suspension

wrightk

Uncertain wrote: »

A statement from you partner should have the same value as any other.

I know nothing about the "care" business but are you allowed to bring "service users" to your house etc? Even if the answer is yes, is it a usual thing to do?

it was always a no no when i worked with elderly (emi) etc but because i work with learning diff now it has generally been accepted (from our employer at least) that it is ok but you leave yourself wide open to allegations, but i would rather see them get the enjoyment that they do of mixing with other people, becoming part of my family and the enjoyment they get of being around my children than the risk of allegation. But no its not a usual thing, i wouldnt take them to my house more than say, once or twice a month

elsien

You should have the right to access any records you need from work to help with any evidence you need. You obviously can't just go in and get them but you should be able to arrange a time with your employer when you can go in with supervision and take photocopies. These are the sorts of questions you need to be going back to your HR dept and asking - how do I access work to find my supporting evidence? And do it in writing or by email so you have an ongoing record of conversations. Or if you have to phone follow it up by email ... as per our conversation of etc etc. I would go to HR and not your line manager with any procedural questions.

It is possible for the safeguarding and disciplinaries to run in parallel, but tbh I would have expected them to wait for safeguarding to give an indication of some sort before launching into a disciplinary.

Who is meant to have said that you took the service user to the abuser's house? If it's the person, then there should be the record of that conversation and any further ones. If it's someone else, ask for the evidence. Are there clear guidelines as to where you are and aren't allowed to take the person, for safeguarding reasons? And why would they have made the allegation up out of the blue, if it isn't true? Do they have a history of making allegations and if so are there guidelines for staff to follow due to this. (I don't mean you to answer these questions on here, it's not really appropriate for an open forum, but I'm suggesting that these are some of the points you might consider following up.)
Does the service user have any sort of communication profile that might be helpful to you - for example some people automatically say yes to any question you ask them, so clearly you wouldn't ask them anything that only gives yes or no answers and expect the reply to be meaningful.

With regard to taking people to your house, I really would double check whether there is a written procedure or anything in the code of conduct. In our organisation it's a no-no without written permission from the line manager first - and you don't want to be leaving yourself open to any more allegations if your relationship with your line manager is problematic.

wrightk

thats a very good point as i need to access those documents but was previously led to believe i was allowed no access to any records. ill put it in writing and see what they say

wrightk

i have now been informed the disciplinary has been halted due to them taking the matter further and i could be waiting 'weeks and weeks'

Sambucus_Nigra

So are you un-suspended?

jobbingmusician

nah, they will be doing an investigation............

I'm now more worried for the OP. OP, has your partner been CRB checked? If not, why do you think you are CRB checked for a job, and you can then take a client to your house to meet a non-CRB-checked person?

wrightk

this investigation has nothing to do with that