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Answer:

Local Authority Designated Officer (LADO)

The LADO is responsible for managing and overseeing allegations made against staff or volunteers. The role is to ensure that allegations are dealt with in a fair, timely, and thorough manner. Contact LADO immediately for either a consultation or when allegation meets the threshold. The LADO will offer guidance on next steps and ensure the appropriate agencies are involved.

Police

If an allegation involves a criminal offence, the police must be contacted so that any criminal aspect of the allegation can be considered and investigated. The police will work with social care and the LADO to determine whether the staff member will be investigated for any criminal offence.

Children’s Social Care

If there are safeguarding concerns, Children’s Social Care should be involved to assess the child’s safety and wellbeing, provide support, and ensure a safeguarding plan is in place for the child if necessary.

Answer:

Support for the child

The child at the centre of the allegation must receive appropriate support, including access to counselling or other services if needed. Where appropriate Children’s Social Care will assess the child’s needs and provide assistance.

Support for the member of staff

It is important to ensure the staff member receives appropriate support throughout the investigation. This may include access to occupational health, or a staff support service. Remember that an allegation does not imply guilt.

Engaging with parents

Parents of the child should be informed about the allegation as soon as possible, unless advised otherwise by the LADO, police or Children’s Social Care. It is important to be transparent about the allegation management process and provide updates where appropriate, while respecting confidentiality.

 

Answer:

An allegation might involve a staff member or volunteer who has: 

  • Harmed a child or put a child at risk
  • Committed a criminal offence against a child
  • Inappropriate relationship with a child
  • Behaved in a way that indicates they are unsuitable to work with children (this includes behaviours outside of work, often referred to as transferable risks).

Transferable risks from personal life

Sometimes, concerns arise about the personal life of a staff member or volunteer that may pose risks to children they work with. Examples include:

  • Domestic abuse incidents
    • Criminal behaviour not directly related to work with children
    • Concerns about mental health or substance misuse.

A low-level safeguarding concern

This is any behaviour by an adult working with children that doesn’t meet the threshold for a formal allegation but still raises questions about their conduct. This might include actions like being overly familiar with a child, using inappropriate language, or not following professional boundaries.

The LADO is available for consultation on these matters as it is important that these concerns are acknowledged and addressed early to prevent escalation and ensure the safety and well-being of children, while also supporting the adult to improve their practice.

Answer:

In some instances the police may decide to proceed with a criminal investigation. This could result in an arrest and possible prosecution based upon the outcome of their investigation.

The LADO investigation will be informed by the outcome of the police investigation. 

Answer:

If you are dissatisfied with the outcome from the LADO procedures, the complaint needs to be submitted to the LADO’s line manager.

If you wish to complain about aspects of the investigation, it has to be directed to the organisation/ agency that completed it. To initiate a complaint, please contact SQA@towerhamlets.gov.uk.

Answer:

Your employer may need to conduct an internal investigation in order to proceed. It may be conducted by a senior member of staff or by an independent person, depending on the availability of resources, and the nature and complexity of the case.

Where there are criminal proceedings, it may not be possible for the employer to complete their investigations until after the criminal proceedings are concluded

Answer:

Once all the information has been collated, shared and reviewed, the investigation can be concluded. The LADO has a responsibility to review and monitor cases with the aim of achieving a thorough, fair and timely investigation.

They also have a statutory responsibility to retain accurate records about the allegation, including those involved, how the matter has been investigated, and the outcomes as being:

  • False - sufficient evidence to disprove the allegation
  • Malicious - sufficient evidence to disprove the allegation and when there has been a deliberate act to deceive
  • Substantiated - sufficient evidence to prove the allegation that a child has been harmed or there is a risk of harm
  • Unsubstantiated - insufficient evidence to either prove or disprove the allegation.

The LADO will give advice on the conclusion of a case about whether a referral to the Disclosure and Barring Service is required.

The LADO will also make a recommendation as to whether a referral needs to be made to a governing body you may be registered to inform of the outcome. You will be notified of the outcome of the investigation and any action set out that is of relevance to you.

Answer:

Your employer should try to reach a conclusion regardless of whether you resign or otherwise cease to provide your services, or if you refuse to cooperate.

They must not use a ‘compromise agreement’, i.e. allow you to resign without disciplinary action and with an agreed reference

Answer:

Being subject to an allegation is likely to be stressful and you must be offered support. Your employer should:

  • advise you to seek support from your Trade Union
  • provide a named support person who will keep you up-to-date with any investigations
  • provide a named support person who will keep you up-to-date with any work matters if you are suspended
  • your employer could also offer you support via employee resources such as an Employee Assistance Programme or a service similar to this.
Answer:

In cases involving potential risks to children, the decision to suspend an employee will follow this process:

Grounds for suspension

Suspension will only be considered when there is a reasonable cause to believe that a child or children at your workplace may be at risk of harm, or if the allegation is so serious that it could lead to dismissal.

Careful consideration

Your employer will carefully evaluate whether suspension is necessary. This will include consulting with their human resources advisor and the Local Authority Designated Officer (LADO) to ensure the decision is proportionate and appropriate.

Alternatives to suspension

Instead of suspension, an employer may consider redeployment as an alternative. This involves moving you to a different role or setting to prevent direct contact with the child or children concerned. Whether redeployment is suitable depends on the nature and seriousness of the allegation.

Proportional response

The goal is to ensure the safety of children while also acting fairly towards the employee. Suspension is not automatic and will only be used if absolutely necessary. This approach ensures that the decision to suspend is measured and guided by safeguarding priorities, with alternatives considered whenever possible.

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