Concerns about colleague with vulnerable clients.

[SeriousCrapola]

What if anything do I do?

Writing on break. Sorry for bad grammar.
Started a new job a week ago. Am being vague. Working with vulnerable people. Am being trained by senior members of staff.

One trainer says unpleasant and indiscreet things about staff and clients behind their back.

Today seen 2 times when this member of staff treated vulnerable people in a way that made me v uncomfortable.

If I whistleblower I would lose my job. It would be he said/she said. I wouldn't want anyone treating someone I love that way. I think recording people is illegal but don't want to stand by this person to behave this way.

Can I do anything? They have been with company 3+ years. Been high staff turnover but don't know anyone else well enough to see if this is a pattern or others are worried too.

Oh goodness,I am not at all sure what to do - because you are so new. Maybe by bumping someone more useful will be along.

Is there ever any point going to your regulatory body or inspectorate?

Do you have a colleague from a previous role who knows the sector/organisation who could advise?

I've kinds worked somewhere like this before when I was younger and didn't say anything and wish I had. I'd discuss with a manage and keep a log of everything that's is said/ done that Is inappropriate to the service users.

I'll keep a log, I've already made notes about yesterday.

It worries me that things will continue while I'm taking notes. It is subtle but it is abuse.

I'm really tempted to blow the whistle with what I have and take my chances, though jobs are hard to come by I'm hoping that I should be able to get something else in care. As I haven't been here long I'd keep this off of my CV. I know that's dishonest but I can't think what else to do. They're hardly likely to give me a good reference after this.

Worryingly my boss describes this person as their right hand person. They're unlikely to be with me in this.

Crap. All the way around.

If you can, do the right thing. There will be some kind of regulatory or inspection system (CQC?), so you could raise it with the manager, anyone higher up, and also with them, and tell the manager you are doing so. Maybe you could ask as part of your induction 'if I have safeguarding concerns who should I raise it with'. Then tell manager 'with regret I do not want to stay in the role unless you can categorically assure me that action will be taken to investigate the concerns I have raised and that raising concerns will not prejudice my role.' put it all in writing, including the concerns. You would have to have some cojones to actually do it, but it would be the right thing. And you could actually talk about it in a future interview situation, although leaving it off would also be fair.

Nothing dishonest about keeping this off your cv. It’s primarily a sort of marketing document. It would only raise a flag if it creates a big gap in your work history that you can’t explain. This is fine to leave off.

You have to report it as a safeguarding issue. You can’t ignore it.

I'm a registered manager in a care setting. You must report concerns. Please address with the manager. If you are unsatisfied with the response go above them ( director?), if no response there you can report to safeguarding or CQC ( setting dependant. It is good practice to allow the service chance to address the problem initially. ( unless of course you have immediate concerns for safety which then of course you would need to escalate higher more quickly. ).

You have to report it. Around here there are loads of jobs going in care, you might not find it as hard as you think to find another job.

I'm an employer in the industry and I would want to know about these concerns so I could properly investigate. It sounds like you have some experience in the industry prior to this job so have some idea of what should and should not be happening in care and how people should be treated?

Depending on your job and location, you may be a registered worker (NMC, SSSC) in which case your code of conduct does oblige you to raise concerns about safeguarding (if this helps make your decision easier for you).

My advice would be to make very detailed notes of the incidents, as this greatly helps investigations, so note the date, time, as much detail about what happened, any witnesses, any means of verifying the detail (notes, records, etc), then report it to someone senior to the manager if you don't trust them, you could be anonymous or ask to protected and not identified under whistle blowing policy. But the more information you give, the more a picture will emerge and the easier it will be to be able to verify your story. Try to keep it brief and factual, this shows its not a tit for tat type thing. I would advise against recording videos if you can find any other way of demonstrating whats going on.

If you don't get a positive response in house then you should give the same information over to the regulatory body for your industry, the Care inspectorate, CQC, Social work dept etc, along with the evidence that you've reported it in house and nothing has been done. This might be one of many pieces for them regarding whats going on in the service, so even if there's no action straight away, a pattern may emerge that gives them firmer grounds to take action.

report everything to the manager ASAP and cqc if you do nothing you could be implicated in it

Unfortunately the manager is involved in the problem.

Report it to the regulatory body. CQC, Ofstead... whoever it is.
People should always treat people how they would want to be treated or how they would want a relative to be treated.
Good luck, reporting is the right thing.

That could be your family member that they are abusing.
Go above management with detailed description of exactly what is happening.
Are you in a union?

I'd report it in an instant. The difficulty I have is a lack of evidence.

Plus the manager is v experienced within the business and I'm new. I don't think I would be believed.

Do what you can, you don't have much power but you sound like you are not going to just say nothing. Can you sound out any other staff?

ScrapThatThen trouble is that I'm really new to the job which means that I don't know anyone else well enough yet to even very subtly ask about other members of staff without raising suspicion IYSWIM?

I'm rarely in the same place at the same time with the same person twice. Being vague here again.

It could be that they've had the same thoughts and been waiting to share them with someone or it could be that they're all like it though that seems unlikely.

One thing that does stand out is that clients with more obvious physical needs are better cared for than those who look more ordinarily. There's a pull yourself together mentality for the people whose disabilities are more hidden. A real lack of understanding.

It is an expensive type of care and they wouldn't be getting it if there wasn't a clear need. Yet I've heard a colleague say that x person knows how to play the system to get this care which is blatantly untrue. The clients are far beyond being able to maintain an act that would cheat the system.

'Bad men need nothing more to compass their ends, than that good men should look on and do nothing.'

Has been going round in my head all day.

Can you talk to your supervisor in a more scenario based way, like ask her what the safeguarding procedure is, then ask what you should do if you see x (naming the behaviour you’ve witnessed but not the name). If she says you need to report it, then tell her you’ve seen the colleague do this and want to report it. If you get any weird or incorrect info from her from the initial questions or your request to report, then maybe try the same method with whoever is above her or the governing body. Doing nothing is clearly not sitting well in your body so listen to that.

Have been on a shift with the manager. They asked how I was getting on and I tentatively mentioned one of the worst instances I've seen. My manager minimised, made it clear that they maintain high standards of care and won't be doing anything about it.

After that conversation alone I know where I stand. I could contact the CQC but as I said before it'll be he said/she said.

I think I've hit a brick wall.

You must tell CQC. You can raise anonymously on their website, it might trigger an inspection. You could also tell the Local Authority safeguarding team or go to someone senior in the organisation in confidence (an executive director or board member) if you have evidence (what you saw or heard).

Please ring up your local adult services team and ask to raise it with the safeguarding team but be prepared to lose your job if you're still on probation ( I did) but at least your conscience will be clear. As a mum of a vulnerable sn dd I'd rather a carer protected her if I wasn't present. X

Ok. CQC it is then.

I may be back with an update.

You can report to CQC without leaving a name. Please do this