CHILD PROTECTION POLICY. 1. Introduction

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1 1. Introduction Throughout this Policy, the words Translink Company and/or the Group refer to all corporate entities under the ownership of the Northern Ireland Transport Holding Company (NITHC). This includes the parent company and each subsidiary either individually or taken together as a group. Translink is committed to practice which promotes the welfare of children and protects them from harm. The Company will take steps to ensure that all children, in so far as they use public transport services, participate in a safe environment. Translink accepts and recognises its responsibilities to develop an awareness of issues which may cause children harm, and to establish and maintain a safe environment for them. It is committed to reviewing policy, procedures and practice at regular intervals, at least every three years. Translink will seek to protect the safety of children and provide a safe environment by employing people who are suitable for working with children by vetting the background of persons who are recommended for appointment to posts which have a substantial access to children. Appendix 1 outlines recruitment and selection procedures for the employment of staff who have substantial access to children. 2. Scope The Translink Child Protection Policy relates to employees who have substantial access to children. These individuals will be subject to relevant recommended checks and child protection training. Before appointing anyone to the specific job roles of bus driver or conductor, company policy is to ask for a check to be carried out by the Department of Health, Social Services and Public Safety s (DHSS&PS) protection of Children and Vulnerable Adults (POCVA) team. The carrying out of such a check is to make sure that people who might be a risk to children are not appointed. 1

2 3. Aims of the Policy To demonstrate Translink s commitment to providing and maintaining a service that protects children from harm as well as protecting the organisation and employees. To ensure employees with substantial access to children are carefully selected, trained and supervised, and are familiar with the Translink Child Protection Policy. To promote an environment in which everyone feels free to share information and concerns. To ensure that hirers of Translink s services are familiar with the Translink Child Protection Policies and Procedures. The Company will endeavour to safeguard children by: Following the procedures laid down for recruitment and selection of staff to posts of bus driver and conductor. Providing effective management of staff by enabling supervision, support and training. Reporting concerns to statutory agencies who need to know and involving children and parents appropriately. Adopting child protection guidelines through a code of behaviour for staff. Sharing information about child protection and good practice with staff. Ensuring safety procedures are adhered to Ensuring proper and appropriate training is provided to staff 4. Awareness of Abuse A concern about awareness of abuse relates to the possibility of a child suffering harm. This could include: Sudden, unexplained or worrying changes in behaviour Physical signs or symptoms that may be indicative of abuse Worrying remarks made by a child 2

3 A situation where a child is exposed to potential risk or harm, be that from fellow pupils or adults. Should a member of staff have a concern about a child these should be reported to the Child Protection Designated Officers who will be Translink s Transport Managers who represent the Company at its various locations within Northern Ireland. 5. Duties of Designated Officers To receive and record a disclosure of alleged abuse made by a child to an employee of Translink. The alleged abuse could involve either an external person or Translink employee. To receive and record a disclosure of alleged abuse via Translink s employees The record should be made within 24 hours of the suspicion arising, with each record dated, signed and stored on a secure place. If a member of staff has concerns about a colleague not fulfilling Translink s Policy and Procedures on Child Protection, such concerns should be taken to the relevant line manager in the first instance. To ensure all written records on child protection issues are securely and confidentially filed. To keep up to date with relevant Child Protection legislation, good practice and developments. To liaise with Human Resources to ensure the ongoing implementation and review of Translink s Child Protection Policies and Procedures. 6. Investigation Process As a result of any allegation being received about an employee, the matter will immediately be the subject of a preliminary investigation. The preliminary investigation will be carried out by the employee s Line Manger as the designated Child Protection Officer. Following a preliminary investigation, consideration will be given to:- Whether or not the employee/s should be suspended from work while a full investigation is carried out 3

4 Whether or not there is a need to carry out a full investigation into the allegation/s Whether or not the police should be informed Whether or not the Department of Health, Social Services and Public Policy should be informed. Should there be no innocent explanation in respect of the allegation/s, and these constitute possible gross misconduct the employee/s will be suspended from work. The Line Manager supported by an appropriate Manager from Human Resources will carry out a full formal investigation in respect of the allegation/s and will report to the Director of Human Resources on completion of the investigation, on whether or not the allegation/s have been substantiated. On the basis of the report, and in accordance with the Company s disciplinary procedure, disciplinary action may take place, which may include dismissal. In addition to the Company s investigation, the police may be informed of the allegation/s relating to the employee/s concerned. Should a police, or social services investigation take place Translink will seek information from both these parties. This information may influence the disciplinary investigation and decision, however, the Company will not necessarily wait for the completion of such investigations and will not necessarily be influenced by them. Translink will examine the impact of the allegations on the employment relationship of the employee/s concerned. Where staff are disciplined or dismissed as a result of inappropriate behaviour in regard to children or vulnerable adults, information will be passed to the Department of Health, Social Services and Public Policy. 7. Training All training will be appropriate to the job role. However, all new staff will be made aware of child protection issues at induction. All staff who have substantial access to children will receive child protection training which should include awareness of abuse and organisational policy and procedures. 4

5 Appendix 1 Recruitment and Selection Procedures for the employment of staff who have substantial access to children, ie bus drivers and train conductors. At application stage applicants will be provided with a form which explains the POCVA procedure and provides an opportunity to declare all convictions. Preferred applicants will be asked to complete their personal details and consent to the check on the Request for a POC (NI) Record Check form and the Request for a POVA (NI) form. The forms will be signed by one of the nominated HR Officers. If the POCVA forms are returned with no information, Translink will destroy the form but retain an appropriate record. If the POCVA forms are returned with information relating to convictions, the information supplied will be compared with the information declared by the candidate at application stage. A nominated officer will determine whether the information is of relevance to the post. If the information has no bearing on the position applied for, the application may proceed as normal. If any information is not clear or it cannot be determined whether the convictions are of relevance the candidate will be invited to discuss matters with the Company. If there are convictions which would affect the safety of children or vulnerable adults the applicant will be regretted. NB: Where an applicant lives or has lived in another part of the UK, ROI, Jersey, Guernsey or the Isle of Man, the police will check for criminal records with the relevant police force. The police can check some other countries abroad, but can only do this if the applicant has declared convictions. Checks cannot be made by the police on applicants from Austria, Belgium, France, Holland, Japan, Pakistan, Saudi Arabia and Trinidad. Administration Information supplied through a POCVA check will be kept securely and will be accessible by the nominated officers. All POCVA forms and disclosures by the DHSS&PS will be destroyed by shredding. A record will be retained for persons who are appointed following a POCVA check. 5

6 A record with reasons will be retained for persons who are unsuccessful following a POCVA check. 8. Previous Versions of Policy Original issue date: January 2006 Revised: October 2007 Revised: June