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{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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Workplace Relationships and Professional Conduct Policy

1. Purpose

The purpose of this policy is to establish clear expectations for workplace relationships and professional conduct within {{org_field_name}}’s supported living services. It aims to promote a harmonious, respectful, and inclusive work environment, ensuring that all staff members, service users, and stakeholders are treated with dignity and professionalism. This policy aligns with CQC Regulation 17 (Good Governance) and Regulation 18 (Staffing), ensuring high standards of professional behaviour and accountability.

The workplace environment significantly impacts the quality of care delivered to service users. Maintaining professional boundaries, fostering mutual respect, and encouraging ethical decision-making are fundamental to providing person-centred care while upholding the integrity of our organisation.

2. Scope

This policy applies to all staff members, agency workers, contractors, volunteers, and external partners who work within or on behalf of {{org_field_name}}. It covers:

• Interpersonal relationships among staff members
• Interactions between staff and service users
• Professionalism in workplace communication and behaviour
• Managing conflicts of interest
• Reporting and addressing breaches of conduct

3. Related Policies

• Safeguarding Adults from Abuse and Improper Treatment Policy (SL13)
• Whistleblowing Policy (SL25)
• Equality and Diversity Policy (SL14)
• Health and Safety at Work Policy (SL16)
• Confidentiality and Data Protection Policy (SL22)
• Code of Conduct Policy (SL10)

4. Workplace Relationships and Professional Conduct Expectations

4.1 Maintaining Professional Boundaries

Professional boundaries are essential to maintaining ethical relationships and trust. Staff members must:

• Keep personal and professional relationships separate and avoid situations that could create conflicts of interest.
• Maintain appropriate physical, emotional, and social boundaries when interacting with service users to prevent any risk of exploitation or undue influence.
• Avoid favouritism or any behaviour that could lead to perceived bias in service delivery.
• Never engage in romantic or financial relationships with service users, as this is a breach of professional standards and safeguarding principles.

4.2 Workplace Communication

Effective communication is key to fostering a positive and professional work culture. Staff members are expected to:

• Use clear, respectful, and professional language in all verbal and written communications.
• Listen actively and respond appropriately to concerns raised by colleagues, service users, and stakeholders.
• Refrain from using discriminatory, offensive, or inappropriate language in any form of communication.
• Avoid engaging in workplace gossip, spreading misinformation, or making unfounded allegations.
• Uphold confidentiality standards when discussing service user-related matters.

4.3 Mutual Respect and Teamwork

To ensure a collaborative and supportive workplace, all employees should:

• Treat colleagues, service users, and stakeholders with kindness, dignity, and respect.
• Work cooperatively as a team, fostering a culture of support, encouragement, and shared responsibility.
• Recognise and value diversity in the workplace, ensuring inclusivity and fairness for all employees.
• Avoid harassment, bullying, intimidation, or any form of inappropriate conduct.

4.4 Conflict Resolution and Managing Disputes

Conflicts can arise in any workplace, and addressing them professionally is essential. Staff should:

• Resolve disputes informally where possible, through open and respectful dialogue.
• Seek mediation or intervention from line managers or HR if a dispute escalates.
• Follow the grievance procedure when formal resolution is required.
• Report any instances of harassment, discrimination, or workplace bullying through appropriate channels.

4.5 Social Media and Online Conduct

Staff members are expected to exercise responsible and professional conduct when using social media:

• Avoid discussing work-related matters or sharing confidential information online.
• Refrain from making negative comments about colleagues, service users, or the organisation.
• Maintain a separation between personal and professional social media use.
• Do not engage with service users through personal social media accounts.

5. Reporting Breaches of Conduct

All staff members have a duty to report concerns about professional misconduct or breaches of this policy. Reporting should be:

• Confidential and without fear of retaliation.
• Directed to line managers, HR representatives, or designated safeguarding leads.
• Documented appropriately, ensuring transparency and accountability.
• Handled following the organisation’s disciplinary and grievance procedures.

6. Disciplinary Actions for Misconduct

Failure to adhere to this policy may result in disciplinary action in accordance with the organisation’s HR and employment policies. Potential consequences include:

• Verbal or written warnings for minor infractions.
• Formal disciplinary hearings for repeated or serious breaches.
• Suspension or termination of employment in cases of gross misconduct.
• Referral to relevant regulatory bodies (e.g., CQC, DBS) if necessary.

7. Training and Awareness

To ensure compliance with this policy and promote a positive workplace culture, {{org_field_name}} will:

• Provide regular training sessions on professional conduct, communication, and ethical workplace behaviour.
• Ensure all new staff members undergo induction training on workplace expectations.
• Offer conflict resolution workshops to help employees manage disputes effectively.
• Conduct annual policy reviews and refresher training to maintain adherence to best practices.

8. Compliance with CQC Regulations

This policy is aligned with CQC’s Fundamental Standards, particularly:

• Regulation 17 (Good Governance): Ensuring robust policies and procedures for workplace conduct and management.
• Regulation 18 (Staffing): Promoting a safe and professional workforce with adequate training and support.
• Regulation 10 (Dignity and Respect): Maintaining an environment where all individuals feel valued and respected.

Regular audits, feedback sessions, and staff appraisals will be conducted to assess adherence to this policy and identify areas for improvement.

9. Policy Review

This policy will be reviewed annually or sooner if:

• There are significant changes in legislation or CQC guidance.
• Internal audits highlight gaps or areas for improvement.
• Staff feedback or workplace incidents indicate a need for updates.

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Responsible Person: {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}
Reviewed on: {{last_update_date}}
Next Review Date: {{next_review_date}}
Copyright © {{current_year}} – {{org_field_name}}. All rights reserved.