Our policies

Equality

Aureole Music and the Aureole Choir is committed to equality of opportunity and aims to ensure that all members, friends and associates are treated fairly and on an equal basis irrespective of sex, age, disability, race, religion or belief, sexual orientation, pregnancy and maternity, marriage and civil partnership, gender reassignment or social status.

Health & Safety

Aureole Music is committed to meeting in full our duty to ensure, so far as is reasonably practicable, the health, safety and welfare of any staff, volunteers, contractors and members of the public.

Our staff and volunteers are a key resource and their commitment to our clients is an essential cornerstone of our operations. Our commitment to their health and safety is recognised by this policy document.

Aureole Music will provide the training and resources necessary to ensure that all the requirements of this policy can be met in full. Each of us must accept our role and responsibilities and undertake them to the best of our ability. In this way we can all play a part in creating a safe, risk-free environment for everyone.

The health, safety and welfare of all volunteers or staff who engage with our operations is one of our prime objectives and as such is incorporated into our training policy.

Health, safety and welfare will, so far as is reasonably practicable, take precedence over all other objectives. We are committed to meeting all health and safety requirements specified in law and to further demonstrate our commitment by adopting codes of practice and industry best practice as appropriate to ensure a safe environment for our staff, volunteers, contractors and members of the public.

This policy reaffirms our commitment to provide the appropriate level of resources to ensure compliance with our duty in terms of health and safety during our operations. Aureole Music is committed to providing the resources necessary to ensure a high standard of safety.

ORGANISATION

This policy should be read in conjunction with other relevant policies.

The Chair and Board of Governors have overall and final responsibility for health and safety.

Day to day responsibility for ensuring this policy is put into practice is delegated to the Chair.

The Chair will:

a) advise the Board of any matter of concern and the resources needed to meet Health and Safety requirements.
b) ensure that risk assessments are carried out on working practices, before they start if possible, and to ensure they are reviewed should there be a change in any factor affecting the risk.
c) ensure that all staff, volunteers and contractors are informed, trained, supervised or otherwise instructed in matters of Health and Safety, fire precautions and other emergency procedures.
d) investigate all accidents and incidents to staff or volunteers, reporting all details in the Accident Book and, having reviewed the cause, make necessary provision to prevent a recurrence.
e) ensure that any contractors working for the charity are acquainted with the Health and Safety organisation and arrangements as it will affect them.
f) ensure that any contractors are provided with, or have brought with them, the necessary protective and safety equipment conducive with ensuring their and other’s Health and Safety.
g) ensure that any staff and volunteers are provided with updates and amendments of the policy, its organisation and arrangements.

All staff and volunteers will:

a) take reasonable care of their own Health and Safety and of others who may be affected by their acts or omissions at work, and
b) co-operate with the committee so far as is necessary to enable us to fulfil or comply with any duty or requirement under the Health and Safety Act.
c) report any situation that they consider to be a serious or imminent danger to those managing an event. (electrical faults, problems with safety equipment, fire doors jamming, lights not working in escape route etc).
d) report all accidents, incidents and damage, whether or not persons have been injured, to the manager of an event, or in their absence to the Chair directly as soon as possible.
e) report to the manager of an event any perceived shortcomings in the Health and Safety arrangements.
f) NOT intentionally or recklessly interfere with or misuse anything provided by the charity that is necessary to comply with provisions of the Health and Safety or other Acts (safety equipment, fire alarms, extinguishers etc). Any such actions will be considered a serious disciplinary offence and action taken accordingly.
g) familiarise themselves with the following documents:

(i) Induction pack – general rules and instructions

(ii) Job description for any staff

(iii) Volunteer policy

(iv) Health and Safety Policy

ARRANGEMENTS

MANAGEMENT AND ADMINISTRATION

The Chair shall so far as is reasonably practical:

a) review and make necessary revisions to the Health and Safety Policy.
b) properly consider any staff’s concerns, criticisms and comments regarding Health and Safety, its organisation and arrangements and take the necessary action.
c) ensure that all outstanding matters are addressed and either corrected or resources and a timetable of action provided.
d) supervise the implementation of the policy.
e) discuss matters of concern with event managers and decide the allocation of necessary resources. Health and safety issues will be given due consideration at Board meetings where any concern has been raised.
f) review all training needs and allocate resources as necessary.
g) ensure that all accidents and incidents have been correctly investigated and reported.

The Committee will:

a) ensure that a risk assessment is regularly updated for our events. (In the absence of a premises/office, there is no requirement to conduct regular audits of the safety of a specific premises. )
b) in consultation with Managers, provide the Chair with requirements for specific training needs in Fire, First Aid, manual handling etc.
c) Event managers will ensure that volunteers have received necessary training commensurate with their activity and that all training is recorded.

COMMUNICATION & CONSULTATION

All matters arising in respect of Health & Safety will be dealt with in Board meetings and will be minuted, OR through individual one to one discussion.

Health and Safety advice is available from the Chair.

Event managers will be responsible for the supervision of volunteers and staff. They will be responsible for ensuring that volunteers or staff attending locations under the control of other organisations are given relevant health and safety information.

SYSTEMS OF WORK & WORKING ARRANGEMENTS

All staff or volunteers will receive training and instruction in the safe use of equipment that they will use.

FIRST AID PROVISION

Appointed Persons:

The Chair or Event Manager will co-ordinate first aid and call out of the ambulance as necessary.

A log of first aid trained individuals will be kept.

NO untrained persons are to administer first aid except where trained first aiders are absent.

No treatments are to be administered, First Aid only, i.e. no painkillers, tablets, eye ointments, creams or lotions.

All First Aid given is to be recorded in the Accident Register.

ACCIDENT REGISTER .

Staff and volunteers must report any accident or incident to the Chair as soon as is practicable and in any event no later than the end of the day in which the incident occurred.

Event Managers will make initial investigations and enter the detail in the accident book. The Chair will confirm the investigation and take the necessary action to ensure the incident is controlled or will not occur again.

The Chair will initiate reporting procedure if the accident is work-related and results in an injury of a type which is reportable.

SAFE HANDLING AND USE OF SUBSTANCES

Event Managers will be responsible for:

ELECTRICAL SAFETY

Portable appliances will be individually entered in an inspection register and inspected and tested as considered appropriate by a competent person.

ALCOHOL (INCLUDING DRUGS)

Staff and volunteers should generally avoid consuming alcohol because of the detrimental impact it can have on performance. Staff and volunteers must exercise moderation and bear in mind their obligation not to be intoxicated whilst representing Aureole Music. Individuals who appear intoxicated or are observed drinking whilst representing Aureole Music will be subject to disciplinary procedures.

If staff or volunteers are prescribed drugs by their doctor which may affect their ability to perform their role they should discuss the problem with the Event Manager.

SAFETY AND SECURITY

All staff and volunteers are at all times required to ensure that they take care of themselves when engaged in our activities. Violent or disruptive clients or audience members are not to be confronted. The event manager is to be immediately informed and will take charge of the situation and call the police as necessary. When attending an event in a care home or hospital environment, the staff of the organisation being visited will take charge of the situation.

In the event of a robbery attempt staff or volunteers are not to resist any demands for Aureole’s property or cash. The police must be involved as soon as practicably possible.

SMOKING

Aureole Music aims to ensure that staff and volunteers are not exposed to environments where smoking takes place. Smoking and E-smoking is not permitted at Aureole events.

Where staff or volunteers have concerns about potential exposure to second hand smoke they should raise this with the Chair. Whilst all reasonable steps must be taken to reduce the risk to all staff or volunteers, those who are pregnant or who have a specific, medically supported condition that is exacerbated by smoke (e.g. asthma), will not be placed in environments where there is smoke.

Every member of staff and volunteer has the right:

to ask service users to refrain from smoking whilst the staff or volunteer is visiting
to decline to go into a smoker’s home

TRAINING

Training in Health and Safety Matters will be co-ordinated and supervised by the Chair who will, in association with event managers, identify training needs and necessary provision using facilities deemed appropriate.

All new staff and volunteers will be provided with a copy of relevant risk assessments and advised of likely hazards and controls in place.

Training records are kept by the Secretary or Administrator.

RISK ASSESSMENTS

General Risk assessments have been drawn up and are available for volunteers or their representatives to peruse.

The Chair is responsible for investigating accidents, and for acting to prevent a recurrence.

STATUTORY REGULATIONS

Aureole Music is committed to carrying out its operations in compliance with relevant Statutory Regulations and any new or amended Regulations that may become valid in the future.

This policy will be reviewed every three years.

Privacy policy

This Privacy Policy describes how your personal information is collected, used, and shared when you visit or make a purchase from aureolechoir.co.uk (the “Site”).

Personal information we collect
When you visit the Site, we automatically collect certain information about your device, including information about your web browser, IP address, time zone, and some of the cookies that are installed on your device. Additionally, as you browse the Site, we collect information about the individual web pages or products that you view, what websites or search terms referred you to the Site, and information about how you interact with the Site. We refer to this automatically-collected information as “Device Information”.

We collect Device Information using the following technologies:
– “Cookies” are data files that are placed on your device or computer and often include an anonymous unique identifier. For more information about cookies, and how to disable cookies, visit http://www.allaboutcookies.org.
– “Log files” track actions occurring on the Site, and collect data including your IP address, browser type, Internet service provider, referring/exit pages, and date/time stamps.
– “Web beacons”, “tags”, and “pixels” are electronic files used to record information about how you browse the Site.

Additionally when you make a purchase or attempt to make a purchase through the Site, we collect certain information from you, including your name, billing address, shipping address, payment information, email address, and phone number. We refer to this information as “Order Information”.

When we talk about “Personal Information” in this Privacy Policy, we are talking both about Device Information and Order Information.

How do we use your personal information?
We use the Order Information that we collect generally to fulfill any orders placed through the Site (including processing your payment information, arranging for shipping, and providing you with invoices and/or order confirmations). Additionally, we use this Order Information to:
– Communicate with you;
– Screen our orders for potential risk or fraud; and
– When in line with the preferences you have shared with us, provide you with information or advertising relating to our products or services.

We use the Device Information that we collect to help us screen for potential risk and fraud (in particular, your IP address), and more generally to improve and optimize our Site (for example, by generating analytics about how our customers browse and interact with the Site, and to assess the success of our marketing and advertising campaigns).

Sharing you personal Information
We share your Personal Information with third parties to help us use your Personal Information, as described above. For example, we use Shopify to power our online store–you can read more about how Shopify uses your Personal Information here: https://www.shopify.com/legal/privacy. We also use Google Analytics to help us understand how our customers use the Site — you can read more about how Google uses your Personal Information here: https://www.google.com/intl/en/policies/privacy/. You can also opt-out of Google Analytics here: https://tools.google.com/dlpage/gaoptout.

Finally, we may also share your Personal Information to comply with applicable laws and regulations, to respond to a subpoena, search warrant or other lawful request for information we receive, or to otherwise protect our rights.

Do not track
Please note that we do not alter our Site’s data collection and use practices when we see a Do Not Track signal from your browser.

Your rights
If you are a European resident, you have the right to access personal information we hold about you and to ask that your personal information be corrected, updated, or deleted. If you would like to exercise this right, please contact us through the contact information below.

Additionally, if you are a European resident we note that we are processing your information in order to fulfill contracts we might have with you (for example if you make an order through the Site), or otherwise to pursue our legitimate business interests listed above. Additionally, please note that your information will be transferred outside of Europe, including to Canada and the United States.

Data retention
When you place an order through the Site, we will maintain your Order Information for our records unless and until you ask us to delete this information.

Changes
We may update this privacy policy from time to time in order to reflect, for example, changes to our practices or for other operational, legal or regulatory reasons.

Contact us
For more information about our privacy practices, if you have questions, or if you would like to make a complaint, please contact us by e‑mail at david@aureolechoir.co.uk or by mail using the details provided below:

Aureole Music

Safeguarding Adults

Introduction

Aureole Music has written this Safeguarding Adults at Risk Policy to provide an understanding of Safeguarding and to establish internal procedures which demonstrate the Organisation’s values and commitment in this particular area. It provides guidance for trustees, staff and volunteers about what to do in specific circumstances.

Within the area of safeguarding adults, it is vital that all staff, including volunteers, know what to do if they are concerned about a person at risk. It is equally important that others are aware that the Organisation takes the safety and welfare of people at risk into consideration in every activity that is undertaken.

The first part of this document provides the Organisation’s Safeguarding Adults at Risk Policy followed by internal procedures.

The Organisation accepts that having a Safeguarding Adults at Risk Policy and internal Procedures are not enough in themselves to cover the wider remit of caring for adults at risk which is primarily about prevention; the organisation will also develop suitable training and provide advice to trustees, staff and volunteers where necessary.

SAFEGUARDING ADULTS AT RISK POLICY

The Organisation is fully committed to safeguarding the welfare of all adults, recognising its responsibility to take all reasonable steps to promote safe practice and to protect adults at risk from harm, abuse and exploitation.

The Organisation acknowledges its duty to act appropriately to any allegations, reports or suspicions of abuse/harm.

Trustees, staff, volunteers and the Organisation’s members will endeavour to work together to encourage the development of an ethos which embraces difference and diversity and respects the rights of children, young people and adults.

In implementing this Safeguarding Adults at Risk Policy, the Organisation will:

Ensure that all trustees, staff, volunteers and members understand their legal and moral responsibility to protect adults at risk from harm, abuse and exploitation;
Ensure that all trustees, staff, volunteers and members understand their responsibility to work at all times towards maintaining high standards of practice;
Ensure that all trustees, staff, volunteers and members understand their duty to report concerns that arise about an adult at risk, or a trustee, staff, volunteer or member’s conduct towards an adult at risk, to the Organisation’s named/designated person for safeguarding issues which will be John Bowley.
Ensure that John Bowley understands his responsibility to refer any safeguarding concerns to the statutory agencies (i.e. Police and / or Adult Safeguarding);
Ensure that any procedures relating to the conduct of trustees, staff or volunteers are implemented in a consistent and equitable manner;
Provide opportunities for all trustees, staff or volunteers to develop their skills and knowledge, particularly in relation to the welfare and protection of adults at risk;
Ensure that adults at risk are enabled to express their ideas and views on a wide range of issues and will have access to the Organisation’s Complaints Procedure;
Endeavour to keep up-to-date with local and national developments relating to the welfare and safeguarding of adults.

COMMITMENT

The Organisation is fully committed to protect and promote individual human rights, the capacity for independence and improved wellbeing so that adults stay safe, are treated with dignity and respect, enjoy a sustained quality of life and are at all times protected from abuse, neglect, discrimination or poor treatment.

The central purpose of the Organisation’s Safeguarding Adults at Risk Policy and internal Procedures is to ensure that people know how to recognise signs of abuse and neglect and, where they do occur, that there is an appropriate response to protect those affected from further harm.

DEFINITIONS

An Adult at Risk

An adult at Risk is a person aged 18 years or over who is, or may be, unable to take care of themselves, or protect themselves from harm or from being exploited. This may be because their circumstances e.g. chronic illness, disability, age, mental health issues or their lifestyle causes them to be at risk in some situations.

What is abuse?

Abuse is mistreatment by any other person or persons that violates a person’s human and civil rights. Abuse can happen anywhere – in a person’s own home, in a residential or nursing home, in a supported living setting, a hospital or GP surgery, a prison, day centre or educational setting, library, sports centre, within the workplace, or within the community.

Examples of Abuse

Physical abuse: including hitting, slapping, pushing, kicking or injuring someone and misuse of medication.
Sexual abuse: including rape, sexual assault or pressuring someone into sexual acts they haven’t consented to, don’t understand or feel powerless to refuse.
Emotional abuse: including threats of harm or abandonment, isolation, humiliation, blaming, controlling, intimidation, coercion, harassment, verbal abuse, or withdrawal from services or supportive networks.
Financial or material abuse: including theft, fraud, and misuse of property, possessions, benefits, and deliberate / premeditated mismanagement of finances by people in positions of trust.
Neglect and acts of omission: including ignoring medical or physical care needs, failure to provide access to appropriate health, social care or educational services, withholding medication, nutrition and heating.
Discriminatory abuse: including abuse that is racist, sexist, or based on disability or age, or other forms of harassment, slurs or similar treatment.
Institutional abuse: sometimes happens in places such as residential homes, nursing homes, hospitals or prisons where people are mistreated because of poor or inadequate care / support, neglect and poor working practice that affect the whole of that service.

PROCEDURE FOR WHAT TO DO IF YOU SUSPECT ABUSE

All trustees, staff, volunteers and members must take the following action where appropriate:

Ensure the person is safe.
Listen carefully to what the person has to say, but do not ask questions other than to clarify what has been said.
Inform the person disclosing abuse that you cannot keep this information confidential and must pass this information on to the Organisation’s named person for safeguarding issues.
Contact the emergency services if urgent medical help is required.
Contact John Bowley immediately. If he is unavailable then Nicki Kennedy should be contacted. If you are unable to contact them or if you suspect they may be involved in the abuse, you should contact another Governor, Katey Wood.
John Bowley or Nicki Kennedy will decide whether to contact the Single Point of Referral (SPOR) for Adult Safeguarding (444440).
John Bowley will decide whether to contact the Police if it is suspected that a crime has been committed (Tel: 612612 or 999)
Take care to preserve any evidence e.g. clothing, bedding, weapons, text messages, letters etc.
Record the allegation or your suspicion of abuse as accurately as possible.

Do Not:

Question the victim as this may affect any police action.
Discuss the allegation / abuse with the person alleged to have caused harm.
Discuss the allegation / abuse with other staff members, other than John Bowley or Nicki Kennedy.
Take any other action without first discussing this with the John Bowley or Nicki Kennedy.
Promise to maintain confidentiality.
Delay reporting the incident / allegation.

RAISING CONCERNS

All staff, trustees, volunteers and members have a clear professional and moral duty to report any allegations or suspicions of abuse or potential abuse of an adult to John Bowley or Nicki Kennedy.

Any worker within the Organisation who is involved directly or indirectly with adults at risk has the responsibility to be aware of the possibility of abuse. They have a responsibility to take appropriate action whenever there is concern that abuse may have taken place or may occur, unless someone does something to stop it. This is called ‘alerting’.

It is important that any allegation of abuse is taken seriously, however insignificant it may seem on first appearance to the person receiving the information.

There are four key questions to be kept in mind when deciding whether an alert becomes a referral:

Is the person 18 or older?
Is the person in need of or may be in need of community care services by virtue of frailty, mental disorder, disability or other condition or illness?
Do the circumstances indicate actual or potential risk of abuse, neglect or exploitation or significant harm?
Is the person unable or likely to be unable to take care of themselves or protect themselves from harm or exploitation?

WHO TO TELL – ALERT AND REFERRAL

If you have a concern about actual or possible adult abuse, generally, you should talk urgently to John Bowley or Nicki Kennedy making clear what you know or suspect. The only exception to this course of action is if they may be implicated in your concerns. In these circumstances you should talk directly to Katey Wood.

When a suspected incident of adult abuse is reported, John Bowley or Nicki Kennedy must take it seriously and decide whether the allegation needs further investigation. If it appears that there are grounds to believe that adult abuse is or may be happening, John Bowley or Nicki Kennedy must ensure that an alert is acted upon at the earliest possible opportunity and no later than at the end of the working day in question.

If John Bowley is uncertain that abuse has occurred or is indicated, advice should be sought from Nicki Kennedy or Katey Wood who will contact Adult Safeguarding on 444440 or email SPOR@health.gov.je for further advice.

The details required should include the following:

your name, position / relationship and contact details as the referrer
when the incident happened
where the incident happened
who was involved (names and relationships)
details of the concern or alleged abuse
what action was taken and other organisations involved e.g. police, ambulance
whether there is an immediate or future risk.

ENSURING IMMEDIATE SAFETY

If the adult is in immediate danger or in need of urgent medical attention, action must be taken to ensure their immediate safety and well-being. This may include contacting the appropriate emergency services by calling 999.

POLICE ADVICE

It should be noted that the Police, as well as taking a lead in any criminal investigation, are available for advice and consultation at an early stage. It is important that the Police are able to gather forensic evidence immediately and therefore they should be contacted in any case where a serious incident and / or criminal offence has occurred or is suspected of occurring.

IMPORTANT THINGS TO CONSIDER WHEN ABUSE IS KNOWN OR SUSPECTED

In all cases where a person is in immediate danger, urgent action must be taken at once, by calling the relevant emergency services.

If there is reason to believe a crime has been committed, seek the adult’s consent to inform the Police. If the adult gives permission, ensure the situation is discussed with John Bowley or Nicki Kennedy and then contact the Police.

If the adult does not give permission to involve the Police, this information should be passed on to John Bowley or Nicki Kennedy as soon as possible, and clearly recorded in the service user’s case file. If other service users are considered to be at similar risk, discussion with the Police may occur taking into account the service user’s wishes.

If you believe the person lacks the capacity to give consent and there is reason to believe a crime has been committed, action can be taken in their best interests. You must act in accordance with their wishes, wherever possible.

However, consideration should be given to circumstances in which a person’s wishes may be overridden. In some cases, it will be essential for other or additional services to be provided, for example residential care, to be provided immediately, before any investigation starts.

If the adult indicates a wish for action to follow as a result of alleged or actual abuse, offer necessary support, but do not ask investigative questions. Rather, give the person reassurance that the matter is being reported and that someone will make contact with them.

In cases where serial allegations of abuse are made, each allegation must be treated separately and in accordance with this policy and procedure, taking into account the individual’s wellbeing.

ALLEGATIONS AGAINST STAFF, INCLUDING VOLUNTEERS

Where an allegation concerns the actions of a member of staff (who may also be a colleague), it is the clear duty of all those concerned to report the matter as set out above. When it comes to raising adult abuse concerns, no distinction should be made between staff and other persons. The adult at risk’s wellbeing is paramount.

If an allegation is made against a member of staff, John Bowley or Nicki Kennedy will need to clarify with the investigating team what action he or she intends to take under the Disciplinary Policy.

It is important to ensure that the action taken:

protects the rights and wishes of the adult at risk;
protects the rights of the member of staff concerned;
enables John Bowley or Nicki Kennedy to take appropriate action either on behalf of the adult at risk or against the staff member where appropriate; and
does not compromise any criminal investigation.

To achieve these outcomes it will be necessary for John Bowley or Nicki Kennedy to coordinate his/her responsibilities for pursuing disciplinary matters in relation to the member of staff with those of the ‘investigating team’, who will be working within these safeguarding adults procedures.

Anyone who works, or has contact, with a person thought to be at risk has a responsibility to report actual or suspected abuse. This includes family members, volunteers, health workers, manager and staff.

Doing nothing is not an option.

IMPORTANT LINKS

Jersey Safeguarding Adult Partnership Board Procedures

The Jersey Safeguarding Adult Partnership Board provide procedures for anyone who works with or cares for adults who may be at risk.

http://www.proceduresonline.com/jersey/adults

Multi agency training

The Safeguarding Partnership Board provides information about available training and courses which can be accessed at:

http://www.gov.je/Caring/IndependentMonitoring/SPB/Pages/SafeguardingTraining.aspx

Policy – Safeguarding Children

Introduction

Aureole Music has written this Safeguarding Children’s policy to provide an understanding of Safeguarding and to establish internal procedures which demonstrate the Organisation’s values and commitment in this particular area. It provides guidance for trustees, staff and volunteers about what to do in specific circumstances.

Within the area of safeguarding, it is vital that all staff, including volunteers, know what to do if they are concerned about a child or young person. It is equally important that others are aware that the Organisation takes the safety and welfare of children at risk into consideration in every activity that is undertaken.

The first part of this document provides the Organisation’s Safeguarding Children’s Policy followed by internal Procedures.

The Organisation accepts that having a Safeguarding Children’s Policy and internal Procedures are not enough in themselves to cover the wider remit of caring for children and young people, which is primarily about prevention; the organisation will also develop suitable training and provide advice to trustees, staff and volunteers where necessary.

SAFEGUARDING CHILDREN POLICY

The Organisation is fully committed to safeguarding the welfare of children and young people, recognising its responsibility to take all reasonable steps to promote safe practice and to protect children at risk from harm, abuse and exploitation.

The Organisation acknowledges its duty to act appropriately to any allegations, reports or suspicions of abuse.

In implementing this Safeguarding Children Policy, the Organisation will:

Ensure that all trustees, staff, volunteers and members understand their legal and moral responsibility to protect children from harm, abuse and exploitation;
Ensure that all trustees, staff, volunteers and members understand their responsibility to work at all times towards maintaining high standards of practice;
Ensure that all trustees, staff, volunteers and members understand their duty to report concerns that arise about an child at risk, or a trustee, staff, volunteer or member’s conduct towards a child at risk, to the Organisation’s named/designated person for safeguarding issues which will be John Bowley.
Ensure that the named/designated person understands their responsibility to refer any safeguarding concerns to the statutory agencies (i.e. Police and / or Multi Agency Safeguarding Hub (MASH);
Ensure that any procedures relating to the conduct of trustees, staff or volunteers are implemented in a consistent and equitable manner;
Provide opportunities for all trustees, staff or volunteers to develop their skills and knowledge, particularly in relation to the welfare and protection of children;
Ensure that children and young people are enabled to express their ideas and views on a wide range of issues and will have access to the Organisation’s Complaints Procedure;
Endeavour to keep up-to-date with national developments relating to the welfare and safeguarding of children and young people.

COMMITMENT

The Organisation is fully committed to protect and promote individual human rights, the capacity for independence and improved wellbeing so that children stay safe and are at all times protected from abuse or neglect.

The central purpose of the Organisation’s Safeguarding Children Policy and internal Procedures is to ensure that people know how to recognise signs of abuse and neglect and, where they do occur, that there is an appropriate response to protect those affected from further harm.

DEFINITIONS

A Child

Anyone under the age of eighteen, in Jersey.

What is abuse?

The following definitions are based on those identified in Working Together to Safeguard Children 2015:

Physical Abuse

Physical abuse may involve hitting, shaking, throwing, poisoning, burning or scalding, drowning, suffocating, or otherwise causing physical harm to a child.

Physical harm may also be caused when a parent fabricates the symptoms of, or deliberately induces illness in a child.

Emotional Abuse

Emotional abuse is the persistent emotional maltreatment of a child such as to cause severe and persistent effects on the child’s emotional development, and may involve:

Conveying to children that they are worthless or unloved, inadequate, or valued only insofar as they meet the needs of another person;
Imposing age or developmentally inappropriate expectations on children. These may include interactions that are beyond the child’s developmental capability, as well as overprotection and limitation of exploration and learning, or preventing the child participating in normal social interaction;
Seeing or hearing the ill-treatment of another e.g. where there is domestic violence and abuse;
Serious bullying, causing children frequently to feel frightened or in danger;
Exploiting and corrupting children.

Some level of emotional abuse is involved in all types of maltreatment of a child, though it may occur alone.

Sexual Abuse

Sexual abuse involves forcing or enticing a child or young person to take part in sexual activities, not necessarily involving a high level of violence, whether or not the child is aware of what is happening. The activities may involve physical contact, including assault by penetration (e.g. rape or oral sex) or non-penetrative acts such as masturbation, kissing, rubbing and touching outside of clothing.

Sexual abuse includes non-contact activities, such as involving children in looking at, including online and with mobile phones, or in the production of, pornographic materials, watching sexual activities or encouraging children to behave in sexually inappropriate ways or grooming a child in preparation for abuse (including via the internet). Sexual abuse is not solely perpetrated by adult males. Women can also commit acts of sexual abuse, as can other children.

In addition; Sexual abuse includes abuse of children through sexual exploitation. Penetrative sex where one of the partners is under the age of 16 is illegal, although prosecution of similar age, partners is not usual. However, where a child is under the age of 13 it is classified as rape.

Neglect

Neglect is the persistent failure to meet a child’s basic physical and/or psychological needs, likely to result in the serious impairment of the child’s health or development.

Neglect may occur during pregnancy as a result of maternal substance misuse, maternal mental ill health or learning difficulties or a cluster of such issues. Where there is domestic abuse and violence towards a carer, the needs of the child may be neglected.

Once a child is born, neglect may involve a parent failing to:

Provide adequate food, clothing and shelter (including exclusion from home or abandonment);
Protect a child from physical and emotional harm or danger;
Ensure adequate supervision (including the use of inadequate care-givers);
Ensure access to appropriate medical care or treatment.

It may also include neglect of, or unresponsiveness to, a child’s basic emotional, social and educational needs.

PROCEDURE FOR WHAT TO DO IF YOU SUSPECT ABUSE

All trustees, staff, volunteers and members must take the following action where appropriate:

Ensure the child or young person is safe.
Listen carefully to what the individual has to say, but do not ask questions other than to clarify what has been said.
Inform the child disclosing abuse that you cannot keep this information confidential and must pass this information on to the Organisation’s named person for safeguarding issues.
Contact the emergency services if urgent medical help is required.
Contact John Bowley immediately. If he is unavailable then Nicki Kennedy should be contacted. If you are unable to contact them or you suspect they may be involved in the abuse, you should contact another Governor, Katey Wood.
John Bowley will decide whether to contact MASH (Tel: 519000)
John Bowley will contact the Police if it is suspected that a crime has been committed (Tel: 612612 or 999)
Take care to preserve any evidence e.g. clothing, bedding, weapons, text messages, letters etc.
Record the allegation or your suspicion of abuse as accurately as possible.

Do Not:

Question the child or young person as this may affect any police action.
Discuss the allegation / abuse with the alleged perpetrator.
Discuss the allegation / abuse with other staff members, other than John Bowley or Nicki Kennedy.
Take any other action without first discussing this with John Bowley or Nicki Kennedy.
Promise to maintain confidentiality.
Delay reporting the incident / allegation.

RAISING CONCERNS

All staff, trustees, volunteers and members have a clear professional and moral duty to report any allegations or suspicions of abuse or potential abuse of a child to John Bowley.

Any worker within the Organisation who is involved directly or indirectly with children has the responsibility to be aware of the possibility of abuse. They have a responsibility to take appropriate action whenever there is concern that abuse may have taken place or may occur, unless someone does something to stop it.

It is important that any allegation of abuse is taken seriously, however insignificant it may seem on first appearance to the person receiving the information.

WHO TO TELL

If you have a concern about actual or possible abuse to a child or young person, generally, you should talk urgently to John Bowley making clear what you know or suspect. The only exception to this course of action is if John Bowley may be implicated in your concerns. In these circumstances you should talk directly to the Nicki Kennedy or Katey Wood.

When a suspected incident of child abuse is reported, John Bowley or Nicki Kennedy must take it seriously and decide whether the allegation needs further investigation. If it appears that there are grounds to believe that child abuse is or may be happening, they must ensure that the information is acted upon at the earliest possible opportunity and no later than at the end of the working day in question.

If John Bowley is uncertain that abuse has occurred or is indicated, then advice should be sought from Nicki Kennedy or Katey Wood who will make an enquiry to the Multi Agency Safeguarding Hub (MASH)

Tel: 519000 email: Enquiries-MASH@gov.je

An enquiry form is available here:

http://www.gov.je/Caring/IndependentMonitoring/SPB/Pages/MultiAgencyChildProtectionProcedures.aspx

Parents/carers should be informed if a MASH enquiry is being made unless to do so would put the child at risk of harm. However, inability to inform parents for any reason should not prevent an enquiry being made. MASH should be contacted and the case discussed.

The details required should include the following:

your name, position / relationship and contact details as the referrer
when the incident happened
where the incident happened
who was involved (names and relationships)
details of the concern or alleged abuse
what action was taken and other organisations involved e.g. police, ambulance
whether there is an immediate or future risk.

ENSURING IMMEDIATE SAFETY

If the child or young person is in immediate danger or in need of urgent medical attention, action must be taken to ensure their immediate safety and well-being. This may include contacting the appropriate emergency services by calling (dial 112 or 999) or taking a child to the Emergency Department at the General Hospital, St Helier.

IMPORTANT THINGS TO CONSIDER WHEN ABUSE IS KNOWN OR SUSPECTED

In all cases where a child is in immediate danger, urgent action must be taken at once, by calling the relevant emergency services.

If there is reason to believe a crime has been committed, the Police should be contacted promptly so that they are able to gather forensic evidence immediately.

It should be noted that the Police, as well as taking a lead in any criminal investigation, are also available for advice and consultation.

ALLEGATIONS AGAINST STAFF

Where an allegation concerns the actions of a member of staff (who may also be a colleague), it is the clear duty of all those concerned to report the matter as set out above. When it comes to raising child abuse concerns, no distinction should be made between staff and other persons. The child or young person’s wellbeing is paramount.

If an allegation is made against a member of staff, John Bowley or Nicki Kennedy will need to clarify with the investigating team what action he or she intends to take under the Disciplinary Policy, which should involve suspending the individual whilst the allegations are investigated.

It is important to ensure that the action taken:

protects the rights and wishes of the child;
protects the rights of the member of staff concerned;
enables John Bowley or Nicki Kennedy to take appropriate action either on behalf of the child or against the staff member where appropriate; and
does not compromise any criminal investigation.

Anyone who works, or has contact, with a child or young person thought to be at risk has a responsibility to report actual or suspected abuse. This includes family members, volunteers, health workers, manager and staff.

Doing nothing is not an option.

IMPORTANT LINKS

Multi-Agency Child Protection Procedures

In Jersey, agencies have agreed to work together to the Safeguarding Partnership Board Multi-Agency Child Protection Procedures and internal agency procedures should dovetail with these; they can be found at:

http://jerseyscb.proceduresonline.com/index.htm

Multi agency training

The Safeguarding Partnership Board provides information about available training and courses which can be accessed at:

http://www.gov.je/Caring/IndependentMonitoring/SPB/Pages/SafeguardingTraining.aspx

Policy – Volunteer

Introduction

Volunteering is the commitment of time and energy for the benefit of society and the community: the environment of individuals outside one’s immediate family. It is undertaken freely and by choice without concern for financial gain.

Aureole Music believes in the value of voluntary activity as an important expression of citizenship and an essential component of a free and democratic society. It supports and promotes volunteering in public and third sector organisations. Aureole Music takes responsibility for ensuring that volunteers within its own organisation are appropriately involved, valued for their contribution and respected as colleagues.

In adopting this volunteer policy Aureole Music wishes to:

Formally acknowledge and support the role of volunteers in its work
Set out the principles governing the involvement of volunteers and provide a set of guidelines to ensure good practice in working with volunteers
Encourage and enable, rather than restrict, the involvement of volunteers.

This volunteer policy and accompanying guidelines are intended for use by Aureole Music staff and volunteers.

Volunteer Policy Statement

Equal Opportunities

As an employer and engager of volunteers Aureole Music is committed to a policy of equal opportunities. This principle will apply to service delivery, recruitment, promotion, training, facilities, procedures and all terms and conditions.
Volunteers will be expected to adhere to Aureole Music Equal Opportunities Policy, a copy of which can be found on the Aureole Music website

Recruitment & Selection

Recruitment of volunteers will be in line with Aureole Music’s Equal Opportunities Policy.

Information & Training

Volunteers will receive full information about their chosen area of work and will be given a clear idea of their responsibilities to Aureole Music.
Volunteers will be given clear advice and training in the specific tasks to be undertaken.
Volunteers will be consulted in decisions which affect them.

Support & Supervision

Volunteers will receive support from the Creative Lead or from the Chair of Aureole Music.

Problem-Solving

Aureole Music recognises that problems do arise and we aim to identify and resolve these problems at the earliest stage. Volunteers who have a problem of any kind should discuss it in the first instance with their named contact person.

Confidentiality

Volunteers will be bound by the same confidentiality conditions as Aureole Music staff or committee members.

Insurance

Volunteers will be adequately covered by insurance while carrying out agreed duties.

Health and Safety

All volunteers are covered by the same health and safety policies and provisions as staff.

Relations with Staff

Steps will be taken to ensure that Aureole Music staff are clear about the roles of volunteers and to foster good working relationships between staff and volunteers.

Aureole Music recognises the need for training for those working alongside and managing volunteers.

Costs

Aureole Music will endeavour to identify and cover the costs of involving volunteers and recognises the value of designated responsibilities within specific posts for the management of volunteers.

References

On the basis of their voluntary work, volunteers will have the right to request a reference.

Monitoring & Evaluation

Aureole Music will systemically monitor and evaluate its involvement of volunteers with reference to this Volunteer Policy.

Review

This policy comes into force on 19th October 2022 and Aureole Music commits itself to review the policy as and when changes in legislation or other factors make this necessary. The policy will be subject to a comprehensive review two years after its introduction. (Review date: October 2024)

Note

“Staff” refers to administrative staff or Board members.
This document refers to other policies which are available on our website, aureolemusic.co.uk

Guidelines for Involving Volunteers

These guidelines are intended for use along with the policy statement. They give further detail on recommended good practice in the involvement of volunteers within Aureole Music

Recruitment

Aureole Music has an Equal Opportunities Policy and will prevent discrimination particularly on the grounds of gender, marital status, disability, race, colour, religious belief, political belief, sexuality, nationality, ethnic origin, age, trade union activity, responsibility for dependents or employment status. (See statement and policy for details)

Initial Contact

People interested in becoming volunteers with Aureole Music should, in the first instance, contact the organisation and should:

Be given relevant information about our programme
Have their role explained and how it fits in with Aureole Music ’s overall aims and ethos
Have the next stages of becoming a volunteer with Aureole Music outlined
If the volunteer wishes to proceed with the application at this stage, the contact person should ask them to fill out the membership form, and provide a reference if requested.
If the volunteer is undecided, agree the next step e.g. for the contact person to contact the potential volunteer in a week’s time.

Selection

All volunteers should complete a membership form. A written or telephone reference will be required. If the volunteer is to carry out specialised work (e.g. IT support) a second reference should relate directly to this.

Our volunteers may be working with vulnerable people, or in positions of trust, and they must provide information about any criminal convictions that they may have.
All information should be dealt with in the strictest confidence and should not necessarily prejudice the person being accepted for voluntary work.

Records

Minimum details should be kept on volunteers. This will include the application form, references, placement details, relevant information regarding the person’s health, correspondence and any other relevant information such as emergency contact details.
Record keeping must be secure but accessible to other members of staff if you are absent.

The Data Protection Act enables people to access information held about them.

Induction

Induction sessions should be provided for all new volunteers and should cover:

Role and responsibility of volunteers
Hygiene, including Covid protocols when working with vulnerable people for singers
Arrangements for training, support and supervision
Contact person
Need for confidentiality
Ethos/values, etc
Problem-solving procedures
Background to Aureole Music
Health and Safety
Meeting staff

In the case of volunteer singers, induction will take the form of a ‘taster’ session, in which the singer will join the existing singers at an event and participate, learning the procedures in situ and being supported by the lead and other singers at the event.

During induction, volunteers should be signposted to the Aureole Music Volunteer Policy and Health and Safety Policy.

Expectations of Volunteers

Aureole Music should expect volunteers to:

Participate in induction sessions where required
Fill in the appropriate membership form (singers)
Comply with existing policies and procedures
Undertake voluntary work at agreed times
Inform relevant staff if unable to attend
Give some notice if unable to continue volunteering
Raise any issues of concern relating to their voluntary work with the contact person
Agree with the aims and ethos of the organisation

Placement

Once a suitable voluntary placement has been identified, details about the frequency and length of commitment and nature of the voluntary activity should be determined and an established trial period agreed.
Aureole Music reserves the right to ask volunteers to leave and will give reasons in writing if requested.

Support, Supervision and Problem-Solving

Regular support/supervision should be available to each volunteer. The type and level of support will depend on the needs of the volunteer and the nature of their role.
If a complaint about a volunteer arises, the matter will be dealt with by the Chair and Event Manager

Expenses

The procedures for claiming any expenses should be clear and accessible.
All agreed out of pocket expenses should be reimbursed on production of receipts.

Insurance

It should be ensured that volunteers have appropriate insurance cover in terms of employers and public liability.