Safeguarding Adults at Risk Policy

The Police Act 1997 (Enhanced Criminal Record Certificates) (Protection of Vulnerable Adults) Regulations 2002 defines a vulnerable adult as follows:

1.   In these Regulations “vulnerable adult” means a person aged 18 or over who is receiving services of a type listed in paragraph (2) below and in consequence of a condition of a type listed in paragraph (3) below has a disability of a type listed in paragraph (4) below.
2.   The services are:

(a) Accommodation and nursing or personal care in a care home;

(b) Personal care or nursing or support to live independently in his own home;

(c) Any services provided by an independent hospital, independent clinic, independent medical agency or National Health Service body;

(d) Social care services; or

(e) Any services provided in an establishment catering for a person with learning difficulties.

3.   The conditions are:

(a) A learning or physical disability;

(b) A physical or mental illness, chronic or otherwise, including an addiction to alcohol or drugs; or

(c) A reduction in physical or mental capacity.

4.   The disabilities are:

(a) A dependency upon others in the performance of, or a requirement for assistance in the performance of, basic physical functions;

(b) Severe impairment in the ability to communicate with others; or

(c) Impairment in a person’s ability to protect himself from assault, abuse or neglect.

The Law Commission ‘Making Decisions’ Lord Chancellor’s Department 1999 document states that a ‘Vulnerable Adult’ is defined as someone over 18 who is or may be in need of community care services by reason of mental or other disability, age or illness and who is or may be unable to take care of him/herself or unable to protect him/herself against significant harm or exploitation.

A proportion of RJW’s workload entails entering the homes of individuals who are deemed at risk or vulnerable to carry out planned work. It is also important to remember not all clients and colleagues at risk are vulnerable and some can be at risk, on a temporary basis at least, at some stage in their lives.

We stress that you should, therefore, interpret definitions of vulnerability and risk broadly. If in doubt, assume that victims are vulnerable and/or at risk, and immediately act on your concerns (see Reporting Procedures below).

Definition of Abuse

The Centre for Policy on Aging (1996) states: “Abuse is the harming of another individual, usually by someone who is in a position of power, trust, or authority over that individual. The harm may be physical, psychological, or emotional or it may be directed at exploiting the vulnerability of the victim in subtler ways (for example, through denying access to people who can come to the aid of the victim, or through misuse or misappropriation of his or her financial resources). The threat or use of punishment is also a form of abuse… In many cases, abuse is a criminal offence”. Some types of abuse (this list is not exhaustive):

•     Physical abuse:

o Bodily assaults resulting in injuries e.g. hitting, slapping, pushing, kicking, misuse of medication, restraint or inappropriate sanctions

o Bodily impairment e.g. malnutrition, dehydration, failure to thrive

o Medical/healthcare maltreatment

•     Sexual abuse:

o Rape, incest, acts of indecency, sexual assault

o Sexual harassment or sexual acts to which the vulnerable adult has not consented, or could not consent or was pressured into consenting

o Sexual abuse might also include exposure to pornographic materials, being made to witness sexual acts, and encompasses sexual harassment and non-contact abuse

•     Psychological/emotional abuse includes:

o Threats of harm, controlling, intimidation, coercion, harassment, verbal abuse, enforced isolation or withdrawal from services or supportive networks

o Humiliation

o Bullying, shouting, swearing

•     Neglect:

o Ignoring medical or physical care needs, failure to provide access to appropriate health, social care or educational services

o The withholding of the necessities of life, such as medication, adequate nutrition and heating

•     Financial or material:

o Theft, fraud

o Exploitation, pressure in connection with: wills, property or inheritance, or financial transactions, or the misuse or misappropriation of property, possessions or benefits

•     Discriminatory:

o Racist, sexist, or based on a person’s disability, and other forms of harassment, slurs or similar treatment

Multiple forms of abuse may occur in an ongoing relationship or abusive service setting to one person, or to more than one person at a time, making it important to look beyond single incidents or breaches in standards to underlying dynamics and patterns of harm. Any or all of these types of abuse may be perpetrated as the result of deliberate intent and targeting of vulnerable people, negligence or ignorance.

No abuse is acceptable; any criminal offence must be reported to the Police as soon as possible.

The policy will be made available to, and strictly observed by all employees of RJW. The requirements of this policy together with those contained in policies issued by other contractors should be met at all times. It is the responsibility of all employees to carefully read safeguarding guidance and ensure that they fully understand what is required of them. If in doubt they must seek advice, in the first instance from Rebecca Wilson.

If concerns are raised which relate to circumstances not reflected in the document, always place the needs of an adult at risk (or potentially at risk) first. Take appropriate action and urgently write a report or raise an alert.

Recruitment and Selection

Recruitment will be conducted in accordance with RJW’s recruitment procedures and policies, including:

•     Completion of an application
•     An interview, which will cover suitability for the role applied for
•   All RJW’s employees will be subject to checks by the Criminal Disclosure & Barring Service (DBS)
•   A reference and background check, including appropriate disclosure
•   All applicants will be required to provide two referees. We reserve the right to seek further references.

Induction and Training

•   All RJW employees will undertake safeguarding training internally or complete an online training module. Safeguarding training is mandatory and will also be covered during the induction process.
•   If you need additional training or do not consider that the safeguarding training you have had is relevant to your needs, you should express your concerns immediately to Rebecca Wilson.

Working Practice

• Colleagues will work in teams of two or more at all times while in a customer’s home
• Information regarding vulnerabilities or adults at risk should have been identified prior to the works being undertaken, and communicated with the engineers
• RJW employees are not authorised, at any time, to dispense personal care, including help with feeding and medication and are not authorised to lift or move clients while working within a customers’ home.
•   When working within a customers’ home, RJW will always state approximate start and finish times to enable the customer to make appropriate arrangements in accordance with their own personal needs e.g. medication.

Rights and Responsibilities

•     Responsibilities of RJW:

o To ensure that all employees are aware of the Safeguarding Adults at Risk Policy and are adequately trained

o To immediately notify the appropriate agencies if any form of abuse is identified or suspected

o To support and where possible secure the safety of individuals and ensure that clients working with us have full information in relation to identified risk and vulnerability

o To ensure that care is taken to check the background of all colleagues who work with adults at risk

•     Responsibilities of RJW employees:

o To be familiar with the RJW safeguarding at risk policy and procedures and any further guidance issued by other contractors.

o To take appropriate action in line with our policies and procedures

o To report any identified or suspected abuse

Rights of Adults at Risk

An adult at risk has the right:

• To be made aware of this policy
• To have alleged incidents recognised and taken seriously
• To receive fair and respectful treatment 
• To be involved in any decision making processes
• To be supported by a third party, if desired

It is important to explain the implications of safeguarding, especially the need to breach confidentiality in some cases.

Support for Those Who Report Abuse

Anyone making a complaint or allegation or expressing concern should be reassured that:

•     Their concern will be taken seriously
•   Comments will usually be treated confidentially, but concerns might be shared if the reporter or anyone else is at significant risk
•   Reporters will be given immediate protection from the risk of reprisals or intimidation
•   Colleagues will be given support and afforded protection if necessary, in line with the Public Interest Disclosure Act 1998.

Reporting Procedures

RJW’s designated safeguarding officer is Rebecca Wilson. Incidents must be reported to her immediately. Examples of incidents include situations in which:

•     Serious interpersonal conflict, whether verbal or physical, takes place
• An individual suffers deliberate or accidental harm, whether physical or psychological in nature, or in which there is evidence of an individual suffering harm elsewhere
•   An adult at risk leaves the property without explanation in an unusually distressed or agitated state giving cause for serious concern
• The dignity or human rights of an individual are undermined, including acts of discrimination or harassment

RJW employees should seek urgent telephone advice from Rebecca Wilson, who will contact the local authority safeguarding team. An incident report will be written by the reporter with the assistance of Rebecca Wilson, if required. The incident report must include the following information if it is available:

• The name of the adult at risk (and as much identifying information as you can provide)
•     Their full address (this is typically where the work is being conducted)
•     Full details of the allegation or evidence of harm or abuse
•     Date(s) of incident
•     Details of previous reports i.e., has this behaviour been reported previously?
•     Time concern was raised and exact location
•     What immediate action, if any, was taken to safeguard the adult?
•     Full name and contact details of any witnesses
•     The name(s) of the perpetrators, if known

When drafting a report, employees should:

•     Distinguish between fact and opinion (both may be useful)
•     Jot down a detailed note of what happened; this should be signed and dated
•     Record the exact language used and precisely what they saw

If a colleague feels certain that an adult at risk has suffered significant harm, it is in order for that colleague to raise an alert independently. Sometimes it may be necessary to telephone the emergency services (by dialling 999) if an immediate danger is evident or a crime has occurred.

Approval & Annual Review: