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
What to do if you suffer from discrimination
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If you ever find yourself at the receiving end of discrimination, it's crucial to know that you don't have to tolerate it. Reach out to a trusted individual, such as a parent, friend, or supervisor, to discuss the situation. Resist the urge to retaliate, and remember, you can always report the discriminatory behaviour. Laws like the Equality Act 2010, among others, have been instituted to protect your rights. Under the Equality Act 2010, employers bear the responsibility to handle any complaints of discrimination. They must investigate if any discriminatory actions have occurred and rectify the situation accordingly. As a worker, you can bring a complaint against your employer, a co-worker, or a representative of your employer who has unlawfully discriminated against you. Lodging a complaint, also known as raising a grievance, should trigger your employer's grievance procedure, usually outlined in the staff handbook or your employment contract. This process ensures the matter is addressed correctly and according to policy. If you believe you've been unfairly treated or that your employer has broken the law, you can take them to an employment tribunal. Typically, you'd follow your workplace's grievance procedure first. The process of lodging a complaint with an employment tribunal involves specific steps, often including seeking guidance from other organisations. The employment tribunal is a court system that handles employment-related issues. If the tribunal finds your complaint justified, they will schedule a hearing for your case. If your claim of unfair discrimination is successful, the tribunal can provide a "remedy." The remedies can include a declaration that the employer has discriminated, compensation for your financial loss (such as loss of earnings) and damages for injury to feelings, or a recommendation requiring the employer to make specific actions within a set time frame to rectify the situation. In cases of indirect discrimination, if the employer can show they did not intend to discriminate, the tribunal will examine all remedies before considering damages. While rare, the tribunal can order the employer to cover the legal costs and expenses of the worker, in addition to their own. While we've primarily discussed cases involving complaints by workers against their employers, complaints can also be made against fellow employees, consultants, or contractors. In certain situations, these individuals may be held personally responsible for acts of discrimination, harassment, or victimisation carried out during their employment or while acting under the employer's authority. An employee or agent will not be held responsible for discrimination if their employer has assured them their actions are not discriminatory, and they reasonably believe this to be true. However, it's a criminal offence for an employer to make a false statement that an employee or agent relies upon to carry out an unlawful act. Such an act can be penalised with a fine.
Responding to Workplace Discrimination: Understanding Your Rights and Procedures
Dealing with Discrimination
If you face discrimination at work, know that laws like the Equality Act 2010 protect your rights. It's important to discuss the issue with someone you trust and consider formal steps to address it.
Employer's Responsibility Under the Equality Act 2010
Employers are obliged to investigate and address complaints of discrimination, ensuring proper resolution.
Raising a Grievance
Lodging a complaint triggers your employer's grievance procedure, designed to handle such issues according to policy and law.
Employment Tribunal Process
If unresolved, you can take your complaint to an employment tribunal for legal adjudication.
Tribunal Remedies and Compensation
The tribunal can offer remedies like compensation or corrective actions if your claim is successful.
Indirect Discrimination Considerations
In cases of indirect discrimination, the tribunal will carefully assess all aspects before determining remedies.
Scope of Complaints
Complaints can extend beyond employers to include co-workers, consultants, or contractors.
Liability in Discrimination Cases
Individuals can be personally liable for discriminatory acts, though there are exceptions based on the employer's assurances.
Criminal Offences and Penalties
Employers providing false assurances leading to unlawful acts can face criminal charges and penalties.
Conclusion
Understanding your rights and the procedures for addressing workplace discrimination is crucial for ensuring a fair and respectful work environment.