upon receipt of the report/allegation the manager must consult the Line Manager for the Home and the Director of Care must be notified as soon as possible.
2. In keeping with procedures outlined in Child and Adult Protection Procedure, the suspicions of Significant Harm will be reported to the relevant Local Authority Designated Officer (LADO) , who will advice on the necessary steps that must be taken including further decisions relating to the staff, children and others involved will be made in consultation with them.
3. Efforts will be made to ensure that the rights of the child and staff are protected and promoted.
4. However, staff who are suspected of Significant Harm may not be informed until the Child Protection Team and possibly the Police have decided that it is appropriate.
5. If a Child Protection Enquiry is conducted, the staff concerned may be suspended from work or asked to take 'Garden Leave'. In any case, staff will remain on full pay (excluding payments you may have been made for sleeping in etc).
6. During the enquiry the staff concerned will be asked not contact or discuss the matter with colleagues or children unless given approval by the Manager of the home. Also they may not visit homes without approval.
7. The manager will be expected to keep notes of all his/her actions/decisions and they may later be placed on personnel files - see later.
8. If an enquiry is conducted, the Child Protection Team and Police will probably interview the staff concerned.
9. Staff will be provided with support throughout the enquiry, which may include legal advice.
10. During the enquiry, staff will be given the name of a manager they can contact for advice or information on how the enquiry is proceeding.
11. Once the enquiry is complete the staff member will be informed of the outcome.
12. If the allegation is founded the Police may take further action and/or the company may initiate disciplinary proceedings.
13. If the Police decide there are insufficient grounds for a criminal investigation or conviction, the company may still decide to invoke disciplinary proceedings where it appears that procedures have not been adhered to.
14. At the end of the process or before returning to work staff will be debriefed and have the opportunity to discuss any unresolved feelings or concerns with a manager. This may be conducted with other staff involved, perhaps the person making the complaint.
15. In some circumstances it may be necessary for an independent advisor or counsellor to provide assistance and it may be necessary to provide additional training for staff concerned and/or amend policies or procedures.

End