Safeguarding Policies in Organizations

A formal policy put in place to protect individuals from harm, abuse, and neglect, ensuring their health, well-being, and human rights are upheld. It applies to organizations dealing with children, young people, and the elderly.

A set of guidelines, practices, and procedures that outline how an organization should handle concerns, problems, or complaints raised by employees about their work, working conditions, or relationships with colleagues.

Any concern, problem, or complaint raised by an employee regarding their work, working conditions, or their relationship with colleagues.

A formal process for addressing unacceptable or improper employee behavior (misconduct) or performance issues (lack of capability). It involves defined steps, with clear communication and opportunities for the employee to respond.

The process of evaluating an employee's work performance against set standards and expectations, including targets and formal requirements. It also involves providing constructive feedback to help the employee improve.

A formal document outlining the terms of employment between an employer and an employee. It includes details about the job role, responsibilities, work schedule, salary, benefits, and other important conditions.

A written document outlining the key details of an employee's role, including their job title, salary, working hours, and other important aspects of their employment.

A period of time during which a new employee is evaluated to see if they are suitable for the permanent position. This period typically involves assessing their performance, skills, and fit within the organization.

A situation where both the employer and the employee are legally bound by the terms and conditions outlined in their employment contract.

A situation where the terms of a contract are not explicitly written down but are implied by the laws and regulations governing employment or by common practices in the industry.

The process by which organizations strive to create an environment where everyone feels valued, respected, and included. It involves creating policies and practices that promote fairness, equity, and diversity across all aspects of the organization.

The opposite of social inclusion. It describes how groups of people can be marginalized or excluded from social, economic, or healthcare systems, often facing prejudice and discrimination.

The concept that those with the greatest need for medical care are often the least likely to access it. This cycle of disadvantage can be broken by promoting social inclusion and addressing barriers to healthcare access.

A multi-agency approach in child safeguarding, where different agencies involved in child protection gather and process information efficiently. It facilitates collaboration and helps to make decisions that are in the best interest of the child.

A public body that advises employers and employees on workplace issues and helps to improve relationships between them. It provides information and resources about employment law, workplace rights, and best practices.

A body that hears and resolves cases between employees and employers where individuals believe they've been unfairly treated, such as unfair dismissal or discrimination.

A set of standards that organisations must meet to ensure the quality of their work, services, and overall operations. These standards are often based on national or international guidelines and help to maintain consistency and improve outcomes.

A set of guidelines that promotes consistency and high-quality outcomes in clinical practice, ensuring that interventions are evidence-based and aligned with best practices.

An agreement made between an employer and a group of employees, typically through a trade union or staff association. It establishes terms and conditions of employment that apply to all members of the group.

A group of employees who collectively negotiate with their employer on pay, benefits, and working conditions. They act as a voice for employees and strive to ensure fair treatment and a safe work environment.

A group of employees who come together to represent their interests in negotiations with the employer. They may not have the same legal protections as trade unions but share a common goal of improving working conditions.

The legal parts of a contract, outlining the rights, obligations, and responsibilities of both the employer and employee. These can be written, verbal, or implied.

A type of contract that has no fixed end date and continues indefinitely until terminated by either the employer or employee, with proper notice.

A type of contract with a specific start and end date. It's used for temporary projects or roles, with the expectation of ending at a predetermined time.

A type of contract where the employee is paid a fixed amount for their work, regardless of the number of hours they work.

A type of contract where the employee is paid based on the number of hours they work.

A type of contract where the employee is paid based on their performance and achievements, such as sales targets or project completions.

A type of employment where the employee is not employed by the company directly, but instead works through an agency, often for a specific period or project.

The process by which an employer ensures that all applicants for a job are treated fairly and that no discrimination occurs during the recruitment process.

The process by which an employer ensures that the candidate who is best suited for the role is selected, based on their skills, experience, and qualifications.