BRIG Policies 1. Equal Opportunity Policy
2. Child Protection Policy
3. Vulnerable Adult Policy
4. Complaints Procedure Policy
5. Environmental Policy
6.Welsh Language Policy
1.Equal Opportunity Policy
1. GENERAL POLICY STATEMENT
Barmouth Resort Improvement Group is committed to promoting equality of opportunity and is working towards the elimination of all forms of direct and indirect discrimination all individuals or groups. The Committee will be responsible for this Equal Opportunity Policy and its monitoring and implementation.
2. DEFINITIONS OF DIRECT AND INDIRECT DISCRIMINATION
• Direct Discrimination - This is defined as “treating a person less favourably” than another on the grounds of that person’s race, colour, ethnic origin, nationality, sex, marital status, sexual orientation, disability, creed, trade union activities, political beliefs, age, class or caring responsibilities.
• Indirect Discrimination - This relates to the application of “a requirement or condition” equally to all persons, but which is such that the proportion of persons of a particular group who can comply with it is “considerably smaller” than the proportion of persons not of that particular group, unless it can be shown that the requirement or condition is “justifiable irrespective of the race, colour, ethnic origin, nationality, sex etc., of the person who could or could not comply”.
3. AIMS OF POLICY
BRIG will seek to ensure:-
• That no volunteer, receives less favourable treatment on the ground of race, colour, ethnic origin, nationality, sex, marital status, sexual orientation, disability, creed, trade union activities, political beliefs, age, class or caring responsibilities.
• That no volunteer is placed at a disadvantage by requirements or conditions which have a disproportionately adverse effect because of his/her race, colour ethnic origin, nationality, sex, marital status, sexual orientation, disability, creed, trade union activities, political beliefs, age class or caring responsibilities.
• That where appropriate and where permissible under current legislation, positive action will be taken in providing training and /or encouragement to volunteers of under-represented groups to achieve equal opportunity within the group.
• That all volunteers will, without discrimination, be given equal opportunities to develop their skill, knowledge and expertise where appropriate.
• That all volunteers and members of the Committee fully recognise their legal obligation under the 1976 Race Relations Act: The 1944 Disabled Person (Employment) Act and subsequent legislation relating to these Acts including the Race Relations Amendment Act 2000 and the Disability Discrimination Act 2004.
• That equal opportunities will permeate all aspects of its work and in its dealings with other statutory, voluntary and private organisations\bodies\suppliers.
• That it creates a welcoming environment that respects and celebrates the rich diversity of our community
4. THE MANAGEMENT COMMITTEE WILL SEEK TO ENSURE
• The establishment and encouragement of effective procedures to deal with complaints and identify needs and priorities as perceived by those individuals/groups who suffer discrimination and/or who are disadvantaged and openly enable and encourage discussion and reporting of these issues.
• That no volunteer or Committee members or participants suffer discrimination, harassment or victimisation
• That all volunteers and Committee members through training or otherwise, develop a good understanding of equal opportunities and the reasons for and the effects of the different forms of discrimination that exist amongst and between different groups.
5. RESPONSIBILITY FOR IMPLEMENTING THE POLICY
• All volunteers and Committee members have a responsibility to accept their personal involvement in the practical application of this policy, but specific responsibility falls upon the Committee, in ensuring that the equal opportunities policy is fully implemented and developed.
6. REVIEW
BRIG will monitor, review and evaluate the effectiveness of this policy, on an annual basis.
2. Child Protection Policy
Barmouth Resort Improvement Group (BRIG) fully recognises its responsibilities for child protection. Our policy applies to volunteers working for or on behalf of the group. It applies not only to children in our care but to children nearby. There are five main elements to our policy:
• Ensuring we practice safe recruitment in checking the suitability of volunteers to work with children.
• Raising awareness of child protection issues and equipping children with the skills needed to keep them safe.
• Developing and then implementing procedures for identifying and reporting cases, or suspected cases, of abuse.
• Supporting children who have been abused in accordance with his/her agreed child protection plan.
• Establishing a safe environment in which children can learn and develop.
We recognise that because of the contact with children on a project, BRIG volunteers are well placed to observe the outward signs of abuse. The company will therefore:
• Establish and maintain an environment where children feel secure, are encouraged to talk, and are listened to.
• Ensure children know that there are adults within the BRIG whom they can approach if they are worried.
• Include opportunities in all projects for children to develop the skills they need to recognise and stay safe from abuse.
In addition to the above we will also:
• Ensure we have a nominated senior committee member responsible for child protection. At this time the person responsible for this is Rob Williams.
• Ensure every volunteer knows the name of the designated senior person responsible for child protection and their role.
• Ensure all volunteers understand their responsibilities in being alert to the signs of abuse and responsibility for referring any concerns to the designated person responsible for child protection.
• Ensure that parents have an understanding of the responsibility placed on BRIG and volunteers for child protection.
• Notify social services if there is an issue raised in connection with the welfare of a child under the group’s responsibility.
• Keep written records of concerns about children, even where there is no need to refer the matter immediately.
• Ensure all records are kept securely and in locked locations.
• Develop and then follow procedures where an allegation is made against a volunteer.
• Ensure safe recruitment practices are always followed.
• Not allow any volunteer who is guilty of any form of abuse to work on any of its projects.
3. Vulnerable Adult Policy
INTRODUCTION
Barmouth Resort Improvement Group operates a zero tolerance concerning the abuse of vulnerable adults. The abuse of BRIG Volunteers or the Committee on vulnerable adults is regarded as a clear infringement of their rights and liberty. This will include any or all of these types of abuse which may be perpetrated as the result of deliberate intent, negligence or ignorance. Incidents of abuse may be multiple, either to one person in a continuing relationship or service context, or to more than one person at a time. In some instances, abuse will constitute a criminal offence. In this respect vulnerable adults are entitled to rely on the same standard of legal protection as any other member of society.
BRIG is committed to ensuring people’s individual rights and freedoms are protected and promoted through eliminating: neglect, abuse, exploitation, harassment and discrimination. In order to achieve this principle, BRIG has devised this policy for use as a guide to clarify acceptable and non-acceptable levels of care. Thus, what amounts to abuse. Who it aims to protect and who it doesn’t. BRIG aims to create a culture of ‘openness’ where all volunteers can speak out against abuse, promoting protection of vulnerable people and raising awareness of the kinds of abuse that might occur.
STATEMENT OF INTENT
The abuse of vulnerable adults constitutes a clear infringement of their rights and freedoms as citizens. This policy aims to protect vulnerable adults, who are at risk of all forms of abuse, receive a safe sound and supportive service, through the process of identifying, investigating, managing and preventing such abuse. As a group we are committed to promoting equality of opportunity to all members of our community.
• It is every adult’s right to live in safety and to be free from abuse or fear of abuse from others.
• It is every adult’s right to live an independent life based on ‘self-determination’ and personal choice.
• An independent life style may involve risk for vulnerable adults. The group respect this choice and will support them in making such decisions.
• It is the responsibility of all the group and volunteers to actively work together to help prevent abuse of vulnerable adults. This will be achieved by raising awareness, empowering people to make their own decisions and putting safeguards in place.
• When a situation is discovered in which a vulnerable adult reports, or is thought to be at risk of abuse, then BRIG will react quickly in a co-ordinated manner to help them to overcome these difficulties.
• BRIG recognise that people are discriminated against on the basis of race, culture, gender, age, disability or sexual orientation. We are committed to working with vulnerable adult’s in a positive manner that values them as individuals.
• Carers have a right for their needs to be considered.
DEFINITIONS
• VULNERABLE ADULT describes a person who is an adult (aged 18 or over), and who is, or may be in need of, community care services because of frailty, learning or physical disability or mental health difficulty and who is or maybe unable to take care of him or herself or take steps to protect him or herself from significant harm or exploitation.
• HARM For vulnerable adults one refers to the concept of ‘significant harm’ introduced in the Children Act 1989. Harm should be taken to include not only ill treatment (including sexual abuse and forms of ill treatment which are not physical), but also the impairment of, or an avoidable deterioration in physical or mental health; and the impairment of physical, intellectual, emotional, social or behavioural development.
• ABUSE is a violation of individual human and civil rights by any other person(s).This definition of abuse includes singular and repeated acts or mistakes. Abuse may occur when a vulnerable person is persuaded to enter into a financial or sexual transaction, to which he or she had not consented, never could consent to or whose consent was deemed invalid due to a real lack of understanding as to the issue they were consenting to.
Abuse can occur in any relationship and may result in significant harm to, or exploitation of the person subject to it.
• PHYSICAL ABUSE includes hitting, pushing, kicking, misuse of medication, restraint or inappropriate touch or punishment.
• SEXUAL ABUSE includes rape and sexual assault or sexual acts of touching of intimate places to which the vulnerable adult has not or could not consent to and/or was pressured into consenting.
• PSYCHOLOGICAL ABUSE includes emotional abuse, obvious or implied threats of harm or abandonment, deprivation of contact, humiliation, blaming controlling, intimidation, compulsion, inappropriate language, verbal or racial abuse, isolation or withdrawal from services or supportive and/or spiritual networks, withdrawal or omission to provide opportunities and choice including choice of gender of carer.
• FINANCIAL OR MATERIAL ABUSE including theft, fraud, exploitation, pressure in connection with wills property or inheritance or financial transactions or the misuse of misappropriation of property, possessions or benefits. Damage or threats of damage to property.
• DISCRIMINATORY ABUSE includes racist, sexist opinions, or opinions based on an individual’s disability, or other forms of harassment, taunts or similar treatment.
• NEGLECT OR ACTS OF OMISSION is failing to act appropriately whether intentionally or negligently. This may include ignoring medical or physical care needs, failure to provide access to appropriate health, social care or educational and leisure services, the withholding of the necessities of life such as; medication, adequate and appropriate nutrition, information, clothing, comfort, relationships, safety and environment.
SUPPORT
Volunteer or Committee members can seek support through colleagues on a one to one basis. Incidents of abuse must not go unreported, and when reported, should be managed sensitively and supportively.
ADDRESSING AN ALLEGATION OF ABUSE
Every Committee member or Volunteer is responsible for recognising and reporting an allegation of abuse. An allegation of abuse must be treated seriously, regardless of the source of the information. It is important for Volunteers or Committee members to pass on information or concerns immediately to Rob Williams so the incident can be fully recorded. Where a criminal offence is suspected, the Police will be informed immediately. A criminal investigation by the Police takes priority and BRIG will support them fully. Families and carers of vulnerable adults should be informed of the incident immediately, if it is safe to do so.
4. Complaints Procedure Policy
Barmouth Resort Improvement Group wants you to be confident that volunteers of all descriptions are safe, enjoy their work with us, and are achieving their aims in a comfortable and safe environment. We realise that sometimes things can go wrong or seem to go wrong, so we need to know when volunteers are not happy. We also welcome comments when we get it right and you feel satisfied. Your complaints/concerns are welcome as they may help us to improve our work. We want you all volunteers to feel apart of a team and we want to make sure that everyone is treated fairly.
Our promise to you
We will:
• Deal with your complaint quickly and fairly.
• Tell you what is happening with your complaint and we will do everything we can to help you.
• Treat the information you give us in confidence.
• Explain our decision.
• Use complaints to review and improve the way we work.
Making a complaint
You can complain in the following ways:
In person:- Arrange an appointment in person with Rob Williams to discuss your grievances.
By phone:- Call Rob Williams on 01341 280611 to discuss your grievances.
By letter:- You can send your letter to :
Rob Williams.
Caerddaniel Holiday Home Park
Llanaber
Barmouth
Gwynedd
LL42 1RR
By E-mail: enquiries@barmouth-brig.co.uk
We will try to resolve your complaint when you first make contact with us.
When you call
The Secretary will log your call and take a note of your complaint and inform the Chairperson who will either clarify matters for you there and then or will refer the matter to the Committee. An investigation of the issues raised will commence and they will get back to you within an agreed time-scale. Our Committee will do their best to settle your complaint without you needing to do anything else.
Putting your complaint in writing
It would be helpful if at this stage you put your complaint in writing. You can do this by filling in a complaint form available at request from the Secretary. If you prefer, a friend or relative can fill in the form for you. A member of the Committee will write to you within seven working days to let you know we have received your complaint and if necessary to arrange an appointment with you.
Arranging an appointment
Should you feel at this point that a face-to-face meeting is necessary then please inform the Committee who will arrange an appointment for you. If you feel you need support during such a meeting you are welcome to bring along a relation or friend. Please inform the Committee if this is your intention.
The Chairperson will:
• Reassure you that your complaint is being taken seriously
• Investigate your complaint
• Take any necessary action
• Make sure you receive a written reply as soon as possible targeting a response within seven working days
If your complaint needs more investigation and we cannot sort out the problem within an appropriate timescale, we will contact you to keep you up to date with progress.
Is there anyone else that can help? If your complaint is complex and you feel you are not getting the issues resolved you can contact an independent person or organisation, for example:
Your local councillor, your MSP or MP, a solicitor, Citizen’s Advice Bureau
5.Environmental Policy
Barmouth Resort Improvement Group (BRIG) recognises that its activities impact upon the environment both through its routine operations and through its influence and effects on the wider community. It acknowledges a responsibility for, and a commitment to, protection of the environment at all levels. BRIG will comply fully with environmental legislation and will make sure that adverse impacts are managed, minimised or eliminated. In addition BRIG is fully committed to continued efforts to:
• Promote environmental management policies and practices;
• Implement measures to reduce the impact of releases to air, water or land which are the consequence of our activities.
• Reduce or recycle wastes whilst ensuring the safe storage, handling, transportation and disposal of all wastes arising from our activities.
• Increase awareness of environmental responsibilities among volunteers;
• Minimise waste and pollution;
• Continue to encourage and facilitate modes of transport that volunteers use which minimise environmental impact, and to apply environmentally friendly principles to the operation of all vehicles;
• Reduce water consumption;
• Promote a purchasing policy which will give preference, as far as practicable, to those products and services which cause the least harm to the environment;
• Avoid wherever practical the use of environmentally damaging substances, materials and processes;
• Maintain any grounds we work on in an environmentally sensitive way, having regard to protection of local natural habitats and preservation of biological diversity;
• Consider environmental factors in respect to all projects and as far as is practical to reduce harmful environmental impacts and to integrate new developments into the local environment;
• Work with other local, national and other agencies as appropriate to promote environmental policies;
BRIG will monitor, review and evaluate the effectiveness of this policy, on an annual basis.
6. Welsh Language Policy
Barmouth Resort Improvement Group (BRIG) supports the principle established by the Welsh Language Act that, in the conduct of our projects and volunteering in Wales, the Welsh and English languages should be treated on a basis of equality.
BRIG has accordingly produced the following policy, which covers the services and work carried out by them and their volunteers for the public in Wales. In preparing this policy, BRIG has have taken into account guidance about best practice issued by the Welsh Language Board.
• General correspondence - BRIG’s normal practice will be that when someone writes to the Committee in Welsh we will issue a reply in Welsh (if a reply is required). The target time for replying will be the same as for replying to letters written in English. When we initiate correspondence with an individual, group or organisation, we will do so in Welsh when we know that they would prefer it. Enclosures sent with bilingual letters will be bilingual, when available. The above will apply to e-mail correspondence.
• Telephone communications - These will be conducted in English, however Welsh speakers will be available if required. Our normal practice is to ensure that the public can speak in Welsh or English when dealing with us. If no Welsh speaker is available to deal with the enquiry, the caller will be given the choice, as appropriate, of having a Welsh speaker phone back as soon as possible, continuing the call in English or submitting their query in Welsh, by letter or e-mail. In the event that a person wishes to speak Welsh, but the person taking the call cannot do so, they will try to transfer the call to a Welsh speaking colleague qualified to deal with the enquiry.
• Investigation of complaints - Complaints will be dealt with under the Complaint Policy and Procedure, however when someone has a complaint in Welsh, BRIG will as far as is practicable, undertake any resultant investigation in Welsh. In order to facilitate a timely investigation we conduct correspondence with the complainant in their chosen language. This is because invariably such correspondence will need to be forwarded on to the complainant. This request is made to avoid delays by having to commission translations into Welsh or English as the case may be, and we treat the Welsh and English languages on an equal basis.
• Standards of quality - services provided in Welsh and English will be of equal quality and will be provided within the same timescale. Actions undertaken on our behalf by third parties or any agreements or arrangements which we make with third parties, will be consistent with this policy.
• Publicity campaigns, exhibitions and advertising - All of the publicity, public information and exhibitions we use will be produced bilingually, or as separate Welsh and English versions if affordable. If the Welsh and English versions have to be published separately, both versions will be equal with regard to size, prominence and quality. Any advertisements placed in English language newspapers (or similar material) distributed mainly or wholly in Wales, will be bilingual if affordable, or will appear as separate Welsh and English versions. In Welsh language publications advertisements will be in Welsh only.
• General Publications -We will publish all our information in English with the Welsh version available on request. This will also apply to the general publications material made available electronically on our website. Our website, in time, will include pages in both Welsh and English. Any forms and associated explanatory material for use by the public in Wales will, when necessary, be fully bilingual, with the Welsh and English versions together in one document. This will include interactive forms published on our website.