loveLife Generation (LLG) : Child Protection Policy
This policy recognises the obligations and duty of care of organisations working with children and young people as covered in the Children Act (1989), the Home Office document “Safe from Harm” (published in 1993), and the “London child protection procedures” (published by the London child protection committee in July 2003).
In this policy, the terms “children” and “young people” refer to anyone under the age of eighteen years. This policy should be read in conjunction with LLG’s policies on Employment, Equal Opportunities and Whistle Blowing. This policy is applicable to all staff members and volunteers.
As one of its major activities LLG seeks to serve the needs of young people, promoting holistic development. In doing so, LLG takes seriously the welfare of all young people and children who are involved in LLG activities.
It is the policy of LLG to ensure that children/ young people are able to develop to their full potential. To enable this to happen we will ensure that we treat every child as an individual and in so doing respond to each individual child’s needs as they arise. Therefore any incidents that cause concern for a child’s well being, whether emotionally, physically or otherwise, will be followed up and an explanation sought. Wherever possible this will be carried out with parents’/ carers’ knowledge and support. We believe that a child’s welfare is paramount and we will work with parents/ carers and others to ensure that every effort is made to protect and safeguard the well being of each child.
LLG aims to ensure that all young people are welcomed into a safe and caring environment in a happy and friendly atmosphere. This includes the practice of safe recruitment to check the suitability of staff and volunteers to work with children and young people.
LLG recognises that it is the responsibility of each one of its staff, paid and unpaid, to prevent the physical, sexual or emotional abuse of children/ young people, to report any abuse discovered or
suspected and support those who have been abused in accordance with the agreed child protection plan. A designated senior person for child protection who has received appropriate training and support for this role will ensure that policies and procedures are followed.
LLG recognises its responsibility to implement, maintain and regularly review procedures which are designed to prevent and detect such abuse.
LLG is committed to supporting, resourcing, training and supervising those who work with children/young people with regard to child protection and safeguarding issues as well as equipping children and young people wit the knowledge and skills to keep them safe from harm.
LLG is committed to maintaining good links with and cooperating with the statutory child care authorities and the Metropolitan Police Child Protection Team.
A person task group made up of Board members will undertake an annual review of the appropriate policies, procedures and records.
We recognise that, because of the frequency contact with children, staff will be well placed to observe the outward signs of abuse. We will therefore strive to:
establish and maintain an environment where children feel secure, are encouraged to talk, and are listened to
ensure children know that there is always someone that they can approach if they are worried
include opportunities for children to develop the skills they need to recognise and stay safe from abuse.
Further we will ensure:
we have a designated senior person for child protection who has received appropriate training and support for this role
every member of staff (including temporary and supply staff and volunteers) knows the name of the designated senior person responsible for child protection and their role.
all staff and volunteers understand their responsibilities in being alert to the signs of abuse and responsibility for referring any concerns to the designated senior person responsible for child protection
that we develop effective links with relevant agencies and the local authority and cooperate as required with their enquiries regarding child protection matters.
we keep written records of concerns about children.
ensure all records are kept securely in locked locations
we develop and then follow procedures where an allegation is made against a member of staff or volunteer
ensure safe recruitment practices are always followed.
We recognise that children who are abused or witness violence may find it difficult to develop a sense of self worth. They may feel helplessness, humiliation and some sense of blame. We will strive to offer a stable, secure and predictable element in the lives of children at risk.
Some children can exhibit behaviour that may be challenging and defiant or they may be withdrawn.
We will endeavour to support the pupil through:
Our ethos which promotes a positive, supportive and secure environment and gives children a sense of being valued;
Our behaviour policy ensuring that everyone is clear that some behaviour is unacceptable but that everyone is valued and not to be blamed for any abuse which has occurred;
loveLife Generation (LLG): Staff Code of Conduct
ALL OPERATIONAL STAFF WILL:
· Treat young people with respect
· Maintain confidentiality within the limits of child protection policies
· Listen to young people and respond to their needs
· Value young people and their opinions
· Respect young people’s rights to make their own decisions and choices
· Challenge situations that may threaten the safety and welfare of others
· Promote and ensure the welfare and safety of young people
· Challenge discrimination and prejudice in young people, colleagues and others
· Promote community cohesion and cultural diversity
· Provide stimulating, positive and enjoyable programmes
· Be positive, enthusiastic and encouraging with young people
· Involve young people fully in planning, evaluation and funding opportunities
· Be accountable to young people, parents and other stakeholders
· Dress and behave appropriately* with young people
· Recognise the boundaries between personal and professional life
· Not bring personal ‘baggage’ into work
· Not use physical punitive sanctions in dealing with young people
· Use appropriate* language with young people and colleagues
· Turn up on time and work the contracted/agreed hours
· Complete all required paperwork and submit on time
· Follow all recognised policies, procedures and health and safety systems
· Develop and maintain the skills and competencies required to do the job
* For discussion with line manager
loveLife Generation (LLG) : Equal Opportunities Policy
loveLife Generation (LLG) recognises that it is essential to provide equal opportunities to all persons without discrimination. This policy sets out the organisation’s position on equal opportunity in all aspects of employment, including recruitment and promotion, and provides guidance and encouragement to employees at all levels to act fairly and prevent discrimination on the grounds of sex, race, marital status, disability as defined by the Disability Discrimination Act 1995, part-time and fixed term contract status, age, sexual orientation or religion.
2. Definition of Discrimination
(a) Discrimination can be direct or indirect. Both forms of discrimination must be avoided.
(b) Direct discrimination occurs when one person is treated less favourably than another on grounds relating to sex, race, marital status, age, disability, sexual orientation or religion.
(c) Indirect discrimination occurs where a requirement is imposed which can be complied with by a smaller proportion of persons of a particular sex, race, marital status, disability, age, part-time or fixed term contract status, sexual orientation or religion, than persons in another group and which is not objectively justifiable in the given situation. Examples include:
· seeking job applications only from persons under 27 years of age and with five years’ post-graduate experience;
· demanding technical qualifications for a job which are not strictly necessary;
· sending only full time employees on training courses.
3. Statement of policy
(a) It is the policy of LLG to ensure that no job applicant or employee receives less favourable treatment on the grounds of sex, race, marital status, disability, age, part-time or fixed term contract status, sexual orientation or religion, or is disadvantaged by conditions or requirements that cannot be shown to be justifiable. The organisation is committed to its legal obligations and the positive promotion of equality of opportunity in all aspects of employment.
(b) The organisation recognises that adhering to the Equal Opportunities Policy, combined with relevant employment policies and practices, maximises the effective use of individuals in both the organisation’s and employees´ best interests. LLG recognises the great benefits in having a diverse workforce with different backgrounds, solely employed on ability.
(c) The application of recruitment, training, and promotion policies to all individuals will be on the basis of job requirements and the individual’s ability and merits.
(d) All employees of the organisation will be made aware of the provisions of this policy.
4. Recruitment and promotion
(a) Advertisements for posts will give sufficiently clear and accurate information to enable potential applicants to assess their own suitability for the post. Information about vacant posts will be provided in a manner that does not restrict its audience in terms of sex, race, marital status, disability, age, part-time or fixed term contract status, sexual orientation or religion.
(b) Recruitment literature will not imply a preference for one group of applicants unless there is a genuine occupational qualification which limits the post to this particular group, in which case this must be clearly stated.
(c) All vacancies will be circulated internally.
(d) All descriptions and specifications for posts will include only requirements that are necessary and justifiable for the effective performance of the job.
(e) All selection will be thorough, conducted against defined criteria and will deal only with the applicant’s suitability for the job. Where it is necessary to ask questions relating to personal circumstances, these will be related purely to job requirements and asked to all candidates.
(a) EYLA will not discriminate on the basis of sex, race, marital status, disability, age, part-time or fixed term contract status, sexual orientation or religion in the allocation of duties between employees employed at any level with comparable job descriptions.
(b) EYLA will put in place any reasonable measures and/or adjustments within the workplace for those employees who become disabled during employment or for disabled appointees.
(c) All employees will be considered solely on their merits for career development and promotion with equal opportunities for all.
(a) Employees will be provided with appropriate training regardless of sex, race, marital status, disability, age, part-time or fixed term contract status, sexual orientation or religion.
(b) All employees will be encouraged to discuss their career prospects and training needs with their Line Manager or the HR Department.
(a) It is the responsibility of the Board to ensure that all aspects of this policy are kept under review and are operated throughout the organisation.
(b) Where it appears that applicants/employees are not being offered equal opportunities, circumstances will be investigated to identify any policies or criteria which exclude or discourage certain employees and, if so, whether these are justifiable.
8. Grievances and victimisation
(a) EYLA emphasises that discrimination is unacceptable conduct which may lead to disciplinary action under the organisation’s Disciplinary Procedure.
(b) Any complaints of discrimination will be pursued through the organisation’s Grievance Procedure.
LOVELIFE GENERATION (LLG) : VOLUNTEER POLICY
Goal of Volunteer Programme
Volunteers shall play a major role in enabling young people to participate in a coordinated programme of events which help them to learn self respect, responsibility for themselves and others, in short to become positive contributing members of society.
Overall Policy on use of Volunteers
The achievement of the goals of this organisation is best served by the active participation of citizens of the community. To this end, the organisation accepts and encourages the involvement of volunteers at all levels in the organisation and within all appropriate programmes and activities. All staff are encouraged to assist in the creation of meaningful and productive roles in which volunteers might serve.
Purpose of the Volunteer Policy
The purpose of the policy is to provide overall guidance and direction to staff and volunteers engaged in volunteer involvement and management efforts. The policy is intended for internal management guidance only, and does not constitute, either implicitly or explicitly, a binding contractual or personnel agreement. The organisation reserves the exclusive right to change any aspect of the policy. Alterations to or exceptions from the policy may only be granted by the Project Director in consultation with staff. Matters in areas not specifically covered by the policy shall be decided in a similar manner.
Definition of a ‘Volunteer’
A ‘Volunteer’ is a person who without compensation or expectation of compensation beyond reimbursement of expenses incurred in the course of their volunteer duty performs a task at the direction of and on behalf of the organisation. A ‘Volunteer’ must be officially accepted and enrolled by the organisation prior to performance of the task. Unless specifically stated, volunteers shall not be considered as ‘employees’ of the organisation.
Young People and Relatives of Volunteers
Previous attendees of LoveLife Generation (young people), of an appropriate age, may be accepted as volunteers, where such service does not constitute an obstruction to or conflict with provision of services to the young people or others. Relatives of the young people may also serve as volunteers.
Service at the Discretion of the Organisation
The organisation accepts the service of all volunteers with the understanding that such service is at the sole discretion of the organisation. Volunteers agree that the organisation may, at any time, decide to terminate the volunteer’s relationship with the organisation.
A volunteer may at any time, for whatever reason, decide to sever the volunteer’s relationship with the organisation. Notice of such a decision should be communicated as soon as possible to the Project Director. Where possible this will be within the context of supervisions, so that exit interviews may be completed.
Volunteer Rights and Responsibilities
Volunteers are viewed as a valuable resource to this organisation, its staff and its young people. Volunteers shall be extended the right to be given meaningful tasks, the right to be treated as equal, the right to effective supervision, the right to full involvement and participation, and the right to full recognition for work done. In return volunteers shall agree to actively perform their duties to the best of their abilities and to remain loyal to the values, goals and procedures of the organisation.
MISSION STATEMENT FOR LOVELIFE GENERATION
Why do we involve Volunteers?
· LoveLife Generation was founded by volunteers.
· Volunteers are essential for LoveLife Generation to continue their work with young people, to expand their services and to include more young people.
· Volunteers bring special skills, experiences and community perspective to LoveLife Generation.
· Volunteers are morale boosters and contribute to the family spirit of LoveLife Generation.
· Volunteers are strong representatives of LoveLife Generation and promote opportunities for the young people.
Responsibilities of LoveLife Generation towards its Volunteers
LoveLife Generation shall continue to involve volunteers in working with young people and shall develop a variety of other volunteer opportunities based on the current and future needs of the organisation and interests and skills of the volunteers.
VOLUNTEER MANAGEMENT PROCEDURES
Maintenance of Records
A system of records will be maintained on each volunteer, including dates of service, positions held, duties performed, evaluation of work, training undertaken and awards received.
Conflict of Interest
No person who has a conflict of interest with any activity or programme of the organisation, whether personal, philosophical or financial shall be accepted to serve as a volunteer.
Representation of the Organisation
Prior to any action or statement which might significantly affect or obligate the organisation, volunteers should seek prior consultation and approval from appropriate staff. These actions may include, but are not limited to, public statements to the press, lobbying efforts with other organisations, collaborations or joint initiatives, or any agreements involving contractual or other financial obligations.
Volunteers are authorised to act as representatives of the organisation as specifically indicated within their task description and only to the extent of such written specifications. They cannot commit the organisation without prior approval; all external agreements and contracts must be signed by the Project Director.
Confidentiality of the Volunteer
Volunteers are responsible for maintaining the confidentiality of all proprietary or privileged information to which they are exposed while serving as a volunteer, whether this information involves a single member of staff, young people, volunteers or involves the overall business of the organisation.
Failure to maintain confidentiality will result in an end to of the volunteer’s relationship with the organisation or other corrective action.
Responsibility of LoveLife Generation Property
As appropriate, volunteers shall have access to property of the organisation and those materials necessary to fulfil their duties, and shall receive training in the operation of any equipment. Property and materials shall be used only when directly required for the volunteer task.
Volunteers shall dress appropriately for the conditions and performance of their duties.
Drugs and Alcohol
Volunteers must not use or be under the influence of alcohol or any illegal substance whilst with young people.
Volunteers shall not encourage or allow a young person to use alcohol or any illegal substance.
Volunteers must not smoke or allow a young person to smoke whilst on activities with LoveLife Generation.
RECRUITMENT, SCREENING & TRAINING OF VOLUNTEERS
Recruitment and Screening
LoveLife Generation will follow the guidance of the Equal Opportunities Policy when recruiting and screening volunteers.
Task descriptions shall be prepared for all volunteers.
All potential volunteers shall complete and sign an application form.
All volunteers must attend an interview to discuss their suitability to the role.
All potential volunteers will undergo a CRB check.
All volunteers will be inducted on the nature and purpose of the organisation, alongside specific information on the operation of the programme of activity for which they are recruited.
In-house training will be available to volunteers regarding the development of skills specific to the task. Staff who will be in a supervisory capacity to volunteers, shall have responsibility for design and delivery of in-house training of volunteers.
Additionally, more specialised training may be delivered by external professionals, where this training will aid volunteer’s work with young people. It is the responsibility of Project Director to identify individual volunteer training needs appropriate to LoveLife Generation, and organise the required courses.
A probationary period will be identified on an individual basis.
Each volunteer will sign a volunteer agreement. Please note, this not a contract, the agreement indicates the volunteer’s understanding of the code of practice, responsibilities and rights.
Service as a volunteer with the organisation shall begin with an official notice of acceptance.
Dismissal of a Volunteer
Volunteers who do not adhere to the rules and procedures of the organisation or who fail to perform their volunteer roles may be subject to dismissal. No volunteer agreement will be terminated until the volunteer has had an opportunity to discuss the reasons for possible dismissal with supervisory staff.
Possible grounds for dismissal may include, but are not limited to, the following: gross misconduct or insubordination, being under the influence of alcohol or drugs, theft of property or misuse of organisation equipment or materials, abuse or mistreatment of young people or co-workers, poor physical or mental standards of performance and failure to perform assigned duties.
Concerns and Grievances
Decisions involving corrective action of a volunteer may be reviewed for appropriateness. If corrective action is taken, the affected volunteer shall be informed of the procedures for expressing their concern or grievance.
Volunteers shall be expected to attend regular one-to-one or group supervision sessions with the Project Director. There shall be at least one annual appraisal and review of the task description.
All volunteers are expected to attend support group meetings, to share ideas and experiences, as well as to discuss future plans of the Volunteer Programme.
Volunteers should be given the opportunity to take part in a range of training and social activities organised by LoveLife Generation.
Developing a Volunteer Career
When appropriate, volunteers shall be given the opportunity to develop their volunteer career, taking on different or more responsible tasks along with the necessary training.
Recognition of Volunteers
The organisation will provide appropriate recognition of the volunteers.
Volunteers are reimbursed out of pocket expenses to cover the cost of travel and/or refreshments whilst on LoveLife Generation activities. Volunteers must produce a valid receipt before expenses can be reimbursed.
loveLife Generation (LLG) : Health & Safety Policy
It is the responsibility of loveLife Generation directors to ensure that the work environment for staff, adult clients, young people and volunteers is safe and healthy.
Currently we operate from a number of venues in partnership with co service providers. As such we ensure that we adhere to all health and safety policies governing the service provider’s premises. We carry out own checks with regard to fire risk assessments, noting the position of fire exits is clearly labelled and well lit, and that fire extinguishers and evacuation procedures are displayed. All staff, volunteers, and young people are made aware of this
We check that First Aid boxes and procedures are clear on the site where we work and that a First Aider is clearly identified
Any accident or incident requiring medical intervention is recorded in an accident book
Safety of personal belongings
Building users are encouraged not to leave anything of value to them laying around as we can not accept any responsibility for any lost or stolen items.
Smoking / Alcohol
Smoking is not permitted anywhere inside the premises that we work in Staff, young people and volunteers are made aware that anyone found under the influence of alcohol or illegal substances will be asked to leave the premises immediately and dependent on circumstances the police will be contacted. Again we adhere to the practice measures in place by the service e provider who is our partner
Risk assessing areas:
Risk Assessments are carried out regularly with regard to the activity and in accordance with the requirements of our partners.
Staff and volunteers are made aware of the dangers of extreme temperatures and informed of who to contact should there be a problem on site.
Service Level Agreement
Prior to working on any premises a formal arrangement clarifying health and safety policy and procedures is entered into either independently or as part of a a service level agreement with partners
Any concerns must be reported to Jasmine Danish – Company Secretary for immediate action