SEFTON SCP Safeguarding Policies and Procedures Online Manual

    15.7 Initial Consideration and Actions

    Last updated 21/10/2021

    The Senior Manager and LADO must consider the nature, content, and context of the allegation and agree a course of action together. They must therefore:

    • Establish that the complaint/allegation is within the scope of these procedures;
    • Verify whether there is evidence or information that establishes that the allegation is false (education settings only) or unfounded;
    • Consider whether further details are required (i.e. such as previous history, whether child/family have made similar allegations and current contact with children).

    For all other cases, the discussion will then focus on agreeing a course of action including deciding whether the information meets agreed thresholds to hold a strategy meeting under Child Protection Procedures and/or an allegations management strategy meeting under LADO.

    The advice of the LADO may also be sought where an employee's behaviour is a matter for concern because it compromises or may be seen to compromise the reputation and ability of the organisation to safeguard children. Some examples include:

    • Contravened any safe practice guidance;
    • Exploited or abused a position of power;
    • Acted in an irresponsible manner, which any reasonable person would find alarming or questionable given the nature of work undertaken;
    • Demonstrated a failure to understand or appreciate how their own actions or those of others could adversely impact upon the safety and wellbeing of a child;
    • Demonstrated an inability to make sound professional judgements, which safeguard the welfare of children;
    • Failed to follow adequately policy or procedures relating to safeguarding and promoting the welfare of children;
    • Failed to understand or recognise the need for clear personal and professional boundaries in their work;
    • Behaved in a way in their personal life, which could put children at risk of harm;
    • Become the subject of criminal proceedings not relating to a child;
    • Become subject to enquiries under local child protection procedures;
    • Behaved in a way, which seriously undermines the trust and confidence placed in them by the employer.