Representations and Complaints Policy
REAP endorses that all children and young people have the right to make representations/ complaints about matters as there services they are receiving, how people/ staff are treating them or any other matter or issue.
A member of staff who is not connected to the complaint will informally meet with the complainant and other people involved in the complaint to try to find a way of resolving it. If the problem cannot be resolved the parents/guardians of the children will be asked to attend a meeting to address the issue. The outcome of the complaint may result in a verbal warning, a written warning or dismissal.
REAP commitment to equality will help to ensure that the young people we support receive a service which is underpinned by respect and value for their diversity. Our commitment is also embedded in our employment practices that emphasise the value we place on our diverse workforce.
REAP believe children and young people must be given the opportunity to develop a positive identity. Discrimination, harassment and victimization based on race, religion, culture, language, age, gender, disability, sexuality or social class will not be tolerated and will be considered gross misconduct by employees.
REAP aim to:
- Eliminate unlawful and direct discrimination
- Celebrate and value diversity
Child Protection Policy
Young People abuse has been defined in working together (DoH 1999). Four Categories were identified (which are not necessarily the only categories that exist). These are physical, emotional, sexual abuse and neglect.
If a member or staff has suspicious or has received an allegation of abuse by a child carried out by a young person, or a family member or a member of the public has made the allegation or from observation staff have made the following must be done.
Report the matter immediately to the manager
The Manager will decide if the matter is a young person protection and or potential criminal offence.
The Manager will refer the matter immediately to the respective parents/guardians.
REAP understand and encompasses the basic parameters of equality, that every young person has the right of self-determination and free expression of his /her wishes.
Bullying has been defined as any behaviour, which is intended to hurt, threaten or frighten another person or group of people and is often repeated.
If Bullying has been brought to the attention of staff, the manager will inform the accusers and accused parents, depending on the nature of the outcome it could result in a verbal warning, a written warning or dismissal.
Health and Safety policy
The RIDDOR 95 regulations apply to events, which arise out or in connection with work activities covered by the Health and Safety Act (1975). REAP staff need to inform the management of a reportable event us soon as its practicable.
No Person shall intentionally or recklessly interfere with or misuse anything provided in the interest of health and safety. Any irresponsible or reckless conduct which endangers or places seriously at risk the well-being of others will be deemed by the employer as contrary to the terms and conditions of the employees contract and can result in disciplinary action or dismissal.
It is the duty of REAP staff to ensure that all cleaning equipment and harmful substances are stored in a locked cupboard.
Accidents and dangerous occurrences must be brought to the attention to the manager. All accidents and dangerous occurrences must be recorded in the accident book and on the accident sheet and will be reported to the child or young persons parents/guardians.
The first aid box is maintained by staff and be accessible to all young people.
Medicines must be kept safely and staff need to monitor use and all administered must also be recorded. The side effects of any medicines administered must be understood and recorded.
Emergency Accident procedure
In the event of a serious accident and all head injuries staff must:
- Take child or young person to hospital and inform the parents/guardian
- Phone the ambulance.
ALL OUR POLICIES WILL BE REVIEWED ANNUALLY AND AMENDED AS NECESSARY TO REFLECT ANY CHANGES IN THE LEGISTLATION, CODES OF PRACTICE OR SPECIAL ISSUES OF CONCERN TO THE ORGANISATION.