ࡱ> [ Jbjbj Aΐΐ> : : }}8dQte"((((((0e2e2e2e2e2e2e9gi2e;)$.((;);)2e}} Ge,,,;)}0e,;)0e,,2ad_ )^Hc.e]e0evcNj*Nj\djdX((0X(",z((((((((2e2ei+N((((((e;);););)j((((((((((((((((((: C: [AnyOrg] Protection of Children, Young People and Vulnerable Adults Policy Definitions A child is a person who has not yet attained the minimum school leaving age. For example, in England and Wales, a child can leave school on the last Friday in June if they are 16 or will be 16 before the start of the next school year. A young person is any person who is not a child but who has not attained the age of 18. Although there is no legal definition, it recognised that a vulnerable adult is someone age 18 or older who may be in need of community care services because of a physical, mental or emotional disability, age or illness and who are, or who may be, unable to take care of themselves or unable to protect themselves against significant harm or exploitation. This includes elderly people, those with alcohol or drug addiction, people with a learning difficulty, or who have loss of vision, loss of hearing, loss of speech, mobility difficulties or those with a mental illness. Abuse is the violation of an individuals human rights. It can be a single act or repeated acts. 1.2.1 The definition of abuse includes: Physical, verbal or psychological pain or injury An act of neglect or an omission to act Persuading a vulnerable person to enter into a financial or sexual transaction to which he or she has not consented, or cannot consent. 1.2.2 [Where the organisation works predominantly with children, young people or vulnerable adults] For the purposes of this Policy the terms vulnerable people and Service Users are interchangeable. 2.0 Policy Statement 2.1 [AnyOrg] is committed to protecting the welfare of every person as they participate in [AnyOrg]s services and/or activities. [AnyOrg] understands its responsibility to comply with legislation and will constantly monitor developments in this field. However, [AnyOrg] recognises that the best protection for all people participating in our programmes is the vigilance and forethought of staff and volunteers in preventing circumstances where abuse of trust could occur. To that end, [AnyOrg] will strive to create a safe and secure environment where Service users, volunteers and staff can work together confidently in mutual respect. 2.2 [AnyOrg] volunteers are required to abide by the Volunteer Code of Conduct and, as part of that Code of Conduct, are required to notify [AnyOrg] of any police record or other factor which may make that person unsuitable to work with vulnerable people. In addition, Vulnerable people who are service users will be given behaviour Guidelines to enable them to avoid placing themselves in vulnerable situations, or circumstances which could lead to misunderstandings. The information contained in these Guidelines is adapted to suit the age group and ability of the people at whom it is aimed. 2.3 [AnyOrg] will ensure that the Codes of Conduct, and the organisations child protection and vulnerable adult procedures are continually monitored, developed and maintained and are appropriately communicated throughout the staff and volunteer network. Volunteers and staff throughout the organisation are responsible for ensuring that they are familiar with the Codes, Guidelines and procedures of the organisation, and that new staff and volunteers are appropriately inducted. 2.4 [AnyOrg] maintains several policies and procedures geared towards abuse prevention that include, but are not limited to the following topics: Criminal Records Bureau Checks Careful selection, training and supervision of staff and volunteers Employee and Volunteer Disciplinary Process Continuing education for staff Procedure for reporting suspected abuse Volunteer Code of Conduct Staff Code of Conduct 2.5 All staff and volunteers will receive induction training, which will give an overview of the organisation and ensure they know its purpose, values, services and structure. Relevant training and support will be provided on an ongoing basis, and will cover information about their role, and opportunities for practising skills needed for the work. 2.6 Training on specific areas such as care and welfare of vulnerable people, identifying and reporting abuse, and confidentiality of personal information will be given as a priority to new staff and volunteers, and will be regularly reviewed. 3.0 Vulnerable Adults 3.1 In agreeing the procedures for dealing with suspected abuse of a vulnerable adult, [AnyOrg] acknowledges the individuals right to a life which maintains their independence and involves a degree of risk. Where the individual chooses to accept this risk, their wishes should be respected within the context of their capacity to understand the nature of the decision and its implications. 3.2 Staff and volunteers working for [AnyOrg] are placed in a position of trust with regard to the Service users taking part in [AnyOrg] activities. Anyone who abuses that trust will be subject to disciplinary action. It is the responsibility of the staff and volunteers of [AnyOrg] to report maltreatment of a vulnerable person. The procedure for this is detailed below. 4.0 Staff member/Volunteer Code of Conduct 4.1 It is important that both Service users and Staff members/Volunteers can participate in [AnyOrg] activities in a safe and secure environment. This Code of Conduct has been developed for the protection of both Service users and Staff members/Volunteers. To this end, [AnyOrg] expects all its Staff members/Volunteers to abide by this Code of Conduct. 4.2 Each Staff member/Volunteer:- 4.2.1 Will abide by the Guiding Principles and Programme rules of [AnyOrg] in all activities as a [AnyOrg] staff member/volunteer 4.2.2 Will inform [AnyOrg] of any relevant police record or other factor, or any change in his/her circumstances, which may make him/her unsuitable either as a [AnyOrg] volunteer or for any particular [AnyOrg] activity. 4.2.3 Recognises that the role of a [AnyOrg] staff member/volunteer places him/her in a position of trust with regard to all vulnerable people who are service users participating in [AnyOrg] programmes, the [AnyOrg] organisation, and to colleagues in the staff member/volunteer and staff network, and undertakes to uphold that trust at all times. 4.2.4 Undertakes to maintain, within the organisations procedures, the confidentiality of any information relating to other staff member/volunteers, supporters, students or staff members made available to him/her in the course of the role as a [AnyOrg] staff member/volunteer. Will not knowingly place him/herself in a situation where the Staff member/ volunteer is alone with a vulnerable person and will endeavour to ensure, as far as possible, that there is another adult in attendance at any meetings. Will not offer a vulnerable person a lift in a car (although groups may be transported where there is suitable insurance cover in place.) Will not use [AnyOrg] to bring financial advantage to him/herself or his/her business e.g. by directly selling his/her own companys products or services. Will ensure that any [AnyOrg] activities involving vulnerable people outside the normal activities are agreed and approved by her/his line manager in advance. Will not behave in any way, physically or verbally, that could be offensive to a vulnerable person Remembers at all times that interactions between him/herself and vulnerable service users must be such that no reasonable person observing that interaction could construe its nature as abusive. 4.3 If you follow these simple guidelines, [AnyOrg] staff, volunteers and service users will work confidently together in mutual respect. 5.0 [AnyOrg]s procedures for dealing with suspected abuse of trust by staff members/volunteers 5.1 When dealing with issues concerning abuse of trust, [Management Committee/ Board] Members must remember that the welfare of the children, young people and vulnerable adults participating in [AnyOrg] is paramount, but that we also have a responsibility to ensure that our volunteers are treated fairly and with respect. This procedure is designed to meet both those objectives. Each Management Committee should ensure that every Committee/Board Member is fully aware of these procedures. 5.2 The term Vulnerable Person representative is used in the following procedure to indicate the appropriate person to represent [AnyOrg]. 5.3 The term Support worker is used in the following procedure to indicate the appropriate person responsible for the welfare for the vulnerable person in question this may be the staff members line manager or the volunteers support worker etc. 5.4 If the allegation of abuse concerns sexual or physical abuse, do not attempt to investigate. Notify the Police and inform the Vulnerable Persons parent/carer. [Inform [AnyOrg] National Office at the earliest possible moment.] 5.5 If the allegation does not concern sexual or physical abuse and is of a minor enough nature to be dealt with locally, a meeting must be arranged for the soonest possible time between the Vulnerable Person representative, the Support Worker and the individual to whom the allegation has been made. If at any time the Vulnerable Person Representative feels their knowledge or experience is inadequate to deal with the situation or allegation, they should contact the Local Authoritys Child Protection Office. 5.6 At that meeting, any notes made about the vulnerable persons disclosure should be used to ensure all relevant facts are passed on. A course of action must be agreed and the decision taken as to whom will undertake further discussions with the vulnerable person. Under no circumstances must the person who made the allegation be contacted by anyone other than the nominated person, after the disclosure has been passed on. 5.7 The Vulnerable Person representative and the Support Worker will then determine the appropriate process of investigation. Once an allegation has been made the investigation should be conducted swiftly and with appropriate thoroughness. If it is deemed necessary to make enquiries of a third party, such enquiries should be conducted with discretion. 5.8 The staff member/volunteer who is the subject of the complaint must be informed of the complaint by the Vulnerable Person representative - though not necessarily of the identity of the person who made the complaint - and be given an opportunity to respond to it. 5.9 When interviewing the staff member/volunteer who is the subject of the complaint, it is important that this procedure is explained to the staff member/volunteer; that he/she is told that the investigation is being undertaken to establish the facts, and that any decisions will be based on the facts identified by the investigation. Explain that you will make notes of what they say to ensure you get the facts correct, but that they can see what has been written to confirm its accuracy. The staff member/volunteer must be treated with respect and allowed to state the facts as he/she knows them without interruption. 5.10 Having considered all the information available, and the views of the Support Worker, the Vulnerable Person representative must decide on an appropriate course of action. This decision should be communicated to the staff member/volunteer first and then, via the Support Worker, to the person who made the original disclosure. Whatever the outcome of the investigation, the Vulnerable Person representative must complete a Complaints Procedure Form and return it, marked Strictly Confidential, to ?? Procedure for Dealing with Allegations against a Staff member/volunteer of Abuse of Trust                   6.0 Guidelines for Staff member/volunteers - Action to be taken if a young person or vulnerable adult discloses to you abuse by someone else. 6.1 If vulnerable person who is a service user approaches you about an issue of abuse of trust, you must proceed with great caution. 6.2 The Staff/Volunteers Code of Conduct specifies that a Staff member/ volunteer should not place him/herself in a situation where he/she is alone with a vulnerable service user. However, it is possible that a service user will be unwilling to make disclosures of this nature in anything but a one-to-one situation. The Service users needs must take priority in this situation. Ask if the service user would like someone else to be present another adult or a friend - but if he/she declines, proceed with the interview, taking extra care with your behaviour and body language. 6.3 Before the vulnerable person goes into detail, explain the consequences of you knowing and the action you will take. Assure them that you will offer support but must pass any information to another professional who may take appropriate action. Explain that this may be the ____________________ (as appropriate). 6.4 Keep calm and listen to the vulnerable person - do not have physical contact at any time. Allow the Achiever to speak without interruption, accepting what is said. 6.5 Do not make judgements or offer opinion. 6.6 Explain again what will happen next. Find out when the vulnerable person is next due to see the individual who is the subject of the complaint. (You will then be able to make a judgement as to the appropriate timing of your follow-up actions.) 6.7 If the complaint concerns a situation not related to [AnyOrg] (e.g. at home or at school), refer the complaint directly to the Support Worker. Pass on all information disclosed to you by the vulnerable person and then leave. All involvement by you ceases at this point. 6.8 If the complaint concerns a [AnyOrg] staff member/volunteer, staff member or adult where the contact between that individual and the vulnerable person is a direct result of [AnyOrg] activity, immediately inform the the Vulnerable Person representative who will then initiate the procedure. 7.0 Action to be taken if you receive an allegation about yourself. 7.1 Keep calm. Do not get involved in an argument which is likely to make the situation worse. 7.2 Immediately inform your line manager. The quicker that action is taken to investigate the allegations, the sooner the situation will be resolved. 7.3 Record the facts as you understand them. 7.4 Ensure that no-one is placed in a position which could cause further compromise. Do not contact another agency involved with the service user or the person concerned. 7.5 Await further contact from your line manager. 8.0 Action to be taken if you suspect an abuse of trust has occurred 8.1 Discuss your suspicions with your line manager. 8.2 Record the facts which support your suspicions 8.3 You may be asked to attend a meeting of the Vulnerable Person representative and the Support Worker who has regular contact with the vulnerable person involved. 8.4 Once your suspicions have been passed on to the appropriate person, you should have no further involvement. 8.5 Whatever the nature of the complaint, it must be kept confidential. You must not discuss the disclosure with any individual or party other than those identified in the above procedure. Complaints Procedure Form Date: Nature of Complaint: (please give brief description of complaint) Name and contact number of Vulnerable Peoples representative Staff member/volunteer against whom complaint has been made: Job role: Name and Address of premises (e.g. school, centre, office) involved Name and contact number of Support Worker involved: Name and contact number of investigating Board Member/Staff Member: Job role As a result of the investigation, was the complaint upheld? YES / NO Action(s) taken:- Signed _______________________________ Job Role____________________________ (e.g. Board Chair) In the event of a complaint of abuse of trust, this form must be completed and returned to _____________________ regardless of whether or not the complaint is upheld.     PAGE  PAGE 9 Model Child/Vulnerable Adult April 2009  Allegation of Abuse of Trust brought to attention of Vulnerable Person representative YES Is the Alleged Abuse either Sexual or Physical? Notify the Police. Inform the Support Worker. [Tell [AnyOrg] National Office] Take No Further Action The person to whom the allegation is made is debriefed by Vulnerable Peoples rep and Support Worker NO VP Rep/Support Worker Agree Investigation Process Staff member/volunteer VP rep interviews staff member/ volunteer All available information gathered Nominated person interviews vulnerable person/complainant VP Rep notifies Staff member/ volunteer Support Worker notifies complainant VP rep consults with Support Worker and decides on course of action VP rep completes complaints report and sends it to ________.   34GHLMNO[\]^eJ K M [ ®zkWK?KzK?KzK?K?hX5B*CJ^JphhL*B*CJ\^JphhX55B*CJ\^JphhL{>|>>>!?"??$a$gd$07$8$H$^`0a$gd07$8$H$^`0l:n:;;D;G;@<z<<t=|=> >z>>@ ABKCNChCiCjCpCqCCCॗ{j{[{J!hL*CJ^JaJ hL_K (`ʊD@@aa#~H?# L!\|Og @ @ 00pz?F&.>R'3 G ~FABH#@@aa#~H?# L!\|Og @ @ 00pz?F&.>R'3.K~}e‚|N,,(8HUWKD-aXEI#{s zr%p Ď@i@HĎ@i@HĎ@i@HĎ@i@HĎ@i@HĎ@i@HĎ@i@HĎ@i@HĎ@i@HĎ@i@HĎ@i@HĎ@i@HĎ@i@HĎ@i@HĎ@i@HĎ@i@H>X@;` q # C PE0\o׳LX]K kcI샊`L%lJ}ύLIW 8G6|r2׊.%><"F%-<>r'"J!Zx}8NE'̛3K:Q.p˼ D^%ՂaC.wd2lEU5|um'Wd+ Y $ϊ|zp:-vZDdB "ڳ(Tjt@/f>].džrgUÙH +k t]/7ɺT6mC'%yo/,{kF|l6gchh y|*MxxkVﶛJmz>k}BD}rJX)\K.#Il,O|:fb^b~:ogYٴqχ/ToFZyEkQVoܵT\B#HI۹66urn)dib~wl$m)'pmO Xד[mqțLFs\>v+zGWoic?ۼEzRN;HXêyo2F%-QF=a1%ʴ-{kk~<mٶEolWR<-*睁lF~mA@d31ekM jQ'ET lَ2H:f3h56($OZzoT0x\p6-ݯ;LRrJuEZrqtsg筶6m0}2oN}Yo..InVGOk SGסaJ$i"]@j&S\jU$\NVyuMU/eWE)UZ>6V[Pt-i5c4U5A0_yw!w9.s>U.{#tߦU@*w& iԪg<zcG/RMqZ^)-kd4ǎ0>@:IPq q>/aw-RCo="Si (e;дQTk$wB>_ߧu@ SFpYsb+ JIFae;7q]/ictg/jHWOyQ<~dj vT*+VUf7uu-V-XGIEX6 ?گʱC99i;0HɃW/㔿m|f2[.LfʓnC+׍Qi+3v;Lfk\<.|:xMQo8'lJ2?sUj)\!BѾLl-Z,:+HT)[6;rW7h~~m֌$M2h+y>z#o6D&i.5csW_Rwx5\9NZɶ\@I I PvӲsDgN.u1W)UgO3ePwsm g{ّzYDwRI F-o+J7Mͅ^u@[XTJ^Ky&`gPNV, ;Y$n*gT!Y_˦e'Z\S vw(.6+[I?s>zϯ8!n/޲;7tQ[5l 0W$fJX%yZCV _Sol0svz.,!NA%aL^E ݎ&oG< [JLa|p%^ vXڭNi[Kw .o˝'`/'ͤ@Nd|B۞r]v S K66DF>Sj'%t0̦k']d]c52H)ͺ_c{1Pw\[ξҺ&.!gTJ aj}i)0 ?OCDGEWvR D ~r hw|&~@Q=ڻ)C;Iɚ=m9]Pbx\=%Gl@ɷOl\ 'mw_zNC}iI)>1GI"-~|r]O[ }NpghǶ~SN&z7|w;D9 D$o6Q?])AHɤ7kcf.)mh. ð/8 C&2~ZR mi-ڛ@d#Eok'xӐXKq.H:gAyqn7{[L f}nq@NC/w!m^F&n @/A4zLфw>+M4AySǹysgYy'ǞO!(~)D\7=o^:cvά-ob1&h= /-_M03$TkJ4aL`̜kavU(VOݩyW+kWoRM7wO7)zҢKxF2%.M?smw>yH"vtxȎoA5ok6mn0kip.fl폫ogE/8?4%*ǔYs(RWO4 ?.6e)5o> !fҔP~@w@̌gxdB2_ر:!j}pn|׫Vl&#Z,)Ʃ ҇/z[bqG QsW8 P)I"ܯTnr3Q#*Yc]~|>8(S+fLY;7Q-h[ξ3)4kxΕ ͫ  #fM4F8>!q; ó-$9z7BDTHmID{i|M<_Z^h8q_gg=nLyј_)k7'U.Ѿ\ߝ%@He*ΡPٝG'm\]!Ѧɦ҉&G ?ر]+raDGbNzy.?_,FS{7я'Yt,ɞ=ePc:^cxR~Kk>l\43q]wE$1n,MˉamiN+8im"Zim:'Cw-|nI\ZHϒy ȼK*˱*Q+<tjo3CFXn5Z+хpiO"9y~( -r~T1xK4U@ @- C oK| P- 0t=`r[nջڽ󦇵K-iНV%׃ar)8,K󢀵GK-hOAۓ(gKbX ěR  @ >V1yCGUAL@)cU7 oJ@|$X ěR  @ >V1yCGUAL@)cU7 oJ@|$X ěR  @ >V1yCGUAL@)cU7 oJ@|$X ěR  @ >V1yCGUAL@)cU7 oJ@|$X ěR  @ >V1yCGUAL@)JFXdv#@jB˃P d!/C0z Y D,܆A b @`6 HuD@ a@¨#2X F@ m 0," n QGd1d p$:"@ 0@ aY D,܆A b @`6 HuD@ a@¨#2X F@ m 0," n QGd1{@-8%=Sp$" 8,4HhE>N @ NqYh *|@ℳ@ U8%8 g@B(qJqB#VQ'F ))N8 ZESSp$" 8,4HhE>N @ NqYh *|@ℳ@ U8%8 g@B(qJqB#VQ'F ))N8 ZESSp$" 8,4HhE>N @ NqYh *|@ℳ@ U8%8 g@B(qJqB#VQ'F ))N8 ZESSp$" 8,4HhE>N @ NqYh;oPyIENDB`^ 02 0@P`p2( 0@P`p 0@P`p 0@P`p 0@P`p 0@P`p 0@P`p8XV~_HmH nH sH tH D`D NormalOJQJ_HaJmH sH tH n@n  Heading 2!$07$8$@&H$^`05B*CJ\^JmH phsH l@l  Heading 3!$07$8$@&H$^`0B*CJ^JaJmH phsH b@b  Heading 4$7$8$@&H$#5B*CJ\^JaJmH phsH DA`D Default Paragraph FontViV  Table Normal :V 44 la (k (No List tS@t Body Text Indent 307$8$H$^`0B*CJ^JmH phsH .)@. 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