Unit 4222-304 Principles For Implementing Duty Of Care
Unit 4222-304 Principles for implementing duty of care (SHC 34)
Outcome 1 Understand how duty of care contributes to safe practice
1. Employers and employees and I have a “Duty of care” when carrying services to the persons in our care also responsibilities to safeguard the welfare and wellbeing of the service user in their care. This includes correct attention, watching out for hazards, trying to prevent mistakes or accidents, and making wise choices about steps undertaken in the role.
The support worker should:
Respect the rights of service users whilst seeking to ensure that their behaviour does not harm themselves or others.
Uphold public trust and confidence in your job role.
Promote the independence
Protect the rights and promote the interest of the …show more content…
services users The employer should:
Have all the right policies and procedures in place.
Make sure people are suitable to enter the workforce and up-to-date with all the training.
Make sure they provide training days to enable care workers to strengthen and develop their skills.
2. Duty of care is a responsibility to exercise a level of care towards a service users, as I sensible in all circumstances, to try to avoid when injury to that service users or his or her property can. It is supported through legislation such as the health and safety act and the health and social care act. To follow you “Duty of care” you are working with the standards set put for social care workers.
The codes of practice states you should:
Promote the independence of service users whilst protecting them as far as possible from danger or harm
Bringing to the attention of your employer or the appropriate authority resource or operational difficulties that might get in the way of delivery of safe care.
Informing your employer where the practice of colleagues may be unsafe or adversely affecting standards of care.
Outcome 2 Know how to address conflicts or dilemmas that may arise between an individual’s rights and the duty of care
1. Sometimes a service user may want to do something would could put their health and
safety at risk. As a support worker you have a duty of care to the person and you must do what you can to keep them safe but you have a duty to respect the service user rights and choice, so you have a little dilemma. It could be that the service users no longer wishes to go out in her wheel chair, but her support plan states that’s she needs to use her wheel chair when she is out and you are to ensure you encourage it’s use. In this scenario you could carry out a risk assessment to make sure that it is carried out as safely as possible. You will need to explain the risks involved to the service user and make sure that they understand. You could come up with a compromise as well but still explain the risk involved and see how they manage, then monitor the situation. All this should be documented including any risk assessments carried out. If the service user still insists on not using her wheel chair you should get them to sign to they are aware of the risks involved. 2. If a conflict happens between safe practice and my duty of care and a service users choice, I would have to look at the benefits and the drawbacks. I would have to carry out a risk assessment and if this indicated that the risks were high, I would have to explain this to the service user and try and compromise. If this wasn’t possible I would make sure I document everything that was discussed, including any risk assessments carried out. Get them to sign to say that they know what the risks involved and that they understand the risks. I wouldn’t argue with them and remain clam during our discussion. I could ask colleagues for support and make sure they are aware of what is going on. 3. It would all depend in what the conflict or dilemma was but your manager, team leader, on call, colleagues, other key people, social services, doctors, district nurse, physiotherapists also there are the police what are available for advice and support.
Outcome 3 Know how to respond to complaints
1. You have to take all complaints seriously and follow your workplace procedures on this matter. Always remain calm and polite. Make sure you take the person to a private area where you can discuss any issues. Try to calm the situation by apologising if necessary. Make sure you explain the company’s complaints policy and procedure. Make sure that the complaint is reported to the manager as soon as possible.
2.
Take appropriate action following the outcome of the investigation of a complaint.
Maintain a register of complains and provide a report to the board on a quarterly basis.
Reply to all written complains.
Inform staff who are referred to in a letter, of the complaint, as they have a right to offer an explanation to the complaint made against them.
Outcome 1 Understand how duty of care contributes to safe practice
1. Employers and employees and I have a “Duty of care” when carrying services to the persons in our care also responsibilities to safeguard the welfare and wellbeing of the service user in their care. This includes correct attention, watching out for hazards, trying to prevent mistakes or accidents, and making wise choices about steps undertaken in the role.
The support worker should:
Respect the rights of service users whilst seeking to ensure that their behaviour does not harm themselves or others.
Uphold public trust and confidence in your job role.
Promote the independence
Protect the rights and promote the interest of the …show more content…
services users The employer should:
Have all the right policies and procedures in place.
Make sure people are suitable to enter the workforce and up-to-date with all the training.
Make sure they provide training days to enable care workers to strengthen and develop their skills.
2. Duty of care is a responsibility to exercise a level of care towards a service users, as I sensible in all circumstances, to try to avoid when injury to that service users or his or her property can. It is supported through legislation such as the health and safety act and the health and social care act. To follow you “Duty of care” you are working with the standards set put for social care workers.
The codes of practice states you should:
Promote the independence of service users whilst protecting them as far as possible from danger or harm
Bringing to the attention of your employer or the appropriate authority resource or operational difficulties that might get in the way of delivery of safe care.
Informing your employer where the practice of colleagues may be unsafe or adversely affecting standards of care.
Outcome 2 Know how to address conflicts or dilemmas that may arise between an individual’s rights and the duty of care
1. Sometimes a service user may want to do something would could put their health and
safety at risk. As a support worker you have a duty of care to the person and you must do what you can to keep them safe but you have a duty to respect the service user rights and choice, so you have a little dilemma. It could be that the service users no longer wishes to go out in her wheel chair, but her support plan states that’s she needs to use her wheel chair when she is out and you are to ensure you encourage it’s use. In this scenario you could carry out a risk assessment to make sure that it is carried out as safely as possible. You will need to explain the risks involved to the service user and make sure that they understand. You could come up with a compromise as well but still explain the risk involved and see how they manage, then monitor the situation. All this should be documented including any risk assessments carried out. If the service user still insists on not using her wheel chair you should get them to sign to they are aware of the risks involved. 2. If a conflict happens between safe practice and my duty of care and a service users choice, I would have to look at the benefits and the drawbacks. I would have to carry out a risk assessment and if this indicated that the risks were high, I would have to explain this to the service user and try and compromise. If this wasn’t possible I would make sure I document everything that was discussed, including any risk assessments carried out. Get them to sign to say that they know what the risks involved and that they understand the risks. I wouldn’t argue with them and remain clam during our discussion. I could ask colleagues for support and make sure they are aware of what is going on. 3. It would all depend in what the conflict or dilemma was but your manager, team leader, on call, colleagues, other key people, social services, doctors, district nurse, physiotherapists also there are the police what are available for advice and support.
Outcome 3 Know how to respond to complaints
1. You have to take all complaints seriously and follow your workplace procedures on this matter. Always remain calm and polite. Make sure you take the person to a private area where you can discuss any issues. Try to calm the situation by apologising if necessary. Make sure you explain the company’s complaints policy and procedure. Make sure that the complaint is reported to the manager as soon as possible.
2.
Take appropriate action following the outcome of the investigation of a complaint.
Maintain a register of complains and provide a report to the board on a quarterly basis.
Reply to all written complains.
Inform staff who are referred to in a letter, of the complaint, as they have a right to offer an explanation to the complaint made against them.