Constitution and Child Policy Statement for SSC Mixed Hockey Club
Constitution
1 Name
The club will be called SSC MIXED HOCKEY CLUB and will be affiliated to the Leicestershire & Rutland Hockey Association.
2. Aims and Objectives
The aims and objectives of the club will be:
To offer coaching and competitive opportunities in hockey
To promote young people the club within the local community and hockey
To provide young people with a good experience of the sport of hockey
To coach and teach young people the rules and skills of hockey
To establish a sound future for the club through the development of young players
To ensure that young people playing hockey at the club enjoy their sports and have fun
To develop links with local schools and encourage young people in the local community to play hockey
To ensure a duty of care to all members of the club
To provide all its services in a way that is fair to everyone
To ensure that all present and future members receive fair and equal treatment.
3. Membership
Membership should consist of officers and members of the club.
All members will be subject to the regulations of the constitution and by joining the club will be deemed to accept these regulations and codes of conduct that the club has adopted.
Members will be enrolled in one of the following categories:
Full member
Associate member
Junior member
Members in each category shall pay Membership fees are fixed at each Annual General Meeting. The Club in General Meeting may also require Members to contribute to the funds of the Club by way of a special levy.
Any person seeking to join the Club shall submit any application to the Executive Committee. Members shall be admitted by the Executive Committee. Membership is open to all the no application for membership will be refused on other than reasonable grounds. There will be no discrimination on grounds of race, occupation, sex or religious, political or other opinion.
4 Membership Fees
Membership fees will be set annually and agreed by the Executive/Management Committee or determined at the Annual General Meeting.
Fees will be paid annually by subscription.
4. Officers of the club
The officers of the club will be:
Chair
Honorary Secretary
Treasurer
Vice Captain
Officers will be elected annually at the Annual General Meeting.
All officers will retire each year but will be eligible for re-election.
5. Committee
The club will be managed through the Management Committee consisting of:
Chair, Secretary, Treasurer, Captain, Vice Captain. Only these posts will have the right to vote at meetings of the Management Committee.
The Management Committee will be convened by the Secretary of the club and held no less than 4 per year.
Meetings of the club shall be called as often as deemed necessary by the Officers of the Club, and may be called by any three full members.
The quorum for business to be agreed at Management Committee meeting will be: 3
The Management Committee will be responsible for adopting new policy, codes of conduct and rules that affect the organisation of the club.
The Management Committee will be responsible for disciplinary hearings of members who infringe the club rules/regulations/constitution. The Management Committee will be responsible for taking any action of suspension or discipline following such hearings.
The Management Committee shall also be the trustee of the Club who shall hold any property belonging to the Club in their name and shall further be entitled to sue and be sued on behalf of the Club as trustees they shall be entitled to personal indemnity out of the funds of the Club where they are acting bona fide in their capacity as officers of the Club
7. Finance
The club monies will be banked in an account held in the name of the club.
The financial year of the club will be end: 31 April each year.
A Financial statement of annual accounts will be presented by the Treasurer at the Annual General Meeting.
Any cheques drawn against club funds should hold the signatures of the Treasurer plus on other officer.
8. Annual General Meetings
Notice of the Annual General Meeting (AGM) will be given by the Club Secretary. Not less than 21 clear days’ notice to be given to all members.
The AGM will receive a report from officers of the Management Committee and a statement of the audited accounts.
Nominations for the officers of the Management Committee will be sent to the Secretary prior to the AGM.
Elections of officers is to take place at the AGM.
All members have the right to vote at the AGM.
The quorum for the AGMs will be 25% of membership.
The Management Committee has the right to call Extraordinary General Meeting (EGMs) outside the AGM. Procedures for the EGMs will be the same as for the AGM.
9. Discipline and Appeals
All complaints regarding the behaviour of members should be submitted in writing to the Secretary. The Management Committee will meet to hear complaints within 14 days of a complaint being lodged. The committee has the power to take appropriate disciplinary action including the termination of membership.
The outcome of a disciplinary hearing should be notified in writing to the person who lodged the complaint and the member against whom the complaint was made within 7 days of the hearing.
There will be the right of appeal to the Management Committee following disciplinary action being announced. The committee should consider the appeal within 14 days of the Secretary receiving the appeal.
10. Dissolution
A resolution to dissolve the club can only be passed at an AGM or EGM through a majority vote of the membership.
The Club is a non-profit making organisation. All profits and surplus will be used to maintain or improve or develop the Club’s facilities or to carry out the objects of the Association to which it is affiliated. No profit or surplus will be distributed other than to another non-profit making body on a winding-up or dissolution of the Club.
If, upon the winding up or dissolution of the Club there remains after the satisfaction of all its debts and liabilities any property whatsoever, the same shall be transferred to some other organisation or organisations having objects similar to the objects of the Club, such organisations to be determined by the members of the Club by Resolution passed at a General Meeting or in the absence of such a resolution (or that the extent to which it cannot be give effect) to the Association to which the Club is affiliated.
In the Event of a Club defaulting on any financial transaction, only FULL member will be jointly and severally responsible, i.e. each member is liable for the full amount but can seek to recoup any excess payment from the others. Junior and Associate members are exempted from this liability.
11. Amendments to the Constitution
The constitution will only be changed through agreement by majority vote at an AGM or EGM.
12. Declaration
SSC Mixed Hockey Club hereby adopts and accepts this constitution as a current operating guide regulating the actions of members.
Name: A.S.Birah
Club Chair
Name: Hasmukh Patel
Club Secretary
CHILD PROTECTION POLICY
1. INTRODUCTION
This Policy forms part of the Terms and Conditions of Service and applies to all activities of the Project where children and young people under 18 years of age are present, and to all working in such activities, whether as an employee, volunteer, management representative or otherwise.
2. OBJECTIVE & STATEMENT OF GENERAL POLICY
2.1 Active of the Project’s Child Protection Policy is to contribute to the personal safety of all children using the facilities and resources of the Project, through actively promoting awareness, good practice and sound procedures.
2.2 To safeguard the welfare of all children and young people who come into contact with the organisation and its activities. It is the responsibility of each member, volunteer and staff member to prevent physical, sexual and emotional abuse of children and young people.
And specifically to:
plan the work of the organisation so as to minimise situations where the abuse of children may occur.
introduce a system whereby children may talk with an independent person.
apply agreed procedures for protecting children to all paid staff and volunteers.
give all paid staff and volunteers clear roles.
use supervision as a means of protecting children.
treat all would be paid staff and volunteers as job applicants for any position involving contact with children.
gain at least one reference from a person who has experience of the applicants paid work or volunteering with children.
explore all applicants’ experience of working or contact with children in an interview before appointment.
find out whether an applicant has any conviction for criminal offences against children.
make paid and voluntary appointments conditional on the successful completion of a probationary period.
issue guidance on how to deal with the disclosure or discovery of abuse
train paid staff and volunteers, their line managers or supervisors and policy makers in the prevention of child abuse.
• This policy will be kept up to date, particularly as the organisation changes in nature and size. It will be reviewed at least once a year.
Signed
Date
Review Date
1
3. IMPLEMENTATION
The Management shall appoint one of their member as a Responsible Officer (RO) for all aspects of child protection awareness and implementation of this policy.
The RO will be responsible to the Management for:
a. ensuring that the this policy is implemented throughout the Project’s activities:
b. ensuring all necessary child protection-related enquiries, procedures and investigations are carried out;
c. reporting results of screening enquiries and for preserving a “need to know” levels of confidentiality and access to secure records;
d. ensuring secure and confidential records relating to child protection matters;
e. liaison with the senior staff member and session leaders to ensure implementation of the policy by all staff and volunteers;
f. liaison with social services at a formal and informal level on child protection matters, likewise with the police;
g. the reporting to all meetings of the Management on the implementation of this policy;
h. the reporting of allegations and suspicion of abuse to the appropriate authorities;
i. ensuring there is adequate induction and training relating to child protection matters;
j. ensuring that each activity carried out by the Project is sound in terms of children protection as regards personnel, practices, and premises.
k. Checking all incident reports made by staff and volunteers, countersigning them, and making such references to authority as is appropriate, after consultation with the senior staff member etc as detailed below.
The Senior Staff Member (SMM) of the Project shall ensure active compliance with this policy by all working in the Project, and shall work closely with the RO to ensure this, affording the RO every assistance to this end. All other officers, staff and voluntary workers of the Project will actively endeavor to implement this policy.
4. PERSONNEL - CHECKS
4.1 The Project’s aim is to ensure as far as is possible that anyone, paid or voluntary, who seeks to work with children and young people through the Project’s activities and who gains substantial access to them thereby (whether within activity hours and o/beyond) is as safe to do so in child protection terms as can by guaranteed.
4.2 Therefore the RO will ensure that the following checks are carried out on all prospective directors, staff and volunteers whose work may create situation of substantial access to children and young people:
a. police check (via Fair Play for Children and the CRB system) or (via give route):
b. questionnaire to the officer appointed by the local authority Social Services, on the approved format;
c. General Practitioner of the applicant;
d. Personal referee, nominated by the applicant – a person who is not related to the applicant and who preferably knows of the applicant’s character, trustworthiness, and any previous experience of working with/looking after children and young people.
4.3 The forms and formats to be used shall be in the general form as attached, and the written consent of the applicant must be obtained to enable such enquires to be made. No application may proceed unless such consent is given by the applicant.
4.4 The enquiry forms and authorities will be completed at an interview with the applicant the RO in consultation with the SSM. The applicant may request this be done in confidence with only the RO present.
4.5 At the interview stage, the RO shall give to the applicant, and get the applicant to give written confirmation of receipt a letter/notice stating the checks are required as a condition of working in Project activities with children and young people.
4.6 No applicant may start sessions unsupervised without the above enquiries being completed, but the SSM may, in consultation with the RO, authorize an applicant to commence supervised (one-to-one basis) work where it is absolutely clear there will be no problems arising from the checks.
4.7 The RO shall be responsible for sending the enquiries to their destinations, under a strictly confidential heading in all cases.
4.8 The Project’s policy is to re-check all trustees, staff and volunteers after three years service,
In terms of police and social services. This will be undertaken by the RO in consultation with the SSM.
4.9 At all times the on us is on the applicant/volunteer to reveal may convictions, caution, bind-over probation order, or pending prosecution, whether imposed prior to or within the period the applicant works on Projects activities.
4.10 Applicant shall produce proof of identity, preferably passport or photographic, and of residence, which checks the RO shall note as having been undertaken in the applicant’s records.
4.11 The RO will not accept any previous reference, police check, social services endorsement etc provided by an applicant in substitution for the above enquiry process. At all times the initiative must lie with the Project to make its own, completely independent enquires.
5. REPORTING OF ENQUIRY RESULTS
5.1 The RO will indicate the SSM whether an applicant is suitable to work on Project activities, as revealed by the results of the checks at 4.2 a-d above.
5.2 Where a Schedule One offence is indicated by the above process, the RO must rule an applicant unsuitable, and that person must not undertake any form of work or help with the Project. If such attempt is made by a convicted Scheduled One Offender or by any person prohibited under legislation form working with children and young people or from being in proximity to places where they may gather etc, the RO shall immediately inform Social Services and the Police.
5.3 The RO will recommend at each meeting of the Management on the acceptance or otherwise of applicants. No detail other than an applicant was accepted or otherwise shall be given or minute. The SSM may indicate an opinion on any application at this stage, in child protection terms. The Management shall consider the RO’s recommendation and their decision shall be recorded in the minutes.
5.4 On receipt of all replies to enquires, the applicant shall be invited to attend any interview with the RO and the SSM. The RO will show the applicant all replies received. The SSM will also read these, to ensure fair play, and non-bias/collusion etc.
5.5 Any discrepancies revealed between the applicant’s statements and the replies must be investigated thoroughly with the application by the RO and the SSM, especially as regards dates of residence, employment, voluntary work, past offences and convictions. The replies given may be taken into account by the RO, in consultation with the SSM, in making a recommendation to the Management as at 5.3.
5.6 Where an applicant declines to attend such an interview as at 5.4, the RO shall write to the applicant to inform him/her that their application has not been successful.
5.7 The RO shall be authorized to undertake any additional enquires as sanctioned by the applicant as may assist the making of a recommendation to the Management.
6. PERSONNEL RECORDS
6.1 The RO shall maintain a confidential file on each applicant on which shall be kept;
a. copies of all forms, consents and replies as in paragraph 4.2 above;
b. a progress check form indicating progress of the checks and replies;
c. notes for file-where the RO receives a phone call or other non-written communication, the main points shall be recorded and filed with the applicant’s records.
6.2 The file of an unsuccessful applicant shall be kept for six months and than safely destroyed by the RO – likewise for a successful applicant who declines to commence with the Project this period will be increased to 12 months from the date of leaving the Project’s service for any successful applicant who commences work with the Project.
6.3 Anyone working with the Project has the right to inspect their own confidential records as at
6.1 above, and may do so on request to the RO who shall not withhold consent unreasonably and will do so within one working day. The RO may only withhold such agreement and access if to do so might jeopardize a Project or police or social services investigation relating to child protection matters or might lead to a child’s welfare and safety being compromised. The RO give no reason for such withholding of consent. She/he will report such a situation to the Management, purely on the lines that a request was made and refused for reasons relating to the welfare of children.
6.4 The SSM may have access to such records as kept at 6.1 above, with the caveat at 6.3 above applying.
7 ACTIVIITES
7.1 Prior to any activity/site/programme being commenced, the RO shall ensure that adequate child protection procedures are in place.
7.2 In consultation with the SSM, the RO shall ensure a site audit is undertaken to ascertain the layout of premises/site, helper and supervision required to achieve adequate personal safety of children and young people. The audit shall be undertaken with a view to recognizing any problems in terms of e.g supervision of helpers, extended sites creating communications concerns etc. There may be a need to audit an existing site etc if, in the opinion of the RO and/or the SSM have been significant changes since the last use of that site.
7.3 As a basic principle, no helper should work with less than three children on their own for any period longer than 10 minutes, and where possible each room should have two or more helper’s and/ or regular visits, at not less than 5-minute intervals. The Project’s regulations as regards helper: child ratios shall be observed.
7.4 All sessions shall be conducted with the provisions, aims and objectives of this policy in mind.
7.5 Every activity shall be undertaken with the possibility in mind that a child may be suffering abuse outside the project, that a disclosure or symptom relating to this may become apparent within a Project activity, or that there will be children present who have not as yet revealed they are being abused. It is important that the environment created for Project activity is as conducive to support of a child in such situation as is possible.
7.6 For their own protection, but mainly as good practice and good manners, helpers are advised that children should initiate physical contact with helpers – this will not apply e.g. where a child needs to be removed from a situation threatening its or others’ safety.
8. REPORTING OF CONCERNS
8.1 Those working on Project activities have a duty to ensure that any suspicion, incident, allegation or other manifestation relating to child protection is reported as provided below.
8.2 Disclosure or evidence for concern may occur in any number of ways. This may be by what a child says, about itself or another child or children. It may be through interception of a written item, or through observation of activity or behavior giving cause for concern. It may be through changes in behavior or attitude. There may be physical, emotional pointers such as bruising staining, inappropriate behavior or knowledge. These many other signs can be picked up by workers.
8.3 IT IS VITAL FOR THE SUCCESSFUL OPERATION OF THIS POLICY THAT ALL INCIDENTS, OBERSVATIONS, HOWEVER INSIGNIFICANT-SEEMING, ARE LOGGED BY THE OBSERVER (S) IN THE APPROPIATE ACCIDENT AND INCIDENT REPORT BOOK/FORMS.
8.4 The observing workers, paid and voluntary, will make a verbal report to the session leader, and also will make a written report outlining in adequate detail what was heard, seen reported, alleged etc. Verbatim quotes from a child are important, as is the retention of anything, which gave causes for concern such as a drawing, painting, writing etc. The worker will sign and date the report. The sessions leader will countersign the report and at the end of the sessions or, at the latest, the next working morning, will draw the attention of the SSM to the report. The SSM will read and countersign the report, with any comments/recommendations, and pass it to the Responsible Officer who also will read and countersign completing the form with comments etc as appropriate.
8.5 If more than one worker has an observation on the same incident on the day in question, a separate report is to be made by each worker and treated as above. The session leader will ensure the reports are cross-referenced and dealt with as one.
8.6 At the same time, after the session’s completion, the session leader will afford worker (S) opportunity to discuss the matter and will note any matters which should to taken forward from the discussion. The session leader MUST bring in the SSM to such a feedback discussion if an allegation has been made, or if there is serious concern evident or raised by workers. Workers should not feel constrained in expressing their concerns on any such matter in such a discussion – THE BASIC PRINCIPLE IS HTAT THERE CANNOT BE TOO MUCH DETAIL OR DISCUSSION WHERE THE PROTETION OF CHILDREN IS CONCERN.
8.7 Many reports will be purely minor in nature. It is important to treat them with due seriousness, however, in case there already exists information within the project concerning a child or e.g. related child.
8.8 The SSM will ensure the Responsible Officer has much background, supplementary detail about a child or an incident as possible. The RO will keep records in such a way s will enable appropriate cross-referencing of reports. The object is that any persistent pattern is identified as soon as possible.
8.9 After discussion with workers as in 8.6 above, where the matter is serious enough to warrant the SSM being brought in, the SSM will contact the RO who will either attend the meeting or make arrangements to meet the relevant people together as soon as possible. The RO MUST attend if there is a serious level of allegation or evidence of abuse, which may endanger a child or children.
8.10 At such a meeting, which the RO will chair, and the SSM minute (or have minuted), the evidence and concerns will be reviewed and the RO will consult in making a decision on action. Any previous records relevant will be also consulted by the RO. The RO will record his/her decision by a memorandum, copy to the SSM and copy filed in the appropriate restricted files.
8.11 The RO will take an appropriate course of action as follows:
a. Immediate Report to Duty Officer at Social Services and/or Police: this covers any situation where, in the judgment of the RO, after due consultation with workers involved, session leader and SSM, there is perceived to be an immediate danger to a child or detection of criminal offences against a child or other form of obvious, ongoing/future/recent serious harm. (If the Project has a current liaison with e.g. the senior child welfare social worker in the Social Services Area Office, this person can be contacted during office hours in lieu of the Duty Social Worker). Where the Duty Social Worker cannot be located, the Police should be informed and told of this problem in locating the Social Services Officer. Where a child seems at imminent harm of danger/injury or worse, then the RO is authorized to make a complaint to the Police in order to secure immediate action and protection of a child. NO PROTOCOL SHOULD EVER INHIBIT THIS COURSE OF ACTION IF IT IS TRULY WARRANTED.
b. In exceptional cases, where action under a above seems unable to guarantee a child’s welfare which appears to be under serious and imminent threat, the RO, consulting with the SSM and the Officers of the Project as they can be quickly located, should consider direct action through obtaining of a suitable order through the Court.
c. Most situations will not require references as in a. or b. above. It will be more appropriate for the RO to raise them informally with a designated liaison contact at Social Services, provided that social worker is dealing with child-related matters in the course of their duties. The RO will always strive to ensure that there is such an informal liaison arrangement so that concerns can be discussed informally and on a regular basis. It will be appropriate at such informal meetings for all recent reports to be copied to the liaison person. The SSM’s attendance at such informal liaison meetings is seen as desirable for the detailed information this can afford.
d. There may quite often be situations arising from the reporting process which will not require the urgent formal reporting of a. or b. above but where it will be appropriate to wait until a liaison meeting in c. In such circumstances the RO should never hesitate to contact the Social Services liaison person on an informal basis as soon as possible. Such situations may arise e.g. where there is insufficient hard evidence or facts to warrant a complaint/urgent formal referral, but there may be enough in terms of e.g. previous reports to justify referral of concerns in an informal manner.
8.12 The point of making informal reports as in 8.11 above should not be under-estimated. It may well be that, from a child protection viewpoint, the information given to social services in a piecemeal manner, informally, is potentially a major way of picking up issues as they develop. Our piece of information may be one part of a jigsaw – it may even be the first piece. It may complete “a puzzle”.
8.13 The RO, and all workers, should bear in mind that in this Project we may not be privy to all or indeed much information about a given child’s situation, as held by Social Services – but our item of information may assist in promoting a child’s welfare.
9. FEEDBACK AND REPORTING
9.1 Workers will always wish to be assured that, having made a report, appropriate action has been taken. The RO and the SSM should always attempt to give such feedback from a reporting situation as is appropriate. The RO him/herself may be short on information once a report has been made to Social Services, who for reason of confidentially may be unable to give specific details. However the RO should press for a description about progress from the Social Services end, usually through the liaison machinery but if necessary by direct action as high as may be warranted if a serious matters has been reported. The RO is entitled to ask what specific action has been taken so far, whether the police have been informed etc.
9.2 In giving any feedback to workers, the RO has to bear in mind “need to know” and confidentially. So, the worker who made a report can be told what action has been taken by the RO including any representations that e.g. the police should be brought in etc. This will usually take place via the SSM through whom such liaison will occur.
9.3 In regular report on child protection matters to the Project’s Management, the RO will report: - All new applicant’s results of police and other checks: the person’s name and whether the checks were satisfactory or not (but without giving detail) and the SSM will confirm this information. The Management will then decide upon each recommendation and their decisions will be recorder in the minutes as to whether agreed or not.
9.4 Any formal report to the Police or the Duty Social Worker, omitting children’s and families’ names; also any informal report made by the RO to Social Services via our liaison with them.
10. ALLEGATIONS AGAINST WORKERS OR MANAGEMENT
10.1 If a child or parent makes allegations to the Project against any person working for the Project, whether paid or unpaid, or a member of the management, the following procedure will come into force- incident reports will be made at all stages as appropriate:
a. The person receiving the complaint will contact the SSM who will at once contact the Chairman, or his deputy. The Chairman will contact the RO. On receipt of the complaint, the RO will contact Social Services to appraise them of the situation. Normally this will be by informal channels but if there is a criminal allegation, the contact will be formal to the duty social worker and also to the police.
b. The Chairman should inform the person against whom an allegation has been made as soon as possible UNLESS THERE APPEARS TO BE A CASE THAT THIS MIGHT PREJUDICE A CRIMINAL INVESTIGATION. This will require consultation with the police to ascertain.
10.2 The course of action to be taken from thereon will be decided by the nature of the allegation(s).
a. If the criminal allegation e.g. of sexual abuse and impropriety is made, or physical assault, or inappropriate behavior, the Chairman will activate the Disciplinary Procedure and suspend the person from any activity in the Project under the heading of alleged Gross Misconduct. If it is warranted, this may be without pay, should the evidence appear strong enough to justify the matter. For example, a worker discovered in a situation of actual wrongful behavior. The matter must then be reported immediately to the police and duty social worker. The suspension will remain in force unless and until the police and/or duty social services confirm there was no substance to the report. An incident report will be made and treated as confidential.
b. If there is no criminal allegation the RO will gather as much detail from available sources of information as possible, by way of investigation, but not including seeking to interview any child if there is a criminal allegation (which is a matter for the authorities). The RO should examine to see if there is any company report relating to a child protection matter concerning any involved child. This is most important. Where appropriate, the RO should consider whether suspension of the worker is advisable and recommend accordingly to the Chairman. This may include a situation, which, though non-criminal, could lead to a decision of gross misconduct.
c. The RO will report to the Chairman on the outcome of such an investigation and will recommend whether the circumstances constitute grounds either:
A. to treat the matter as a disciplinary issue, either as misconduct or gross misconduct, with associated rights of appeal
Or
B. to dismiss the allegations as unfounded, or to make such other non-disciplinary recommendations as are appropriate. The Chairman shall consider such recommendations and report to the next meeting of the Management of action taken. The person against whom such non-criminal allegations are made should have opportunity to give an explanation or answer to any allegation at an interview conducted by the RO and the course of such an interview should be minuted by the SSM who should be present.
d. In the case of 10.2 b above the suspension will remain in force on completion of the RO’s enquiries if the Chairman is of the view that the misconduct is so serious as to constitute grounds for immediate termination of employment or voluntary service until the dismissal procedure has been implemented. The person suspended should be advised by the Chairman of a person in the Project with whom s/he can communicate during the period of suspension on matters relating to their employment, and the person so appointed should be told clearly, as should the person suspended the address to which any communication should be made, whether or not communication includes personal contact, and the hours/times of contact.
e. In the situation of 10.2 a above, if legal proceedings result in the conviction of the person for a serious offence involving a child, the Chairman shall consider any report or information from the police and/or social services and shall recommend to the directors the appropriate course of action up to and including instant dismissal. If the proceedings do not result in a conviction but there is evidence to suggest misconduct, the procedure in 10.2 b may be provoked.
f. In the situation of 10.2. b above, the Chairman shall write to the person concerned to inform them of the outcome of the investigation and will inform the person of any decision to terminate employment or of the date and conditions, if any, of a return to duties, where a disciplinary offence has been committed but is not of a nature as to warrant immediate dismissal.
g. Under no circumstances is any person suspended to re-enter Project premises or property or attend a session site whilst under suspension. This prohibition includes activities where there are no children/young persons present.
h. In appropriate circumstance, in consultation with SSM, and with other Officers as available, the Chairman may affect an instant dismissal it the evidence warrants it. For example, someone caught in the act of committing an offence involving a child on Project property. This will be reported in the manner detailed above, and the RO will make the appropriate reference to Social Services, or, if appropriate the Police (remembering to report to Social Services). The personal file of such a worker will have the necessary note of action taken entered in it.
i. Lesser forms of misconduct involving a worker in a child protection incident where the worker’s actions or behavior are inconsistent with children’s welfare should be reported and dealt with under the ordinary Misconduct provisions of the Disciplinary Procedure, with appropriate records made in the person’s file. Social Services should be informed if the matter is related to child protection, and it is possible they may express a view on the person’s suitability to continue to work in the Project. Each case will be individual, judged on its own merits. The RO and the Chairman will liaise on such issues, with the SSM, and a report with recommendations made if necessary to the Management next meeting.
j. Where the Police are called in, the provisions of Terms and Conditions as regards e.g. interviews with workers etc. and children apply. [See Relationships with the Police.]
11. INDUCTION AND TRAINING
11.1 The Project shall ensure that there is adequate and appropriate induction and ongoing training and information to all employed staff and voluntary workers concerning child protection matters, which shall be the responsibility of the SSM to devise and implement, in consultation and liaison with the RO. All directors, employees and voluntary workers shall have this policy drawn to their attention on joining the Project and it shall be the duty of the SSM, in consultation with the RO, to ensure that such persons are fully aware of how and where to access to full policy statement, and that the SSM is the person through whom they should route queries concerning the policy.
12. REVIEW OF THIS POLICY
12.1 The management shall review this policy, its effectiveness and regarding its implementation every year and the RO shall ensure with the SSM that the views of all workers, paid and voluntary, are sought and reflected in such a review process, and that any statutory authority input is sought as appropriate.