Legislations, strategies and procedures to reduce the risk of abuse to adults
P4): Key legislations & regulations safeguarding adults work:
Safeguarding Vulnerable Groups Act 2006: This purpose of this act is to help protect vulnerable adults avoid harm and keep them safe from harm’s way, also people who are deemed unsuitable to work with children and vulnerable adults from gaining access to them through their work. However this act gives vulnerable adults their independence.
Equality Act of 2010: The importance of this act is to protect all individuals from discrimination within the workplace whether they may be physically or mentally unable. This act legally protects individuals no matter their sexual orientation, age, race, disability sex, and religion /beliefs etc. for example if a service user came from a strict culture and it was seen as against the religion to be washed by a man, managers would have to allocate a woman to her aid in order to respect the service user and prevent harassment and risk of abuse to the individual due to their cultural and spiritual needs.
Rehabilitation of Offenders Act 1974: The purpose of this act is to enable some criminal convictions to be overlooked or ignored after the rehabilitation period. This act applies to individuals who are being re-introduced to society and it also applies to individuals who may not have a lifelong blot on their records because of a relatively minor offence in their past.
The police Act of 1997: This act allows individuals records to be disclosed and viewed and passed through others but only in line activity. The act also provides an individual’s criminal history but only to those who are registered under the act of certain purpose. However this act ensures information is made available only to those who need to have access to it in the course of their duties must securely store the information.
Sexual Offences Act 1976: This act was enforced by the law to forbid any sexual activity between care workers and individuals with mental health disorders, while the relationship of care proceeds. This does not prevent care workers from providing intimate personal care so long as the behaviour is not intended to be sexual.
Care Standards Act 2000: This act was established by parliament and its purpose was to promote improvements in care via its triple functions of inspection, regulation and review of all social care services. The act aims to protect vulnerable adults and ensure their best interests are at heart.
Care homes for Older people: National Minimum Standards and the Care Homes Regulations 2003: The importance of this act is to focus on the realistic outcomes for service users; this means the impact on it will have on the individual, the facilities and services of the home. This act is categorised under different topics such as their choice of home, health & personal care, daily life & social activities, complaints and protection, environment, staffing and management & administration which highlight aspects of individuals’ lives.
Mental health Act 1993: The benefit of this act is that it helps to support the dignity in care by setting out the processes that must be followed and the safeguards for patients, to ensure that they are not inappropriately detained or treated. However the mental health act sole purpose is to ensure that individuals with serious mental disorders can be treated without consent where it is necessary to prevent them from harming themselves or others.
Mental Capacity Act 2005: The key principles involved within this act ensures that individuals are supported and that there is promotion of dignity within care, making sure that individuals are at the centre of decision making and are also safeguarded within a legal framework. Also individuals should be empowered to make decisions whether their physical or mental state is affected, by providing a flexible framework that places individuals at the heart of the decision-making process.
Data protection Act: The data protection act sole purpose is to store information about an individual whether it may be confidential or not. This law sets a balance between the rights of individuals and the he ability of organisations to use data for the purposes of their business. However this act protects our personal information and cannot be tampered with unless it is legal related, lastly if an individual lacks mental capacity their files can be obtained without consent. For example if there was a vulnerable individual who did not want his/her sexual preference or orientation to be shared due to his or hers culture the data protection act will ensure that this information is locked or stored away securely to prevent the risk of abuse to the individual. The reason being the key work may take advantage of the service user and manipulate the situation putting the individual in harm’s way.

Sources used: * http://www.scie.org.uk/publications/guides/guide15/legislation/otherlegislation/vulnerablepeoplelegislation.asp * https://www.gov.uk/guidance/equality-act-2010-guidance * http://www.dhsspsni.gov.uk/gmgr-annexe-c29 * http://www.dignityincare.org.uk/_library/resources/dignity/csipcomment/csci_national_minimum_standards.pdf * http://www.out-law.com/page-413

P5): Strategies and procedures used in health and social care to reduce the risk of abuse
Working strategies and procedures:
Recruitment of staff: When recruiting staff in any establishment it is crucial that there are correct procedures put in place and a thorough background check is carried out on each individual to ensure the safety of the organisation and workers. This means gaining access to an individual’s records checking if they have been barred from working with people who use services, in addition to vulnerable adults this is an effective way to gain quality assurance when recruiting new employees. Also when working with vulnerable adults or in any organisation in general undergoing a DBS check is not only essential but is very important for the wellbeing of the organisation and the vulnerable adults who could be put at risk. Last but not least you have the Independent Safeguarding Authority (ISA) this was implemented to help ensure that unsuitable people are prevented from working with vulnerable adults or children, to help protect both their safety and wellbeing. However the independent safeguarding authority requires a registration to be put on the system and this is the responsibility of the employer to enrol a new worker on to the independent safeguarding list.
Sector guidance: These guidelines were produced in order to protect and prevent the risk of abuse in vulnerable adults, which covers the protection of vulnerable adult’s scheme in England and wales for adult placement, including the no secrets department of health guidance, dignity in care initiative, human rights in health care (local action in 2007) organisational policies. Also the local and regional guidance for staff and volunteers working with vulnerable adults and codes of practice for nursing and social work. The six acts stated above all work in collaboration to make sure vulnerable adults receive impeccable care and are not put at risk or in harm’s way. The sector guidance policies and procedures should be reinforced by any organisation to make sure the wellbeing of vulnerable individuals are catered for and are not at risk of abuse. On the other hand organisational policies are ones that are set by an organisation and they decide the policies and procedures that need to be followed. Lastly the importance of the no secrets act aims to protect and set individuals away from abuse and this is down to different organisations, and councils to make their own policies and procedures in order to safeguard vulnerable individuals.
Strategies: This involves multi-agency working partnership working, staff training, introduction, role of care quality commission. It is vital to have multiple strategies in place in different organisations but is crucial when it comes to the care of vulnerable adults due to their physical or mental state. The sole purpose of multi-agency working is to have multiple professionals come together as one to ensure exceptional care for vulnerable individuals. This act also sets out policies and procedures that need to be followed in order to care for vulnerable adults, this is also beneficial to investigations . for example a service user may be feeling depressed and

M2): Relevant legislations, strategies and procedures used to reduce the risk of physical and discriminatory abuse
When caring for vulnerable adults there are multiple legislations put in place to protect the individuals and the workers this is why strategies and procedures are put in position to ensure that the care of vulnerable individuals is both safe and impeccable. One of the multiple legislations involved when trying to reduce the risk of physical abuse is the Safeguarding Vulnerable Groups Act 2006 and the purpose of this act is to guarantee the safety and wellbeing of vulnerable individuals, meaning individuals that will be caring for vulnerable individuals will have to be registered and have legit proof representing this act. The safeguarding vulnerable adults act has the authorisation and the responsibility of deciding who is barred or has been barred from working with services in order to protect the health and safety of vulnerable adults. In addition this is also beneficial to employers when they are recruiting employees because it will allow them to check and see who is suitable for the job depending on their work history. Equally important individuals working with vulnerable adults or for an organisation in general need to be DBS checked to find out if they are suitable to be in the care of vulnerable adults. The Equality Act 2010 helps protect vulnerable adults from discrimination and physical abuse by having specific strategies and procedures in line to be followed by employers and the employees that will be recruited. The purpose of the equality is aiming to safeguard and prevent vulnerable adults from suffering discrimination, this act can help to protect individuals with physical/mental impairments and disabilities