Dignity and Privacy

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1. POLICY STATEMENT

1.1. The organisation will ensure that staff respect client’s privacy and dignity and ensure that

they receive the care needed, without undue interference.

1.2. Prior to entering the premises of a client, staff must knock, speak through the door and wait to be given entry, unless the temporary worker has been provided with keys, or access

codes, and prior permission to enter. (Where entering with keys is the standard and routine

procedure then this will be entered on the client’s Personal Care Plan). Entry without

permission is only acceptable in a clear emergency or where there are concerns regarding

the safety of the client.

1.3. Where the client is deaf, or otherwise incapable of indicating their willingness to, and

acceptance of, the staff entry, then some other approach must be agreed and adopted at

the time the service begins.

2. HEALTH AND SOCIAL CARE ACT 2008 (REGULATED ACTIVITIES) REGULATIONS 2014:

REGULATION 10

2.1. The intention of this regulation is to make sure that people using the service are treated

with respect and dignity at all times while they are receiving care and treatment.

2.2. To meet this regulation, the organisation will make sure that it provides care and treatment in a way that ensures people's dignity and always treats them with respect.

2.3. This includes making sure that people have privacy when they need and want it, treating

them as equals and providing any support they might need to be autonomous, independent

and involved in their local community.

3. KEYS AND ACCESS SECURITY

3.1. Although the holding of keys is generally to be avoided, the organisation may, on occasion, be given a set of keys by the client or their advocate so that staff employed by the

organisation may gain access to provide services. In such cases the clients will be asked to

sign a written agreement prepared by the organisation.

3.2. This agreement is kept on the client’s file in the agency’s office. In all cases the organisation will confirm with the client that it is holding duplicate and not original keys, and that

original keys, and that originals are kept securely either in the client’s home or some other

suitable place.

3.3. Where keys are kept by the agency, then records will be kept of all key holders and the

agency will ensure that keys are coded in such a manner that ensures that only the agency

can link the keys to a client.

3.4. All keys are kept securely by the temporary worker, never attached to case notes or files,

and returned to the agency’s locked “key cabinet” when not in use.

3.5. Keys are not to be left, for example “under the door mat” next to the front door, or

similarly oblivious hiding places, and must not be given to any person for “safekeeping” (or

any other purpose) unless authorised by the agency.

3.6. In cases of loss or theft of keys, the priority is the safety and security of the client. The

organisation will discuss with the client an alternative security arrangement.

3.7. The security of entry codes has the same priority as security of keys and the organisation

will ensure that entry codes for the client’s premises are not written down in such a manner

that the information may be linked to the client. Client’s access codes may be changed and

the agency will seek to discuss this possibility with the client if it is believed that security

has been compromised. If entry cannot be gained by the temporary worker, the

organisation advice staff to remain calm.

3.8. There may be several different reasons for this situation occurring, and a process of

elimination of the obvious reasons will eventually determine whether a more serious

situation exists.

4. RESPONSIBILITY OF PERMANENT AND STAFF

4.1. If the temporary worker has been provided with keys and they have been disabled, for

example, from the inside, then this indicates, almost conclusively, that someone is in. If the

temporary worker is unable to gain the attention of the client and suspects that something

may be wrong, then the temporary worker is advised to contact the police without delay.

4.2. In other situations, the assistance of the organisation Ltd neighbours, friends, cares etc. will be sought before determining that the situation may be an emergency and calling the

police.

4.3. If a client is discovered, upon arrival of the temporary worker, to have had an accident, or

an emergency arises, the temporary worker will assess the situation and if judged serious,

the temporary worker is instructed to call the emergency services. All events of this type

are to be recorded in the homecare record.

4.4. The agency ensures that all staff registered are supplied with a personal copy of the GSCC’S Code of Practice for social care workers, and that they abide by this code. Para 1.4 of the code states that social care workers must protect the right and promote interest by

“Respecting and maintaining the dignity and privacy of clients”. Staff must abide by the

Company’s Confidentiality Policy always.

4.5. This precludes our staff from divulging information about anything they have seen, heard or read about clients.

4.6. Staff may discuss any concerns about a client’s wellbeing or safety. If we need to speak to a third party about our client’s care, we will seek permission before doing so, except where

we are unable to do so while responding to an emergency or where we have a legal

obligation to do so. Staff are made aware of this policy and any failure to observe the

principles outlined will lead to disciplinary action.

4.7. When accompanying a client to the toilet, assisting with bathing, dressing or other intimate tasks, staff must maintain a client’s dignity and privacy, only undertaking those tasks that the client is clearly unable to do.

4.8. Wherever possible the clients wishes will be respected concerning the sex of the temporary worker assigned, (where a Genuine Occupational Requirement is evident) when intimate

care is to be provided.

4.9. All actions undertaken by the organisation staff are completed with the express wish of the client and are conducted in such a way that the client does not feel undervalued or

inadequate.

5. CONFIDENTIALITY AND PRIVACY IN RELATION TO SOCIAL MEDIA

5.1. Privacy relates to the client’s expectation and right to be treated with dignity and respect.

Client/temporary worker relation is built on trust; therefore, the client needs to be

confident that their most personal information and basic dignity will be protected by the

temporary worker.

5.2. Any breach of such a nature, even in advertent, damages the clients/staff relationship and

may tarnish the company's image.

5.3. Any client information learned by the agency during treatment must be safeguarded by that temporary worker. Such information may only be disclosed to other members of the health care team for health care purposes.

5.4. Confidential information should be shared only with the patient’s informed consent, when legally required or where failure to disclose the information could result in significant harm.

5.5. The use of social media and other electronic communication is increasing exponentially

with growing numbers of social media outlets, platforms and applications.

5.6. The Internet provides an alternative media for staff to share workplace experiences,

particularly events that have been challenging or emotionally charged.

5.7. Without a sense of caution a temporary worker may indulge in disclosing too much

information and therefore violating a client’s privacy and confidentiality.

5.8. Instances of inappropriate use of electronic media are considered a serious breach of the

company’s policies.

6. CLIENTS HAVE THE RIGHT TO:

6.1. Have their needs properly assessed, and to have those needs met on a consistent basis, to a

defined level of quality;

6.2. Receive written information about the care they are receiving, together with its cost;

6.3. Exercise an appropriate degree of control over their lives;

6.4. Make informed choices and to take decisions;

6.5. Receive care, attention, and services on an equal basis with all others;

6.6. Be protected from any abuse or conduct which is detrimental to their wellbeing and health;

6.7. Be treated in a manner which promotes dignity, wellbeing and understanding.

6.8. Make a complaint about any aspect of the service they are receiving; The organisation has a comprehensive complaints procedure in place that is there to ensure we can safeguard the

interest of the clients and candidates.