Safeguarding policy

EBCF Ltd believes that safeguarding learners or users of any group is of paramount importance at all times. The organisation has at least one nominated Safeguarding Officer per centre and organises Safeguarding training courses at intervals for relevant members of staff.
EBCF recognises its responsibilities and duties under the Children Act 1989 and the Working Together to Safeguard Children 2015 requirements. It is also works in line with the Statement of Government policy on Adult Safeguarding including Principles to Safeguard and prevent abuse of vulnerable adults.
All staff members have a duty to look out for any signs such as abuse among leavers including neglect, domestic violence, harassment, forced marriage, on-line abuse or maltreatment of any kind. Learners should first be informed, however, that any disclosures will most probably have to be referred in the first instance to a Senior Staff member who will decide what action should be taken.
EBCF also works in compliance with the Equality Act 2010 and its later additions.
The Company has a “zero tolerance” policy and will investigate vigorously any allegations of bullying harassment or any other concern, regardless of whether the matter has been raised formally or informally.

We update our policy and read to all staff at our annual meetings. All new staff read policy in inductions and the policy is always accessible through our Employee Handbook and website.

As an organisation we are committed to the policy and expect all of our staff to do the same. All staff sign updated versions annually, all staff are responsible to implement policy and all students are made aware of the policy.

Staff Training

All staff undergo training in Safeguarding. This is done by an external training company which certifies the training. The training is valid for three years but we encourage our staff to undertake refresher courses in between that period if there is any updates in legislation.

Reporting Procedures

Our policies regarding safeguarding are set out in our policies and procedures but if an incident did occur the following would happen:

  • Any concerns raised by an employee or if line managers suspect that there are issues of safeguarding then an informal discussion followed by a resolution will be sought. If this does not happen then a formal resolution will be sought. All correspondence, if any, and discussions will be written down and kept strictly confidential.
  • If the complaint or issue cannot be resolved informally then the employee is encouraged to formally make a complaint in writing to the employer regarding the issue the employee faces.
  • Once the complaint has formally gone in then the following will happen from usually the Line Manager of the employee or in case the allegation is against the Line Manager another senior member of management:
    • Take full details of the incidents in writing from the complainant and their representative (if appropriate);
    • Take full details from any witnesses/other complainants who come forward and may have witnessed the alleged behaviour
    • Inform the alleged harasser of the complaints against him/her, advise the alleged harasser to seek representation and invite him/her to a meeting in order that they can comment on the allegations against them.
    • Keep all parties informed of expected timescales.
    • Inform all parties in writing of the outcome and any action that may be required.
  • Should there be a case to answer against the alleged harasser, the manager who has dealt with the complaint will communicate this to an impartial manager who will conduct a separate disciplinary investigation. The normal disciplinary procedure for misconduct/gross misconduct should then be followed.
  • If the complaint is upheld at the disciplinary stage, there are a number of possible outcomes for the harasser, depending on the evidence presented and the circumstances. These could include, but are not limited to:
    • Dismissal
    • A formal warning
    • A recommendation of redeployment of the harasser, either on a temporary or a permanent basis. This will not be on any less favourable terms and conditions of employment.
    • Implementation of other sanctions as detailed in the Company’s Disciplinary Policy.

In all instances any issues regarding the safety and well-being of employees in the workplace or outside will be treated exactly the same and anything of a serious nature will be reported to the relevant authorities so that more formal and potentially legal action can be taken against the perpetrator.

The purpose and scope of this policy statement

EBCF Ltd works with children and families as part of its activities. These include: a creche facility in order that families can drop children off to carry on with their studies and/or careers advice.

The purpose of this policy statement is
  • To protect children and young people who receive EBCF’s services. This includes the children of adults who use our services
  • To provide parents, staff and volunteers with the overarching principles that guide our approach to child protection.

This policy statement applies to anyone working on behalf of EBCF Ltd, including senior managers and the Directors, paid staff, volunteers, sessional workers, agency staff and students.

Legal framework

This policy has been drawn up on the basis of legislation, policy and guidance that seeks to protect children in England.
A summary of the key legislation and guidance is available from child protection.

We believe that
  • children and young people should never experience abuse of any kind
  • we have a responsibility to promote the welfare of all children and young people, to keep them safe and to practise in a way that protects them.
We recognise that
  • the welfare of the child is paramount
  • we have a responsibility to promote the welfare of all children and young people, to keep them safe and to practise in a way that protects them.
  • some children are additionally vulnerable because of the impact of previous experiences, their level of dependency, communication needs or other issues
  • working in partnership with children, young people, their parents, carers and other agencies is essential in promoting young people’s welfare.
We will seek to keep children and young people safe by
  • valuing, listening to and respecting them
  • appointing a nominated child protection/safeguarding lead, a deputy child protection/safeguarding lead and a lead trustee/board member for safeguarding
  • developing child protection and safeguarding policies and procedures which reflect best practice
  • using our safeguarding procedures to share concerns and relevant information with agencies who need to know, and involving children, young people, parents, families and carers appropriately
  • creating and maintaining an anti-bullying environment and ensuring that we have a policy and procedure to help us deal effectively with any bullying that does arise
  • developing and implementing an effective online safety policy and related procedures
  • sharing information about child protection and safeguarding best practice with children, their families, staff and volunteers via leaflets, posters, group work and one-to-one discussions
  • recruiting staff, volunteers and visitors safely, ensuring all necessary checks are made
  • providing effective management for staff and volunteers through supervision, support, training and quality assurance measures
  • implementing a code of conduct for staff and volunteers
  • using our procedures to manage any allegations against staff and volunteers appropriately
  • ensuring that we have effective complaints and whistleblowing measures in place
  • ensuring that we provide a safe physical environment for our children, young people, staff and volunteers, by applying health and safety measures in accordance with the law and regulatory guidance
  • recording and storing information professionally and securely.
Related policies and procedures

This policy statement should be read alongside our organisational policies and procedures
If you have any concerns:
Contact a member of staff who will inform our Safeguarding Officer.
Alternatively contact one of our Safeguarding Officers (Iram Mahmood)
Tel: 0121 454 9133 or 0121 328 4998

We are committed to reviewing our policy and good practice annually.

This policy was last reviewed on: