Safeguarding Policy

SJP Mechanical Services Ltd complies with the Safeguarding Vulnerable Groups Act 2006 (England and Wales) and the Protection of Vulnerable Groups (Scotland) Act 2007 (Scotland). This policy has also been written to comply with DFE Statutory Guidance – Keeping Children Safe in Education (KSCE) 2022 legislation, regulations and statutory guidance. The Company carries out all relevant safeguarding checks on all employees and workers sent to schools and similar educational establishments to carry out works where there may be opportunities for contact with pupils.

Purpose and Scope
This policy applies to employees at all levels of the business and subcontractors appointed to work with or on behalf of the company.

The policy covers the arrangements for safeguarding during the recruitment and selection process, during employment, reporting obligations and procedures for all employees to follow if concerns arise.

The purpose of this policy is to protect children and service users from harm and to provide all employees, workers, contractors and clients with information about the safeguarding policy adopted by the company.

Recruitment process
Advertisements for job vacancies within SJP Mechanical Services Ltd will specify the requirement for Disclosure and Barring Checks, as relevant to the position and its associated duties. Offers of employment are made conditional on the receipt of a satisfactory disclosure check, conducted by the Disclosure and Barring Service in England and Wales.

The check will confirm that the applicant is suitable to carry out the role. If the background check reveals that an applicant is not suitable, the company will withdraw he offer of employment and the applicant will not be employed.

Existing employees
SJP Mechanical Services Ltd DBS provider recommends renewal of DBS checks every 3 years and it is our Company policy to comply with this by ensuring renewals are conducted every 2 years and 10 months, so as not to overlap.

Existing employees, whose roles have not previously required a DBS check, may also be required to provide a satisfactory disclosure check where they are required to begin conducting regulated activity or work. If employees are unable to provide a satisfactory disclosure check, or refuse to undertake a disclosure check, the Company may consider the options for redeployment into any available job roles that do not involve regulated activity/work.

If an employee is added to the barred list, they are required to inform the company at the earliest opportunity. Failure to do so may be deemed a disciplinary matter. The Company may be unable to continue to employ the employee if continued association cannot be maintained, causes reputational damage to the employer or other reasons that harm its position in the marketplace.

Attending Client Premises
Prior to the commencement of work being carried out on client premise by SJP Mechanical Services Ltd, the client may receive (as appropriate to the circumstances) a list of workers to be present on site during completion of the agreed work.

All employees are required to carry photographic Company ID, which is to be shown to the client on arrival to site and prior to commencing work or on request.

What is abuse?
Abuse may be a single incident or something that occurs over a long period of time. It can take many forms including, but not limited to:

• financial or material abuse
• physical abuse
• mental abuse
• neglect and failures to act
• sexual abuse
• threats of abuse or harm
• controlling or intimidating conduct
• self-neglect
• domestic abuse
• modern slavery.

The abuse may come internally from employees and subcontractors or externally from personal assistants, service users, relatives, neighbours, providers of support services etc.

Reporting and investigating abuse
The Company will treat all complaints, allegations or suspicions of abuse with the utmost seriousness.

Suspected abuse should be reported to your line manager immediately, with as much detail as possible, including; the names of the people involved (if known), the type of abuse, and the dates and times this occurred (if known). An official written report of the alleged act may be requested as part of the evidence gathering procedure.

Allegations will be investigated fully in a discrete and timely manner, and will involve the collation of evidence typically derived from witness statements and surveillance footage where possible. If it is suspected that a criminal act may have been committed, this will be reported to the police. Employees and subcontractors may be asked to refrain from discussing allegations with fellow colleagues, to avoid the spread of potentially harmful misinformation and to protect the validity of any investigation.

Suspension
Those suspected of abuse will be placed on precautionary paid suspension during the investigation. This is not an indication of guilt and the company will aim to conclude investigations in a timely manner.

The Company may be under a duty to disclose allegations of abuse to the Disclosure and Barring Service or Disclosure Scotland as appropriate. The organisation may also consider it necessary to inform the police of allegations under investigation.

Maintaining records
SJP Mechanical Services Ltd will ensure that all details associated with allegation of abuse are recorded securely, clearly and accurately.

Disciplinary action
An investigation indicating that abuse has happened or is happening will result in disciplinary action and may, in line with the disciplinary procedure, be considered gross misconduct which may result in summary dismissal. Employees will have the chance to appeal any disciplinary action that is taken against them.

Duty of disclosure
The Company is legally required to send information to the Disclosure and Barring Service or Disclosure Scotland if a decision is taken to dismiss an employee or remove them from working in regulated activity/work.

The Company may also be required to inform the Disclosure and Barring Service or Disclosure Scotland if the Company suspends an employee, or an employee resigns in suspicious circumstances, as the referral duty criteria may already be met at that stage.

Additional support and guidance
Employees and subcontractors who wish for further information on safeguarding are encouraged to contact their line manager. The Company will endeavour to provide up to date support and guidance to all staff regarding safeguarding and their duty to protect children and vulnerable adults from harm.

Next review date: September 2025.