Safeguarding Policy

Introduction:

CWR Board Members and Senior Management take seriously that they have a duty of care towards all children under 18 years of age and vulnerable/ at risk adults and acknowledge that they have a responsibility to respond to, record and report any concerns which relate to safeguarding to the relevant bodies. Any – and all – suspicions and allegations of abuse will be responded to swiftly and appropriately.

In addition, the CWR Board and Senior Management team accept and recognise that it is their responsibility to continually develop their awareness around safeguarding and they remain committed to championing the right for everyone to have to protection from abuse.

 

Policy Statement

This policy applies to all employees and board members and is to protect young people and vulnerable adults from all forms of harm, abuse, neglect and exploitation in the workplace.  Whilst recognising differing impacts of vulnerability can depend upon potential factors outside of the working environment.

To ensure everyone is aware they have a responsibility to promote the safety and welfare of all young people and vulnerable adults and having the ability to recognise differing levels of dependency and communication needs, etc.

To demonstrate the commitment to keep young people and vulnerable adults safe and acknowledges a duty to act appropriately to any allegations, reports or suspicions of abuse with clear guidelines on how safeguarding concerns will be managed.

 

Definitions

  • Young People

Young People are defined has “not yet reached their 18th birthday”

  • Vulnerable Adults

Any adult (person over the age of 18) who is deemed unable to take care of themselves or protect themselves from exploitation

 

Procedure

CWR has designated its Human Resources Manager as being responsible for leading safeguarding concerns in the organisation.

The roles and responsibilities of the Human Resources Manager relating to safeguarding are to:

  • Ensure that all staff and board members are aware of how they report any concerns that a young person or vulnerable adult is at risk
  • Ensure concerns are acted on and appropriate action taken
  • Follow up any safeguarding referrals and ensure the issues have been addressed
  • Manage individual cases involving allegations against an employee or board member
  • Reinforce the need for confidentiality and to ensure that all staff and board members are adhering to good practice regarding confidentiality and security
  • Ensure victims of abuse are well supported and receive appropriate supervision
  • Ensure this policy is communicated to relevant staff

 

Responsibilities

Employees are encouraged to raise safeguarding concerns according to this policy and support will be offered to anyone who has been subjected to harm and those raising a safeguarding concern.

Employees with a Safeguarding concern, should, in the first instance contact:

 

CWR Designated Safeguarding Team - Internal Contact

  • Email: HR@cwrecycling.co.uk
  • Contact Numbers:
    • 07442 990062 (HR Business Manager)
    • 101 (non-emergency Police)
    • 999 (emergency Police)

 

The case can be escalated to the designated Community Access Team within Cheshire West and Chester Council if required:

 

Cheshire West & Chester Council - External Contact

  • Email: accesswest@cheshirewestandchester.gov.uk
  • Contact Numbers:
    • 0300 123 7034 (Cheshire West Community Access Team)
    • 01244 977277 (Emergency Duty Team - out of office hours)
    • 101 (non emergency Police)
    • 999 (emergency Police)

 

CWR responsibilities are to:

  • Ensure all staff and Board Members have access to, are familiar with, and know their responsibilities within this policy
  • Implement stringent safeguarding procedures when recruiting, managing and deploying staff
  • Ensure staff receive training on safeguarding at a level commensurate with their role in the organization
  • Follow up on reports of safeguarding concerns promptly and according to procedure
  •  

CWR employees and board members must not:

  • Sexually abuse or exploit any individual
  • Subject anyone to physical, emotional or psychological abuse or neglect
  • Engage in any commercially exploitative activities with children, young people or vulnerable adults including child labour or trafficking
  • Exchange money, employment, goods or services for sexual activity
  • Engage in any sexual relationships with young people or vulnerable adults

 

Confidentiality

It is essential that confidentiality is maintained at all stages of the process when dealing with safeguarding concerns.  Information relating to the concern and subsequent case management should be shared on a need-to-know basis only and should be kept secure at all times.

The policy and procedures are in place for staff to prevent and report abuse and know what to do should a concern arise, to ensure:

  • Good practice and work in a way that can prevent harm and abuse occurring.
  • Any allegations of abuse or suspicions are dealt with appropriately and the person experiencing abuse is supported.
  • Everyone is aware of how they are expected to behave and feel comfortable about sharing concerns.

CWR will apply appropriate disciplinary measures to staff found in breach of policy, which may be deemed to be gross misconduct.

 

Associated policies and supporting documentation:

  • Whistleblowing
  • Code of Conduct
  • Equality, Diversity and Inclusion Policy
  •  

Review

The safeguarding policy and procedures will be reviewed annually or following change in legislation by the Human Resources Manager.  Any changes to the policy will seek Board approval before a final policy document is created by the Human Resources Manager and communicated to all staff and Board Members.

 

Date of Policy: October 2024

Next Revision Date: October 2025

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