A principle for implementing duty of care in health, social care or children’s and young people’s setting.
To have a duty of care means providing care and support for individuals within the law and also within the policies, procedures and agreed ways of working of the Employer. A negligent act could be unintentional but careless or intentional that results in abuse or injury. A negligent act is breaching the duty of care. If an individual has evidence that you have been negligent, you are likely to be disciplined. You could lose your job and you could have legal action taken against you.
In my role I have a duty of care to raise any concerns I may have about any aspect of my work. These can range from inadequate working conditions, poor equipment, poor practice by other staff; to raising concerns about potential abuse cases and situations of neglect. 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, or abuse by another Individual, another worker or an individual’s family or friends.
During my work I may find myself in situations where the individuals I am supporting do not agree with what I believe is best for them. In situations where there is a conflict of interest or a dilemma between an individual’s rights and my duty of care, it is best practice to make sure the individual is aware of the consequences of their choice and that they have the mental capacity to understand the risks involved in their choice. It is their right as an individual to be able to make informed choices about their own lives even if you disagree with their choice. It is the right of every individual in my care to make choices and take risks. It is my role to assist them in making those choices and reducing the risks without compromising their rights. An individual may be restricted...
Please join StudyMode to read the full document