POLICIES

REPORTING SUSPECTED CHILD ABUSE/NEGLECT

PROCEDURES FOR REPORTING SUSPECTED CASES OF CHILD ABUSE OR NEGLECT:
STEP 1
When a child reports abuse or there is reasonable cause to believe that abuse is occurring, the RIS employee will seek advice from the designated section counselor immediately. If the counselor is not available, the report will be made to the section administrator.

• In the event of alleged or suspected abuse, Page 1 (Part A) of the Child Protection Reporting Form should be completed and given to the section counselor.

• The counselor will take the initial steps to gather information regarding the reported incident and inform the section administrator and Director of Student Support (the Head of School will also be notified). A school-based response team will be formed, as needed, to address the report. In all cases, follow-up activities will be conducted in a manner that ensures information is documented factually and that strict confidentiality is maintained. The following procedure will be used:

  1. Interview relevant RIS employees as necessary and document all information relative to the case.

  2. Consult with school personnel to review the child’s history in the school.

  3. Report status of the case to the section administrator, Director of Student Support, and Head of School.

  4. Determine the course of follow-up actions.

STEP 2
Based on the acquired information, a plan of action will be developed to assist the child and his/her family. Actions that may take place are:

• Discussions between the child and counselor to gather more information.

• In-class observations of the child by the teacher, counselor, psychologist, or administrator.

• Meetings with the family to present the school’s concerns.

• Referral of the student and his/her family to external professional counseling.

• Notification of the management of the relevant employer of the concern with the child/family and/or to the welfare office at the child’s home of record.

• Consultation with the consulate of the country of the involved family.

• Consultation with the school or other attorney.

• Informal consultation with local authorities.

• Consultation with Child Line or other child protection agencies.

STEP 3
Subsequent to a reported and/or substantiated case of child abuse or neglect:

• The counselor will maintain contact with the child and his/her family to provide support and guidance as appropriate.

• The counselor will provide the child’s teachers and section administrator with ongoing support.

• The counselor will provide resource materials and strategies for teacher use.

• The counselor will maintain contact with outside therapists to update the progress of the child in school.

• All documentation of the investigation will be kept in the child’s confidential school records file. Records sent to schools to which the student may transfer will be flagged to let the receiving school know there is a confidential file for the child.

WHISTLEBLOWING POLICY
RIS employees and associates have an ethical obligation to take reasonable steps to voice and/or consult about or report their concerns about the welfare or safety of a child, or about the conduct of others if there is the potential for harm.

REASONS FOR WHISTLEBLOWING

• Each individual has a responsibility for raising concerns about unacceptable practice or behaviour

• To prevent the problem worsening or widening

• To protect or reduce risks to others

• To prevent oneself from becoming implicated

WHAT STOPS PEOPLE FROM WHISTLEBLOWING?

• Starting a chain of events that spirals

• Fear of being disloyal to colleagues

• Disrupting the work or project

• Fear of repercussions or damaging career

• Fear of harassment or victimisation

• Fear of not being believed

• Fear of getting it wrong

WHAT CONCERNS SHOULD YOU RAISE?
Concerns that fall within the scope of the whistleblowing policy may be about something that:

• Has an adverse impact on the welfare and safety of the students

• Is unlawful;

• Is against the school’s policies;

• Falls below established standard or practice;

• Amounts to improper conduct.

REMEMBER ...as an RIS employee, you have the right to raise concerns that could be about the actions of their employees or private contractors and, you are expected to raise concerns about potential health and safety risks.

HOW SHOULD YOU RAISE CONCERNS?
The earlier a concern is expressed, the easier and sooner it is possible to take action.

When you have a concern, follow our reporting flow chart by speaking to either your section administrators or counselor. If a principal/supervisor is suspected of misconduct, a report should be made to the Head of School. If the Head of School is suspected of misconduct, a report should be made to the Chair of the Board of Trustees. All reports of misconduct must reach the section principal, Head of School, and Child Safeguarding Lead.

This information is confidential.

WHAT HAPPENS NEXT?
Once you have raised a concern, RIS will:

• Acknowledge receipt of your concern via an email from the child safeguarding lead.

• Take action to protect you from harassment or victimisation;

• Provide mediation and dispute resolution if appropriate;

• Do its best to protect your identity if you do not want your name disclosed (although this might not be possible in all cases, especially if a signed statement is needed from you in order to address the concern via another procedure, e.g. the disciplinary procedure);

• Take no action against you if you raise a concern in good faith that is later confirmed to be unfounded.

• Parents will be notified as soon as possible by an administrator of any concern about the welfare and safety of their child.