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Origo Cornwall
Ltd
Confidentiality Policy
September 2007
To Be Reviewed September 2008
Introduction
All
employees and volunteers are required to abide by
Origo
Cornwall Ltd’s
Confidentiality Policy.
You must
keep all information given to you or created by you
during your employment confidential at all times
while you are an employee and after your employment
ends.
Information
of a personal and private nature will be treated
sensitively and remain confidential within
Origo Cornwall
Ltd. This means that the
information will not be given to anyone outside the
Origo
Cornwall Ltd without the
permission of those to whom it relates. All notes,
records of meetings etc. will be kept on files,
marked “Private and Confidential”, which will
be securely stored. The files will only be accessed
by those members of
Origo Cornwall
Ltd’s staff authorised to
do so.
No
information gathered for monitoring or evaluation of
our work will identify individual cases.
1
Procedure
1.1
Personal and
private information about people with learning
disabilities and their families should be treated
sensitively and only shared on a “need to know”
basis within the organisation.
1.2
Files containing personal information should
be marked “Private & Confidential” and should not be
left open and unattended in the office and should be
put away securely overnight.
1.3
Personal Information should not be stored on
disc
1.4
Unless there are exceptional circumstances,
information should only be shared with outside
agencies with the written consent of the
individual(s) concerned.
1.5
In some circumstances there may be a need to
share information with outside agencies, but only
with the prior permission of the people concerned.
If this is likely, those concerned should be advised
at the outset. See 1.6 below - Procedure for
breaking confidentiality.
1.6
Only in exceptional circumstances, such as
the following, should confidentiality be broken:
·
a threat to life
·
physical, sexual,
financial or other abuse to or by another person
(adult or child)
·
a health and safety
risk to other people in the workplace
·
a disclosure
required by law or a court order.
2
Procedure for breaking
confidentiality
Because
breaking confidentiality is a serious matter, the
following procedure should ideally be followed prior
to disclosure.
If, in any
discussion, information is being given which the
Origo
Cornwall Ltd
employee/volunteer believes may have to be shared
with other Agencies:-
·
they should stop
the conversation;
·
explain that such
information and any further detail that might be
forthcoming, could require them to pass it on to
outside agencies;
·
proceed if the
informant gives permission under those conditions,
confirming that they had given their consent, should
further action be needed.
·
if permission is
refused, terminate the conversation and refer the
person to the Line Manager or in their absence to
the Chair.
·
maintain written
records of the process and the decisions taken
throughout.
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