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Workplace Relationships and Professional Conduct Policy

1. Purpose

The purpose of this policy is to provide clear guidance on appropriate workplace relationships and professional conduct within our domiciliary care service. It ensures that all staff maintain high standards of professionalism, integrity, and respect, contributing to a safe, positive, and inclusive work environment.

This policy aligns with the Regulation and Inspection of Social Care (Wales) Act 2016, the Social Services and Well-being (Wales) Act 2014, and Care Inspectorate Wales (CIW) regulations. It also reflects the Social Care Wales Code of Professional Practice for Social Care, ensuring that all employees act with honesty, accountability, and professionalism.

Our organisation manages workplace relationships and conduct efficiently by:

• Promoting clear expectations for professional behaviour.
• Providing guidance on appropriate and inappropriate relationships in the workplace.
• Ensuring compliance with safeguarding and confidentiality policies.
• Handling conflicts of interest and grievances fairly.
• Providing training and support for staff on workplace ethics.

2. Scope

This policy applies to:

• All employees, including care workers, supervisors, and managers.
• Agency and temporary staff, volunteers, and contractors working with the organisation.
• Service users and their families, where professional boundaries apply.
• External professionals and stakeholders interacting with staff.

It covers:

• Professional workplace conduct expectations.
• Appropriate and inappropriate workplace relationships.
• Conflicts of interest and maintaining professional boundaries.
• Reporting misconduct and handling grievances.
• Ensuring compliance with CIW standards and Social Care Wales ethics.

3. Expectations of Workplace Conduct

All employees must:

• Act with professionalism, integrity, and respect towards colleagues, service users, and stakeholders.
• Uphold dignity, confidentiality, and safeguarding principles at all times.
• Demonstrate teamwork and collaboration while respecting individual roles and responsibilities.
• Follow health and safety regulations and ensure a secure working environment.
• Avoid behaviour that could be considered bullying, harassment, or discrimination.

3.1 Respectful Communication and Behaviour

Employees must:

• Communicate respectfully in all workplace interactions, whether verbal, written, or digital.
• Avoid offensive language, aggressive behaviour, or inappropriate jokes.
• Respond professionally to conflicts and seek resolution through proper channels.
• Use clear, respectful language when communicating with service users and their families.

Failure to adhere to these expectations may result in disciplinary action as outlined in the Disciplinary and Grievance Policy (DCW31).

4. Workplace Relationships and Professional Boundaries

4.1 Relationships Between Staff Members

Our organisation recognises that friendships and positive working relationships enhance teamwork and job satisfaction. However, all employees must:

• Maintain professionalism at work, ensuring personal relationships do not interfere with duties.
• Declare potential conflicts of interest if working in close personal relationships (e.g., relatives, partners).
• Avoid favouritism, preferential treatment, or conflicts of interest in decision-making.

4.2 Relationships with Service Users and Their Families

Professional boundaries must be maintained at all times in relationships with service users and their families. Staff must:

• Not develop personal, intimate, or financial relationships with service users.
• Avoid accepting personal gifts, money, or favours from service users or their families.
• Maintain clear professional roles, ensuring care is provided ethically and fairly.
• Report any inappropriate behaviour from service users that may compromise professional boundaries.

If a staff member has a pre-existing relationship with a service user (e.g., a relative or friend), they must inform the Registered Manager ({{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}) to assess any conflict of interest.

4.3 Conflicts of Interest

Employees must:

• Disclose any external employment that may conflict with their role.
• Avoid using professional influence for personal gain.
• Ensure private relationships do not affect workplace decision-making.

Any suspected conflict of interest must be reported to the Registered Manager for assessment.

5. Managing Workplace Conflict and Grievances

5.1 Reporting Misconduct and Professional Concerns

Staff must report any workplace misconduct or breaches of professional conduct, including:

• Bullying, harassment, or discrimination.
• Breach of safeguarding policies.
• Unethical or dishonest behaviour in the workplace.

Concerns should be reported to:

• The line manager or Registered Manager.
• The Whistleblowing (Speaking Up) Policy (DCW29), ensuring confidentiality and protection.

5.2 Handling Workplace Grievances

If a staff member has a grievance regarding workplace relationships, they should:

1. Attempt informal resolution through discussion.
2. Report concerns formally through the grievance procedure.
3. Engage in mediation or formal disciplinary processes, where required.

Our organisation ensures fair, transparent, and unbiased investigations into all complaints and grievances.

6. Digital and Social Media Conduct

Employees must:

• Use social media responsibly, ensuring posts do not harm the organisation’s reputation.
• Not share confidential information about service users, colleagues, or the company online.
• Maintain professional conduct in workplace emails and online communications.

Breaches of digital conduct may result in disciplinary action.

7. Compliance with CIW and Social Care Wales Standards

Our organisation is committed to ensuring all staff adhere to:

• Care Inspectorate Wales (CIW) regulations regarding workplace conduct.
• Social Care Wales Code of Professional Practice, ensuring integrity in care.
• Equality, Diversity, and Inclusion Policy (DCW30) to prevent discrimination.
• Safeguarding Adults from Abuse and Improper Treatment Policy (DCW13) for professional boundaries.

Failure to comply with professional conduct standards may result in disciplinary proceedings and potential referral to regulatory bodies.

8. Staff Training and Responsibilities

All staff must:

• Complete mandatory training on workplace conduct, safeguarding, and ethical behaviour.
• Follow professional boundaries when interacting with service users and colleagues.
• Report concerns promptly and responsibly, ensuring a safe workplace.

Management is responsible for:

• Enforcing this policy fairly and consistently.
• Providing ongoing staff training on professional conduct.
• Investigating workplace concerns effectively.

Failure to adhere to this policy may result in disciplinary action, including dismissal, in line with the Disciplinary and Grievance Policy (DCW31).

9. Related Policies

This policy should be read alongside:

• Whistleblowing (Speaking Up) Policy (DCW29).
• Safeguarding Adults from Abuse and Improper Treatment Policy (DCW13).
• Equality, Diversity, and Inclusion Policy (DCW30).
• Disciplinary and Grievance Policy (DCW31).
• Confidentiality and Data Protection (GDPR) Policy (DCW34).

10. Policy Review

This policy will be reviewed annually or sooner if required due to regulatory changes, CIW inspections, or workplace concerns. The Registered Manager is responsible for ensuring compliance.

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Responsible Person: {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}
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