The Four Concepts Of A Formal Disciplinary Process

To ensure that the evidence of the abuse has been preserved record the facts immediately, report exactly what has been said to your manager ad make multiple copies and store them somewhere safe where no anyone that doesn’t need to know can see them. Do not tamper with any evidence or put your own thought into the accusation.

In every setting there should be a policy and procedures on whistle blowing. The whistle blowing Policy is put into place to provide protection against the person in the work place against victimisation or any form of punishment (physical or verbal) when concerns are genuine. If you suffer any victimisation or punishment due to whistleblowing you may be able to take your case to an Employment Tribunal. If you have any concerns about misconduct or malpractice that is occurring in your work setting you should report it to your manager/supervisor. All information given is confidential. The whistleblower is a person that discloses wrongdoing that threatens others, rather than a complaint about their own treatment.

You must use your professional judgement to decide whether to share or not, and what information is appropriate to share. Base your information sharing decisions considering the safety and well-being of others who may be affected by their actions. If you decide to share an information then record what you have shared, with whom and for what purpose. If you not sure of how to deal with the situation then seek advice from your supervisor or from a professional body.

you must speak to them in a calm and sensitive way (one would do so at all other times, but this is currently even more important)

If an individual tells me they are being abused I will stop what I was doing and listen carefully to them. All conversations should be treated with confidence and information only passed on to those who need to know. Even if the individual speaks in the strictest of confidence, I will still have to inform my line manager and write down everything that was discussed. I will not agree with the individual that I will not tell anyone else. I will tell the individual that I will only tell someone who can do something about it. If the abuse is physical, no attempt should be made to clean anything such as clothes or the individual. The individual should be dissuaded to wash. With financial abuse, evidence could be paperwork such as bank statements so these should not be thrown away. I could only remove anything that could be evidence if I suspect the abuser

Behaviour Policy- “A behaviour policy is a document that sets out how the staff team intend to manage children’s behaviour and the principles behind this.”

P2 Understand ethical issues relating to research in health and social care Ethical principles Protection from harm- In any health care setting it is always important to make sure that all the individuals in all the aspects of the area are being protected from harm. In any organization the most important policy is the protection policy this enables the staff to make sure that all the individuals feel safe. Protection from harm does not only mean being protected from abuse It could be protecting people's health and wellbeing and enabling them to live free from harm, neglect and abuse.

Policy and procedure promote safety by giving workers clear instruction and clear understanding of how to deal with stations as they arise this means service user always receive the same response based on the pre determined policy or procedure ensuring that care is consistent and staff are

Engage in minimal conversation in case the incident becomes more serious and something you say is later used against you.

Disciplinary procedures are a set way for an employer to deal with disciplinary issues. They should include a disciplinary hearing where you’re given a chance to explain your side of the story.

Formulate and adopt a firm policy that will hereafter detect and prevent the same situation from continuing to occur. Even though the internship is ending soon, I want to carry this throughout the year on my post. I will be in comm with my seniors, anyone who should know about any situations and really confront my problems. My policy is to really stay in comm even though it may not be needed. It is much better to be in too much communication than too

The assertive discipline approach is when teachers have the right to require good behaviors in classrooms. At the beginning of the year

▪ Write down what happened. Write down the date, time and place of the incident, as soon as possible. Include what was said and who was there. Keep a copy of these notes at home. They will be useful if you decide to file a complaint with your company or to take legal action.

Abusive supervision is the subordinates’ perceptions of the extent to which supervisors engage in the sustained display of hostile, verbal, and nonverbal behaviors, excluding physical contact ("Consequences", 2000). Abusive supervision is characterized as sustained or likely to continue unless one of three things occur: the target terminates the relationship, the agent terminates the relationship or the agent modifies his or her behavior ("Consequences", 2000). Examples of abusive supervision include the following actions by the supervisor: public criticism, coercion, inconsiderate actions, and physical abuse. Public criticism in the workplace occurs when the supervisor purposely exploits problems in an individual’s work or faults within

The incident in question has placed me in a unique opportunity; as the facilitator of this situation would be best to approach this in a manner that would best benefit the organization, including my department. Although I am already conflicting within with personal and professional points of views, addressing the situation will become a challenge. Despite who initiated this situation or who escalated the situation, resolution must be determined in the best interest of communication within our environment.