Safeguarding Children & Vulnerable
1. Policy and Objectives
1.1 Fusion is committed to promoting health, development, safety and welfare of all children, vulnerable adults, groups and families attending its centres and in all work settings including offices, remote and home-working environments. Fusion recognise that we serve a diverse community through our centres including in culture, racial background, religion, social class, financial resources and ability. Whilst these differences will be respected, differing cultural approaches to child rearing and vulnerable adults and groups will not be viewed as valid explanation for clear harm to a child, adult or vulnerable groups. This policy has been created to meet the requirements of the Childrens Act 1989 and 2004, Safeguarding Vulnerable Groups Act 2006, the Care Act 2014 and, Working together to safeguard children guidance document 2015.
1.2 Fusion are committed to work in partnership with parents, group organizations and individuals surrounding any safeguarding concerns.
1.3 Where necessary and appropriate, this procedure addresses making a referral to local authority services.
1.4 All personal information must be treated as confidential, stored securely and only shared with those who need to see it in the course of their duties or to protect vulnerable persons. Retention schedules must be agreed in line with relevant legislation and guidance and adhered to across the organisation which includes secure destruction. Fusion IMS policy P7.5 Data Handling must be adhered to at all time in line with the Data Protection Act (incorporating GDPR) 2018.
Disrupted or Unusual Business Operations
1.5 Fusion recognise that there may be some situations where our centres and the activities which we offer which children and/or vulnerable adults may access may be disrupted due to external factors. For example, the Covid-19 pandemic and subsequent government or regulation instructed changes in delivery.
1.6 In modifying business operations, Safeguarding should be taken into account in alternative business plans. In particular but not limited to:
? Changes to places or ways of working or delivery
? Less or changed contact between vulnerable people and those who often act as the eyes and ears of the community
? The impact on vulnerable people's mental and physical health and wellbeing because of the disruption or change
? The ability or understanding from vulnerable people to safeguard themselves and others in a disrupted setting
? New or increased vulnerability to people either because of changes to ways of delivery or directly from the cause of the changes
Working in partnership with parents, groups and individuals
1.7 As part of developing an active partnership with parents, groups and individuals we will inform them of our safeguarding responsibilities through:
o A publicly displayed safeguarding statement (both physically in our centres, on our website, and on internal systems).
o Integrating a reference to our safeguarding responsibilities through our leaflets and booking forms in our day to day practice.
o We will encourage parents, groups and individuals to talk about any concerns they might have of their own or for other children, adults or groups welfare or safety (i.e. domestic violence, parental, emotional, physical abuse or mental ill health).
o When we have safeguarding concerns we will always endeavour to provide support and advice often through signposting to parents, groups and individuals where appropriate.
2.1 This Policy and related Procedures apply to all staff, members, contractors, volunteers and those working, whose work involves contact with children, vulnerable adults and groups, hereafter collectively referred to as 'staff'.
2.2 Contractors and/or those providing a service on behalf of Fusion and the Client i.e. sports coaches, unless bound to comply with their own Protection and Safeguarding children, vulnerable adults and groups Policy and Procedures (which shall be no less onerous than Fusion's), shall comply with the contents of this policy and procedure and shall ensure that employees and sub-contractors do likewise throughout the duration of the contract.
3.1 A vulnerable adult is a person aged 18 years or over who is or may be in need of community care services by reason of mental, physical abuse and/or disability, age or illness; and who is or may be unable to take care of him or herself, or unable to protect him or herself against significant harm or exploitation.
3.2 A vulnerable child is a person aged 17 years or under who is or may be in need of community care services by reason of mental, physical abuse and/or disability, age or illness; and who is or may be unable to take care of him or herself, or unable to protect him or herself against significant harm or exploitation.
3.3 A vulnerable person is any person or any age who is or may be in need of community care services by reason of mental, physical abuse and/or disability, age or illness; and who is or may be unable to take care of him or herself, or unable to protect him or herself against significant harm or exploitation.
3.4 Additional Definitions
o Child - a young person under the age of 18
o An adult - a person at or over the age of 18
o Significant harm - ill treatment or the impairment of health or development (compared with the health or development which might be expected of a similar child/adult)
o Physical abuse - actual or likely physical injury to a child or vulnerable adult and/or an adult's failure to prevent injury. Including hitting, pushing, misuse of medication, inappropriate restraint
o Sexual abuse - actual or likely sexual exploitation of a
child or vulnerable adult including prostitution, rape, sexual assault or sexual acts that the vulnerable adult has not/cannot consented to
o Emotional abuse - actual or likely significant adverse effect on the emotional and behavioural development of a child or vulnerable adult caused by persistent or severe emotional ill-treatment or rejection; including abandonment, harassment, verbal abuse, isolation
o Financial or material abuse - including theft, fraud, exploitation, misuse of property or wills
o Neglect - persistent or severe neglect, or failure to protect a person from exposure to any kind of danger, including cold or starvation, or extreme failure to carry out important aspects of care
o Discriminatory abuse - including discrimination on grounds of race, gender, gender identity, disability, sexual orientation, religion and other forms of harassment, slurs or similar treatment
o Safeguarding - includes promotion of health and well-being as well as protection of specific individuals
o Designated person(s) - the staff member designated (usually the General Manager) as having responsibility for liaising with the investigating agency
o DBS - Disclosure and Barring Service
4. Responsibility and Authorities
4.1 The guidance and legislation in relation to safeguarding specifies that every setting must have a designated person to lead, train and guide staff. For Fusion, the Designated Person (DP) lies with the General Manager. In the absence of the General Manager, this role and responsibilities pass to the manager on duty.
Responsibilities of the designated person are:
o To provide information and advice on safeguarding within the centre.
o To ensure that the centre adopts and follows the Safeguarding Policy and Procedures and promote awareness of the policy within the centre.
o To ensure that relevant DBS checks are undertaken for all required staff.
o To receive information from centre staff, volunteers, young people or parents and carers who have Safeguarding concerns and record and escalate it to the Safeguarding Lead Person.
o To assess the information promptly and carefully, clarifying or obtaining more information about the matter as appropriate.
o To advise the centre staff regarding the appropriate levels of safeguarding training and/or guidance for all adults working with vulnerable people in the centre.
4.2 Fusion have identified the Head of Human Resources as the corporate Lead Person (LP) who is the owner of this policy and will be responsible for;
o Implementing the safeguarding policy
o Reviewing and updating this policy every twelve months
o Provide support to the designated person
o Manage safeguarding issues and cases
o Liaising with local authorities and other appointed agencies
Recruitment, Contractors & Work Exerience
4.3 Fusion will take reasonable steps to ensure that unsuitable people are prevented from working with children, adults and vulnerable groups.
4.4 We will ensure that all employees that work with children/vulnerable adults are suitably qualified/trained.
4.5 Fusion is a registered Body with the Disclosure and Barring Service (DBS) and can therefore process the three types of criminal record checks: Standard, Enhanced and Enhanced with List Checks (Barring List) Disclosures. Fusion will routinely perform Enhanced checks. An Enhanced DBS check is required for any role which involves supervising or being in sole charge of vulnerable people. Examples include but is not limited to roles such as Crèche Assistants, Coaches, Exercise and Swimming Instructors.
4.6 All employment with Fusion is subject to a thorough selection process including evidence of identification, at least one satisfactory reference as per P 6.1 Recruitment and Retention Policy, qualifications, and a DBS check as appropriate.
4.7 The Lead Person will review this procedure, at least every twelve months (as per 4.2), as a reflection of our commitment to safeguarding and protecting vulnerable people.
4.8 All Fusion staff in regular contact with children and vulnerable people must receive regular training in safeguarding protection and are familiar with their key responsibilities including:
o Being aware of the safeguarding procedure and to follow it when concerns arise - including the procedure to be followed should an allegation be made against a member of staff.
o A specific training for the designated centre leads, and anyone who may be a duty manager in their absence (as per 4.1).
o Being alert to possible signs of abuse, neglect or concern for a vulnerable person welfare and or wellbeing.
o Informing parents or carers of our safeguarding protection responsibilities within all relevant advertising and booking procedures.
o Through access control, observation and vigilance will provide a safe environment for children and vulnerable people to enjoy their activity.
o Establishing and maintaining professional relationships with children, parents, vulnerable adults and groups.
o Adopting consistent safe work practices around children and vulnerable people.
Such training will be provided during induction with refresher training a minimum of every two years.
4.9 General Managers must ensure all staff in regular contact with vulnerable people read and understand Fusion's Safeguarding Children & Vulnerable Groups Policy and are trained in safeguarding as identified in the mandatory training matrix RD 6.8 Mandatory Training Matrix.
4.10 Wherever it is anticipated that a young or vulnerable person is likely to enter a work situation at the centre, it is the responsibility of the General Manager to carry out an appropriate risk assessment.
4.11 This risk assessment will be carried out in full compliance with the IMS procedure P 17.4 "Risk Assessments" and RD17.19 Young Persons in the Work Place Guidance will take particular account of:
In particular you should look at:
o how the workplace is fitted and laid out (and the particular site where they will work);
o what type of work equipment will be used and how it will be handled;
o how the work is organised;
o the need to assess and provide health and safety training;
o the nature of any physical, biological and chemical agents they may be exposed to, for how long and to what extent;
o the risks from certain work hazards. This includes any work they cannot do because of their age.
Organisations, Individuals or Groups Hiring Fusion Facilities
4.12 Fusion expects that all hirers (including organizations, individuals and groups) that deliver coaching, instruction or supervision sessions to children or vulnerable adults will work within our safeguarding, protection policy or procedure or have their own procedure in place. Equally those hiring facilities for a one-off event should have a duty of care towards all those attending.
As a standard we expect hirers to demonstrate:
o The organisation where relevant is affiliated or registered to a reputable or professional governing body,
o The hirer and staff are suitably qualified or experienced to provide this service or activity stipulated in their application,
o Staff or volunteers of the hiring organisation have been vetted and cleared to work with young and vulnerable adults in accordance with the DBS disclosure procedures,
o Hirers ensure an adequate number of suitably qualified persons are in attendance throughout the entire period of hire,
o It is the hirer's responsibility to report all incidents occurring at the centre immediately to the designated person.
5.1 Minimising the Risk of allegations - staff guidance
Promote good practice to minimise situations where adults are working unobserved or could take advantage of their position of trust. Good practice protects everyone - children, vulnerable persons, volunteers and staff. These common sense guidelines should be available to everyone within Fusion:
o Avoid spending any significant time working with children and vulnerable adults in isolation and where the activity does not call for it.
o Do not take children or vulnerable adults alone in a car, however short the journey.
o Activity programmes must be within the ability of the individual child/vulnerable person.
o If a child/vulnerable person is having difficulty with clothing i.e. sports kit, wetsuit ask them to ask a friend or carer to help if at all possible.
o If you do have to help a child/vulnerable person, make sure you are in full view of others, preferably another adult.
You should never:
o engage in rough, physical or sexually provocative games
o allow or engage in inappropriate touching of any form
o allow vulnerable persons to use inappropriate language unchallenged, or use such language yourself when with vulnerable persons
o make sexually suggestive comments to a child/vulnerable person, even in fun
o fail to respond to an allegation made by a child/vulnerable person; always act even if you consider the likelihood of risk to be low or non-existent: allow the process to take place
o do things of a personal nature that a vulnerable person can do for themselves
o conduct yourself inappropriately such that you may bring the company into disrepute and/or may expose the company to unnecessary risks
o disregard Health and Safety and any wellbeing policies and procedures, in order to protect in particular the vulnerable
o abuse your position of authority nor take advantage of children or vulnerable groups for whom you are responsible. This would include, for example, abusing your position in relation to financial exploitation.
It may sometimes be necessary to do things of a personal nature for children/vulnerable adults particularly if they are very young or disabled. These tasks should only be carried out with the full understanding and consent of both the vulnerable person (where possible) and their parents/carers. In an emergency situation which requires this type of help, parents/carers should be fully informed. In such situations it is important to ensure that any adult present is sensitive to the vulnerable person and undertakes personal care tasks with the utmost discretion.
Steps to take when a safeguarding children and vulnerable people concern arises
5.2 Fusion recognises that a concern for a vulnerable person's safety, welfare and or wellbeing can arise at any time during the day and can come to staff member's notice through:
o A persons behaviour, including signs of discomfort or distress,
o A parent's/carers behaviour, including signs of discomfort or distress (physical, emotional or mental health),
o Physical signs of harm or neglect,
o What a vulnerable person, adult, carer or parent might say,
o Observed interaction between a carer / guardian and the vulnerable adult or child,
o Information received from another party.
Specific protection concerns:
5.3 Where specific concerns about a vulnerable person's safety, welfare or wellbeing arise, all staff should ensure they:
o Listen to the child/vulnerable adult, adult, parent/carer (or other informant), reassure but do not quiz them, instead ask open-ended questions. For example, "How did that happen?", "Who was there?", "Where did that happen?"
o Contact the Designated Person as soon as possible.
o Do not physically examine a children or vulnerable adult.
o Ensure that any further discussion is moved to professional and suitable environment i.e. do not conduct discussions in front of a child or vulnerable adult.
o Make notes about what has been said, noticed or witnessed.
o Tell the informant that you will need to share this information with the Designated Person.
o Ensure your notes include the following information:
o Date and time of incident / observation
o Brief details of what was discussed or observed (as far as possible, the actual words used in conversation should be recorded)
o Name and contact details for people involved where possible
o Staff member's name, signature and date.
o Be discreet; speak only to those who 'need to know'. It is your responsibility to ensure any sensitive information around safeguarding vulnerable people is kept confidential and only shared with the designated person.
o Only talk openly with parents/carers with regard to your concerns if they initiate the discussion with you.
o DO NOT talk with the parent/carer or the alleged abuser if concerns are of a sexual abuse nature or if to talk with the parent/carer would potentially place the child/vulnerable adult at further risk. i.e. if the parent/carer is in a physically or mentally distressed state or is unable to provide safe care for the child/vulnerable adult.
5.4 If you are unsure about what to do next, do not leave it or hope the situation will go away. Always speak to the Designated Person as soon as possible.
Where you have any concerns about children/vulnerable adults and their parents / carers, however minor, you should always report this to the Designated Person.
It is far better to report something that turns out to be a non-concern than not report it at all.
5.5 If you believe there is an immediate risk to the vulnerable person, other people within the centre or yourself, you should contact the police immediately.
5.6 Please refer to sections 5.30 to 5.37 which describe definitions of harm or neglect which may help you decide whether you need to report concerns to the Designated Person.
Allegations against staff, contractors, volunteers or hirers
5.7 For all safeguarding allegations refer to RD6.37 Safeguarding Allegations Process Map. This applies to all 'workers' which includes employees, third party hirers, self employed workers, contractors, volunteers and agency staff. This map designed to guide the designated lead within the centre and other relevant parties through handling safeguarding allegations correctly.
5.8 It should be recognised that much can be done to reduce the risk of allegations being made against staff by:
o Having a shared vision/philosophy where the child/ vulnerable adult is central to service delivery
o Undertaking effective recruitment practice
o Providing a robust induction
o Providing ongoing supervision of employees and access to relevant training and professional opportunities
o Ensuring safeguarding is raised as an agenda item at staff/team meetings
o Ensuring that safeguarding protection policies and procedures are regularly reviewed and updated
o Having an open and transparent approach to team working
o Developing a culture where people (children, adults, families, members of the immediate community and staff) can share information and concerns freely and without prejudice.
5.9 However, it should be remembered that people who wish to abuse children or vulnerable adults physically, emotionally, psychologically, sexually or through neglecting them, could achieve access to children and vulnerable adults in a leisure centre / public facility setting. Such staff, both men and women, may arrive at the centre with excellent references, high professional credibility and cleared DBS checks - therefore ongoing monitoring and vigilance is essential.
5.10 It is essential that all staff (including volunteers) read, understand and work to the company safeguarding policies and procedures.
5.11 The role of The Designated Person (DP) is to ensure that there is a consistency of approach to safeguarding matters. For the Designated Person, a distinct understanding of the above is essential as they have both a legal obligation to the protection of children, vulnerable people in their care and a duty in relation to employment practice which would include minimising risks towards their employees.
5.12 As such, it should be recognised that certain staff (or their practices) might be more vulnerable to allegations being made against them.
These might include:
o Staff working with children, vulnerable people and/or their parent/carer on a one to one basis
o Staff who have 'blurred' the boundaries between personal and professional contact with children, vulnerable people and/ and/or their parents/carers
o A lone black or white, male or female, gay or lesbian staff member within a staff team
o A recent conflict or disagreement with a child, vulnerable people and/or their parents/carers or between staff members.
5.13 Through 'open' professional practice, where staff regularly discuss and debate their work, there is an opportunity to minimise the likelihood of allegations being made.
5.14 Fusion will always consider an allegation made against a staff member or volunteer as a safeguarding matter in the first instance. As such, the procedures operate in very similar way to those followed should a child or vulnerable person have been harmed by a member of their family or extended family network.
5.15 Where an allegation (or complaint) is made against a worker, the Designated Person must be contacted immediately; in turn the designated person must contact and liaise with the Lead Person until the outcome of the allegation has been confirmed.
An allegation or complaint could include the following:
o There are suspicions or allegations of abuse by a person who works with children or vulnerable people in either a paid or unpaid capacity.
o An individual known to be involved previously in abuse is or has been working with children, vulnerable people.
o An allegation or suspicion arises in connection to the individual's work, her or his own children, and vulnerable people.
5.16 An initial information-gathering exercise should be undertaken by the Designated Person. The intention of this phase is to establish:
o Whether the person against whom the allegation has been made was at work at the time the incident was alleged to have occurred
o Whether the person also works in another capacity or work place (it is not your responsibility to contact these organisations)
o Whether the allegation seems to have arisen as a result of a disagreement or conflict
o Whether other workers were present at the time of the alleged incident, and if so, their understanding of it
o Any known 'prejudiced' beliefs held by the person making the allegation (either personally or generally) i.e. homophobic or racist attitudes and whether these appear to bear relevance to the allegation made
5.17 The Designated Person should recognise that the purpose of this initial enquiry stage is to establish whether the alleged incident appears likely to have happened. Designated Persons should utilise open-ended questions to obtain information.
5.18 The designated person should complete an incident report form F17.6 supported by further notes if necessary. The incident report form should ONLY be completed and signed by the Designated Person. Under no circumstances should any other worker complete an incident report form or take formal written statements as this could compromise any subsequent investigation. This is the role for the relevant the relevant Local Authority Social Services Officer/Team. All incidents must be reported in line with P17.6 Accident, Incident and First Aid Policy.
5.19 The Designated Persons should remain open to the possibility that the alleged incident has occurred. Previously excellent work records, a staff member who has an excellent reputation or is highly skilled in their work practice are NOT sufficient reason to not take further action.
5.20 Fusion's Lead Person should be informed of all allegations against workers. Should the Lead Person not be available, this should not delay a referral to the relevant Local Authority Designated Officer within the local social services team (LADO). It can be reported to the next in command within the HR team in the interim, or a suitable member of EMT, who is not connected to the allegation. (The incident report should be sent to the Lead Person who will also ensure it is retained in a secure place according to data protection principles).
5.21 Where it is unclear whether a referral should be made, the local authority safeguarding team is available to give advice. E.g. a case where a worker has a personal relationship with a young person outside work.
5.22 A formal referral will generally be made to the LADO in the following circumstances:
o Where an assault has been witnessed.
o Where a child or vulnerable person has suffered 'significant harm' as a result of the incident, including where medical treatment is required.
o Where pattern is emerging, involving a number of previous allegations.
o Where the allegation is of a sexual abuse nature.
However, it is best practice to make a referral for all safeguarding concerns relating to a member of staff. LADO can then advise on next steps.
5.23 In all cases the referral process to the relevant LADO/Safeguarding Lead will take priority over any other procedure i.e. the staff disciplinary procedure will only be initiated in agreement with these services.
5.24 Where a safeguarding concern does not involve a member of staff, the local authority social services and police should be notified as appropriate. Fusion will give full support to any investigations undertaken and take advice.
5.25 The relevant local authority safeguarding officer/team will take the lead in any investigation surrounding an allegation against a worker. Decision-making about possible suspension would be addressed within this process and in many cases discussed at the Strategy Meeting stage. In most cases the Strategy Meeting would be attended by the Designated Person, the Lead Person and a representative from Human Resources.
5.26 Only after the relevant local authority safeguarding officer/team have confirmed the investigation is formally complete should disciplinary, management inquiry or a formal complaint procedure be started, unless they agree it should start before this stage.
A report from the authorities of the findings of their assessment can be requested at this stage which assists in deciding whether Fusion's Code of Conduct and/or policies have been breached.
5.27 The Designated Person, Lead Person and HR representative will collate the findings of the investigation process and make recommendations as to whether further action is required e.g. disciplinary hearing, management inquiry, review of hirer contract.
5.28 Equally, this should be the stage at which a third party hirer's contract is reviewed and possibly terminated.
5.29 Should this worker be dismissed on the basis of misconduct, it is Fusion's legal obligation to inform any relevant affiliated body and the DBS service. This final step in the process ensures the worker's disqualification from working with children and vulnerable people.
Categories of Harm
5.30 Abuse and neglect are forms of maltreatment - a person may abuse or neglect a child or vulnerable adult by inflicting harm, or by failing to act to prevent harm. Children and vulnerable people may be abused in a family or in an institutional or community setting; by those known to them or, more rarely, by a stranger.
5.31 Physical abuse may involve hitting, shaking, throwing, poisoning, burning or scalding, drowning, suffocating, or otherwise causing physical harm to a child, vulnerable person. Physical harm may also be caused when a parent or carer fabricates the symptoms of, or deliberately induces, illness in a child, vulnerable person.
5.32 Emotional abuse is the persistent emotional maltreatment of a child/vulnerable person such as to cause severe and persistent adverse effects on the child/vulnerable adult's emotional development. It may involve conveying to vulnerable person that they are worthless or unloved, inadequate, or valued only insofar as they meet the needs of another person. It may feature age or developmentally inappropriate expectations being imposed on children/vulnerable adults. These may include interactions that are beyond the vulnerable person's developmental capacity, as well as overprotection and limitation of exploration and learning, or preventing the child/vulnerable adult participating in normal social interaction. It may involve seeing or hearing the ill-treatment of another. It may involve serious bullying, causing children/vulnerable adults to frequently feel frightened or in danger, or the exploitation or corruption of children/vulnerable adults. Some level of emotional abuse is involved in all types of maltreatment of a vulnerable person, though it may occur alone.
5.33 Sexual abuse involves forcing or enticing a child or vulnerable person to take part in sexual activities, including prostitution, whether or not they are aware of what is happening. The activities may involve physical contact, including penetrative (e.g. rape) or non-penetrative acts. They may include non-contact activities, such as involving children, vulnerable adults in looking at, or in the production of, sexual on-line images, watching sexual activities, or encouraging children, vulnerable adults to behave in sexually inappropriate ways.
5.34 Neglect is the persistent failure to meet basic physical and/or psychological needs, likely to result in the serious impairment of their health or development. Neglect may occur during pregnancy as a result of maternal substance abuse. It may involve a parent/carer failing to;
- provide adequate food, clothing, and shelter (including exclusion from home or abandonment)
- protect a child/vulnerable person from physical and emotional harm and danger
- ensure adequate supervision (including the use of inadequate care-givers)
ensure access to appropriate medical care or treatment It may also include neglect of, or unresponsiveness to basic emotional needs.
5.35 Female genital mutilation (FGM) is when a female's genitals are deliberately or removed for non-medical reasons. It's also known as 'female circumcision' or 'cutting', but has many other names. Risk factors include: - low level of integration into UK society - mother or sister who has undergone FGM - girls who are withdrawn from PSHE - a visiting female elder from the country of origin - being taken on a long holiday to the family's country of origin - talk about a 'special' event or procedure to 'become a woman'
5.36 Radicalisation is defined by the Government as "the process by which a person comes to support terrorism and extremist ideologies associated with terrorist groups". Some factors which contribute may include:
- possession of material related to extreme views
- rejected by peer, faith or social group or family
- pressure from peers associated with extremism
- extremist influences
- change in behaviour and/or appearance as a result of new influences
- victim or witness to race or religious hate crime
- conflict with family over religious beliefs and/or lifestyle choices/extreme political views
5.37 "County lines" or child criminal exploitation often occurs without the victim being aware that they are being exploited and involves young people being encouraged, cajoled or threatened to carry out crime for the benefit of others. In return they are offered friendship or peer acceptance, but also cigarettes , drugs (especially cannabis), alcohol or even food and accommodation. Key indicators may include:
- Persistently going missing from school or home and / or being found out-of-area;
- Unexplained acquisition of money, clothes, or mobile phones
- Excessive receipt of texts / phone calls
- Relationships with controlling / older individuals or groups
- Leaving home / care without explanation
- Suspicion of physical assault / unexplained injuries
- Parental concerns
- Carrying weapons
- Significant decline in school results / performance
- Gang association or isolation from peers or social networks
- Self-harm or significant changes in emotional well-being
Missing Lost Child / Vulnerable Adult
5.38 Should a child or vulnerable adult go missing:
o The manager on duty must be contacted immediately.
o The parent / carer will need to provide a description of the missing child or adult.
o A member of centre staff will be immediately be posted by the main entrance, exits and poolside with the description.
o All other members of staff must be alerted and check their departments.
o If the child/ adult is not found within a 10-minute timescale the police will be contacted for further assistance.
o Cars must be stopped from leaving the premises car park.
In the instance where a child/vulnerable adult becomes separated from their parent/carer and they makes themselves known to a member of staff, every effort will be made to track the parent/carer down as quickly as possible. The individual concerned will be reassured and cared for by a Fusion employee.
Use of images and social media
5.39 When publishing images, make sure they are appropriate and that you do not include any information that might enable someone to contact the child/vulnerable adult.
o It is preferable to use a general shot of participants on their own, or a group shot of a team, without identifying them by name.
o If you are recognising the achievement of an individual person and wish to publish their name with their photo, DO NOT publish any other information (e.g. where they live, name of school, other hobbies and interests) that would enable someone to contact, befriend or start to 'groom' the vulnerable person.
o Ensure that the young people / vulnerable adult(s) pictured are suitably dressed, to reduce the risk of inappropriate use.
o All photography within the centre must be authorised in line with IMS procedure P15.11 Use of photography equipment.
o All photography activity must be authorised by the parent or guardian by completing F15.9 Photography / Video Consent Form which must be counter signed by the General Manager.
o The obtaining and use of any and all imagery is always superceded by the principles of the Data Protection Act (incorporating GDPR) 2018.
Websites and Social Media
5.40 When promoting your centre and encouraging your members to interact through a website or social network such as Facebook, there are a few issues to bear in mind in relation to children and vulnerable adults:
o follow the Fusion guidance on the use of images of children/vulnerable adults (see image section above)
o ensure that the content and language on your site or page, including contributions to blogs, forums etc., is not inappropriate for younger /vulnerable visitors and does not link directly to unsuitable material on other hild
o provide a clear process for parents/carers and others to report inappropriate content or online bullying and to request that content is removed
o Fusion does not use social media as a means of communicating directly with children and vulnerable people.
o Any promotion which includes personal data is always superceded by the principles of the Data Protection Act (incorporating GDPR) 2018.