Scotland - Registration - Supported Living
The regulation became law in Scotland on 01/04/2018 and all staff need to know the process of identifying and reporting any incidents which may be reportable under the Act. This policy was reviewed with a new duty of candour checklist added, references and links checked and remain current.
This policy will inform staff on how to whistleblow and details how they will be supported should they wish to do so. Policy amended in the purpose section and 6.10 added, some custom fields added. References have been reviewed and updated.
The policy will guide staff on how to keep safe when working alone and confirms that the staff member must feel confident and competent to work alone. It has been reviewed with some content changes and a new form has been added. References and links have also been checked and remain current.
This policy will inform staff on the training considerations they must undertake to give them the knowledge required in Health and Safety. References and links checked and remain current.
This is a central policy for all social care providers, it has a significant impact on effective and safe service delivery. Policy reviewed with minimal change, references and links checked and remain current.
This policy will help support staff to understand the inspection process conducted by the regulator. Policy reviewed and updated to include the new key question for use in care homes during the coronavirus pandemic. References and links checked and remain current.
This policy informs staff, service users and visitors on the management structure within the service. Within the Further Reading section, there is a link to a communication tool which is a great resource for managers.
The policy will inform management and staff on all aspects of infection control and includes signposting to coronavirus resources.
This policy will guide staff on the process to follow if a serious incident occurs and advises on which organisations must be contacted.
This policy underpins each employer’s approach to discrimination and equal opportunities. It can assist should any claim be brought for discrimination, as if the employer can show that it has a properly implemented equality and diversity policy, this can be used in defence of such a claim. As the sanctions for non-compliance are contained in other policies, this is more for reference purposes, hence the lower business impact. The policy has been reviewed with minimal change and a reference to bullying has been added. References and links checked and remain current.