In this section I will demonstrate:
the implications of duty of care.
understanding the support available for addressing dilemmas that may arise. the knowledge to respond to complaints.
The implications of duty of care.
Duty of care
Health and social care organisations have what is called a duty of care towards the people they look after. That means that they must do everything they can to keep the people in their care safe from harm. It is not only the care establishment that needs to prioritise the safety, welfare and interests of the people using its services, but also the care workers of the establishment. My employer also has a duty of care for staff members, to ensure that working conditions are safe, and suitable to deliver the service.
Duty of care and the effect on the working role
In my role I have a duty of care to raise any concerns that I may have about any aspect of my work. These can range from:
inadequate working conditions
poor practice by other staff
It is my duty of care to safeguard individuals from harm. All employees should report any concerns of abuse they have. These might include:
evidence or suspicions of bad practice by colleagues and managers abuse by another individual, another worker or an individual’s family or friends.
Understanding the support available for addressing dilemmas that may arise.
Sometimes individuals may want to do something which could be a risk to their Health and safety. As a carer you have a duty of care to that person and you must do all that you can to keep them safe but you also have a duty to respect the individuals rights and choice, so you have a dilemma. It could be that the individual no longer wishes to use her walking frame, but her care plan states that she needs it to move from place to place and you are to ensure you encourage it’s use. In this scenario you could carry out a risk assessment to ensure that it is...
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