Care Certificate
Course Content
- Introduction to the Care Certificate Course
- Standard 1 - Understand Your Role
- Standard 2 - Your Personal Development
- Standard 3 - Duty of Care
- Introduction to the Duty of Care Standard
- Addressing dilemmas within your duty of care
- Duty of care
- Recognising and handling comments, complaints and incidents
- Managing conflict and difficult situations
- How to deal with comments and complaints
- Supporting independence
- Incidents, Errors and Near Misses
- Standard 4 - Equality and Diversity
- Introduction to the standard on Equality and Diversity
- About equality and diversity
- The purpose of the Equality Act 2010
- Types of discrimination
- Protected characteristics
- Explaining equal opportunities
- Diversity
- Inclusion
- Prejudice
- Diversity and discrimination
- What to do if you suffer from discrimination
- The Code of Conduct
- Reducing the Likelihood of Discrimination in Care
- Information, advice and support
- Standard 5 - Working in a Person Centred Way
- Introduction to working in a person-centred way
- Working in partnership with others
- Record keeping in care
- The Care Plan
- The importance of finding out the history, preferences, wishes and needs of the individual
- Minimising environmental factors that may cause discomfort or distress
- Person centred values in practice
- Supporting individuals to minimise pain or discomfort
- Communication and Person Centred Care
- Working to promote person centred values
- Supporting individuals to plan for their future wellbeing and fulfilment, including end-of-life care
- Encouraging Person Centred Care
- Standard 6 - Communication
- Introduction to the Communication Standard
- Effective communication in the work setting
- Language and other needs in communication
- Verbal and non-verbal communication skills
- Communication
- Identifying A Complaint
- Dealing with aggression
- Defusing potentially dangerous situations
- Recognising danger signs
- Confidentiality in Care
- Standard 7 - Privacy and Dignity
- Standard 8 - Fluids and Nutrition
- Introduction to the Fluids and Nutrition Standard
- High risk groups of people for food safety
- Cross-contamination direct and indirect
- Preventing cross-contamination
- The importance of nutrition
- Guidelines for a healthy diet
- Hydration In the Elderly
- Hydration In the Elderly
- Fluids and Hydration
- Nutrition and the elderly
- Malnutrition
- Diets for people with dementia
- Standard 9 - Awareness of mental health, dementia and learning disabilities
- Introduction to standard on mental health, dementia and learning disabilities
- What is Dementia?
- Classifications of Dementia
- Early diagnosis of Dementia and reporting
- Risk factors affecting the chance of developing dementia
- Helping people with Dementia
- Things that can help people with Dementia
- Things that help the carer
- Diet, meals and Dementia
- A Healthy Body
- The Social Model of Disability
- Communication and Dementia
- The safeguarding vulnerable groups act 2006
- The Human Rights Act 1998
- Discriminatory Abuse and the Equality Act
- Mental health conditions
- MCA Assessment Criteria
- MCA Assessment
- What is mental capacity
- Where to get help
- Learning Disabilities
- Standard 10 - Safeguarding Adults
- Adult Safeguarding Standard Introduction
- What is SOVA?
- CQC or Care Quality Commission
- Protection from Harassment Act 1997
- The Sexual Offences Act 2003
- The Mental Capacity Act 2005
- The Mental Capacity Act and Deprivation of Liberty Safeguards principles
- Facts And Information About Abuse
- Who Is A Vulnerable Adult?
- Vulnerable adults and the risk of harm
- Abuse and its Indicators
- Physical Abuse
- Psychological Abuse
- Sexual Abuse
- Financial Abuse
- Neglect Self Neglect and The Act Of Omission
- Organisational abuse and Discriminatory Abuse
- Consent
- Disclosure
- The importance of individualised person-centred care to ensure an individuals safety
- Responding to suspected or disclosed abuse
- Managing risk and Multi-agency safeguarding of adults
- Reporting abuse
- Whistleblowing
- How to Whistleblow
- Serious case reviews and sources of advice and information
- Standard 11 - Safeguarding Children
- Child Protection standard introduction
- Legislation relating to Safeguarding Children
- The Acts and Safeguarding Children
- Serious Organised Crime and police Act 2005
- What is Child Abuse?
- Emotional abuse
- Physical abuse
- Sexual abuse
- Other types of child abuse
- Every Child Matters
- The rights of a child
- Neglect and the act of omission
- Radicalisation
- Working with others
- Key supporting information
- What children want from Professionals
- Protecting yourself against allegations
- Reporting child abuse
- Scottish Legislation in Care
- The Key Role of KCSIE in Child Protection in the UK
- Standard 12 - Basic Life Support
- Introduction to Basic Life Support standard
- Fears of First Aid
- Asking permission and consent to help
- Calling the Emergency Services
- Chain of Survival
- DR ABC and the ABCD'S
- Initial Assessment and Recovery Position
- Using gloves
- Adult CPR Introduction
- Adult CPR
- CPR Hand Over
- Compressions Only CPR
- Child CPR
- Child CPR Breakdown
- Infant CPR
- Drowning
- AED Introduction
- Types of AED Units
- Adult Choking
- Choking in children
- Infant Choking
- Standard 13 - Health and Safety
- Introduction to the Health and Safety standard
- Health and safety tasks that should only be carried out after special training
- Importance of Health and Safety
- What causes accidents?
- When an Accident Happens
- Accidents and sudden illness
- Health and Safety Law
- Manual handling Employee and Employer responsibility
- Workplace and personal Safety
- The Accident Triangle
- Why prevention is important and what can be done
- The 5 stages of the Risk Assessment
- What is a hazard
- Personal protective equipment (PPE)
- Working safely and securely
- Hazardous substances in your workplace
- COSHH Regulations
- Employee Duties Under COSHH
- The Fire Triangle
- Calling the Fire Service
- Evacuating in an Emergency
- Care Home Evacuation
- Good Housekeeping
- Electrical Hazards
- Managing stress
- Medication and healthcare activities and tasks
- Why Manual Handling is Important
- Manual Handling Operations Regulations 1992
- How and Why We Lift Correctly
- Before we start moving and assisting people
- LOLER and PUWER Regulations
- Other Relevant Acts
- Ability Test
- Assisted standing from a bed or seat
- Assisted Sit to Stand
- Fall Prevention
- Assisting Fallen Person
- Walking Frames
- Wheelchairs
- Standard 14 - Handling Information
- Handling information standard Introduction
- Handling information in health and social care
- GDPR Compliance
- Data Subject and Personal Data under GDPR
- The Information Commissioner's Office
- The Freedom of Information Act 2000
- Who holds personal information
- Public authorities and Freedom Of Information
- Record Keeping, Management and Responsibilities
- Reporting concerns
- Privacy Principles under GDPR
- Does GDPR apply to me
- The right to be informed
- Lawful, Fairness and Transparency
- Purpose limitation
- Data minimisation
- Data accuracy
- Storage limitation
- Data Security
- Accountability
- Standard 15 - Infection Prevention and Control
- Introduction to Infection Control
- What are Blood Borne Pathogens?
- Infection Control Legislation
- Who is at risk?
- Types of Infections
- Skin Diseases
- The Chain of infection
- First Aid and Infection Control
- Contaminated objects
- Contaminated Linen
- Cross Infection
- Example of indirect cross contamination
- How to Reduce Your Risk
- Surface Cleaning
- Hazardous products and sharps disposal
- Hand hygiene policy
- Using gloves
- Hand Washing
- Disposable Aprons
- Waterless hand gels
- Protecting Vulnerable People
- Summary and what's next
Whistleblowing
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Legislation under the Public Interest Disclosure Act 1998 was introduced to safeguard individuals when they disclose certain information regarding an organization if they believe something is not right or illegal. This is referred to as making a disclosure in the public interest and is commonly known as whistleblowing. Notable whistleblowing cases include the Hillsborough tragedy, the Mid Staffordshire NHS inquiry and cases involving Ealing Hospital and the Care Quality Commission. There have also been investigations into allegations of wrongdoing in the financial sector, such as those involving Deutsche Bank and gas prices prompted by whistleblowing disclosures. The objective of this legislation is to encourage people to speak out when they know or suspect something is wrong and protect workers against reprisals from the organization if disclosure falls within the regulations. According to the regulation, a worker can make a disclosure when they believe that a criminal offence is being or is about to be committed, the organization is not meeting or likely to fail in it's legal obligations, there is or is about to be a miscarriage of justice, the health and safety of someone is or is likely to be in danger, there is a likelihood of damage to the environment and finally, there's been a cover-up of wrongdoing. It is possible to make a disclosure in accordance with the regulations on something that's happened abroad even if it involves violation of another country's law. The worker must make a disclosure in good faith, meaning that they believe the information they are reporting is true and they are informing the appropriate person. Disclosures made by committing an offence in order to blow the whistle are not covered under the regulations and there are certain circumstances where a disclosure containing information protected by legal professional privilege will not be protected. Since the 25th of June 2013, the regulations state that the worker must believe the disclosure is in the public interest for it to be considered as valid. The regulation has also been extended to cover NHS workers and particular doctors and dentists. An employer is prohibited from dismissing an employee solely on the grounds of making a disclosure as long as the disclosure falls within the regulations and the employee is not breaking the law or using legally privileged information. If an employee is dismissed due to a relevant disclosures, they can claim under unfair dismissal. Workers who are not employees but can make a disclosure in accordance with the regulations cannot claim unfair dismissal. However, they are also protected by the legislation and can claim detrimental treatment.
The Public Interest Disclosure Act 1998: Understanding Whistleblowing in the UK
Background and Purpose
The Public Interest Disclosure Act 1998 was enacted to shield individuals who report suspected misconduct or illegal activities within an organisation. This act of reporting is termed as making a disclosure in the public interest or more colloquially, whistleblowing.
Notable Whistleblowing Incidents
- Hillsborough tragedy
- Mid Staffordshire NHS inquiry
- Issues surrounding Ealing Hospital and the Care Quality Commission
- Allegations in the financial sector, including Deutsche Bank and gas pricing disputes
Criteria for Making a Disclosure
To be protected by the legislation, a worker must raise concerns under specific circumstances, such as:
- A forthcoming or ongoing criminal offence.
- Probable legal obligations breaches by the organisation.
- Possible miscarriages of justice.
- Imminent or current threats to someone's health and safety.
- Potential environmental harm.
- A suspected cover-up of any wrongdoing.
Interestingly, disclosures about actions abroad violating foreign laws can be protected in the UK, if reported in good faith.
Good Faith and Disclosure
A whistleblower is expected to act in good faith, genuinely believing in the accuracy of the information shared, and reporting to the right authority. However, disclosures made while committing an offence or sharing information protected by legal professional privilege might not receive protection.
Recent Updates to the Legislation
As of 25th June 2013, the rules state:
- The whistleblower must genuinely believe that the disclosure serves the public interest.
- The Act now also safeguards certain NHS workers, along with specific doctors and dentists.
Protection against Reprisals
An employer cannot dismiss an employee merely for whistleblowing, as long as it adheres to the guidelines. If terminated on such grounds, an employee can contest it as unfair dismissal. Though non-employee workers cannot claim unfair dismissal, the Act still offers them protection against detrimental treatment.