--- title: Disciplinary Policy and Procedure | Homecare Services & Domiciliary Care canonical: https://www.thegoodplace.care/policies-and-procedures/disciplinary-policy-and-procedure last updated: 2026-03-18 20:07:33 GMT version: 1 --- # Disciplinary Policy and Procedure We are committed to a safe, respectful, and professional workplace and the delivery of safe, effective, compassionate homecare. This policy sets out a fair, transparent procedure for addressing employee conduct matters. ## 1. Governance 1.1. This is the Disciplinary Policy and Procedure for The Good Place Home Care Services Limited. 1.2. The Good Place Home Care Services Limited will be referred to in this document as "The Good Place Home Care Services Limited","The Good Place","We","Us", or "Our". 1.3. Our registered address is: 186 Wetmore Road, Burton-on-Trent, Staffordshire, DE14 1QZ. 1.4. We can be contacted by:- - a. Telephone: [01283 296 337](tel:01283 296 337) - b. Email: Please use our contact form at https://www.thegoodplace.care/contact - c. Post: The Good Place, 186 Wetmore Road, Burton-on-Trent, Staffordshire, DE14 1QZ 1.5. Words importing one gender include all genders, and words in the singular include the plural and vice versa, unless the context requires otherwise. 1.6. Document control sheet:- Document fingerprint: HR-2096-V1 Document owner: Dean Hill (Registered Manager) Document version: 1 Document status: Approved on 18/03/2026 by the Dean Hill (Registered Manager) Document review cycle: Annually or sooner if legislation or guidance changes. Next review planned for March 2027 ## 2. Purpose 2.1. To ensure a safe, respectful, and professional workplace.  2.2. To ensure the delivery of safe, effective, compassionate homecare. 2.3. To set out a fair, transparent procedure for addressing staff conduct matters. 2.4. To ensure that we fulfil the legal and regulatory responsibilities. 2.5. To support us to meet, and be able to evidence compliance with, the following CQC Single Assessment Framework quality statements:- Learning culture: We have a proactive and positive culture of safety based on openness and honesty, in which concerns about safety are investigated and reported thoroughly, and lessons are learned to continually identify and embed good practices. Safeguarding: We work with people to understand what being safe means to them as well as with our partners on the best way to achieve this. We concentrate on improving people's lives while protecting their right to live in safety, free from bullying, harassment, abuse, discrimination, avoidable harm and neglect. We make sure we share concerns quickly and appropriately. Safe and effective staffing: We make sure there are enough qualified, skilled and experienced people, who receive effective support, supervision and development. They work together effectively to provide safe care that meets people's individual needs. How staff and teams work together: We work effectively across teams and services to support people. We make sure they only need to tell their story once by sharing their assessment of needs when they move between different services. Workforce wellbeing and enablement: We care about the wellbeing of our staff, and we support and enable them to deliver person-centred care. Capable, compassionate and inclusive leaders: We have inclusive leaders at all levels who understand the context in which we deliver care, treatment and support and embody the culture and values of their workforce and organisation. They have the skills, knowledge, experience and credibility to lead effectively. They do so with integrity, openness and honesty. Freedom to speak up: We foster a positive culture where people feel that they can speak up and that their voice will be heard. Workforce equality, diversity and inclusion: We value diversity in our workforce. We work towards an inclusive and fair culture by improving equality and equity for people who work for us. Governance, management and sustainability: We have clear responsibilities, roles, systems of accountability and good governance. We use these to manage and deliver good quality, sustainable care, treatment and support. We act on the best information about risk, performance and outcomes, and we share this securely with others when appropriate. ## 3. Scope 3.1. This policy applies to all individuals who work for or on behalf of The Good Place. 3.2. Some procedural elements (e.g., length of warnings, pay during suspension) apply only to employees; however, bank/ agency workers and volunteers must follow our standards and may be removed from assignments or have engagements terminated if standards are breached. Outcomes of disciplinary processes may inform decisions about an individual's ongoing suitability and fitness to work in regulated activity, in line with safer recruitment and "fit and proper person" requirements under Regulation 19 and our [Recruitment Policy and Procedure](https://www.thegoodplace.care/policies-and-procedures/recruitment-policy-and-procedure). ## 4. Policy Statement 4.1. The Good Place is committed to a safe, respectful, and professional workplace and the delivery of safe, effective, compassionate homecare. This policy sets out a fair, transparent procedure for addressing conduct matters only. It supports good governance, learning, and improvement and ensures people who use our services, colleagues, and the public are protected. 4.2. This policy operates alongside our [Safeguarding Adults Policy and Procedure](https://www.thegoodplace.care/policies-and-procedures/safeguarding-adults-policy-and-procedure) and our [Raising Concerns, Freedom to Speak Up and Whistleblowing Policy and Procedure](https://www.thegoodplace.care/policies-and-procedures/raising-concerns-freedom-to-speak-up-and-whistleblowing-policy-and-procedure). 4.3. Note: Concerns that are primarily about capability/ performance should be managed under our [Capability Policy and Procedure](https://www.thegoodplace.care/policies-and-procedures/capability-policy-and-procedure). Concerns that are about conduct/ behaviour are managed under this policy. 4.4. Where issues overlap, the Registered Manager will decide the most appropriate route. 4.5. Policy Principles:- - a. Fairness and natural justice: No decision without a fair process; employees know the case against them and can respond.  - b. Timeliness: Matters handled without unreasonable delay. - c. Proportionality: Informal resolution where appropriate; formal action only where necessary. - d. Consistency with flexibility: Like cases treated alike while considering individual context. - e. Accessibility & adjustments: Reasonable adjustments for disability or health needs; language or communication support where required. - f. Confidentiality: Shared strictly on a need-to-know basis. - g. Safeguarding first: Immediate action where people are (or may be) at risk; referrals made as required. - h. Learning culture: Outcomes feed into quality improvement, training, and supervision. - i. Separation from grievance: Grievances are addressed under the separate [Grievances Policy and Procedure](https://www.thegoodplace.care/policies-and-procedures/grievances-policy-and-procedure). Where a grievance relates to disciplinary action, the disciplinary process may be paused to ensure fairness. - j. Freedom to speak up: Individuals who raise safety or quality concerns in good faith will not be victimised or subjected to unfair disciplinary action for doing so. Retaliation will itself be treated as misconduct. - k. No misuse of process: Disciplinary procedures will never be used to deter or punish individuals for raising genuine concerns about safety, quality, or wrongdoing. Where there is any suggestion of such misuse, this will itself be treated as a serious governance concern. ## 5. Legal & Regulatory Framework 5.1. This policy is guided by:- - a. ACAS Code of Practice on Disciplinary and Grievance Procedures (current edition) and associated ACAS guidance on discipline and grievances at work. - b. Health and Social Care Act 2008 (Regulated Activities) Regulations 2014, in particular Regulations 12, 13, 17, 18, 19 and 20. - c. Employment Rights Act 1996 and associated employment legislation relating to unfair dismissal and statutory notice rights. - d. Data Protection Act 2018 and UK General Data Protection Regulation (UK GDPR) in relation to employee and service user data. 5.2. The Good Place is fully committed to meeting the requirements of the Accessible Information Standard (AIS), as set out by NHS England. This means we will ensure that people with a disability, impairment, or sensory loss receive information and communication support that they can understand and use effectively. This may include large print, easy-read versions, audio formats, or the use of interpreters and communication aids. See our [Accessible Information Standard (AIS) Policy and Procedure](https://www.thegoodplace.care/policies-and-procedures/accessible-information-standard-ais-policy-and-procedure) for further details. 5.3. We also comply with the Equality Act 2010 and are fully committed to promoting diversity, and human rights in all aspects of our service provision and employment practices. We are dedicated to ensuring that all individuals, including staff, service users, and stakeholders, are treated fairly, with dignity and respect, and without discrimination. We will also make reasonable adjustments so that no individual is treated less favourably when using our service. This includes supporting people with protected characteristics such as age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. See our [Equality, Diversity and Human Rights Policy and Procedure](https://www.thegoodplace.care/policies-and-procedures/equality-diversity-and-human-rights-policy-and-procedure) for further details. ## 6. Roles & Responsibilities 6.1. Nominated Individual (Dean Hill):- - a. Oversight of regulatory compliance and culture of safety; - b. Ensures effective governance and resources; - c. Hears appeals or appoints a suitably independent and competent person to hear appeals where appropriate. 6.2. Registered Manager (Dean Hill):- - a. Day-to-day implementation; - b. Decides on suspension; - c. Appoints investigators/ chairs; - d. Ensures safeguarding actions. 6.3. Investigating Officer:- - a. Impartial fact-finding. 6.4. Disciplinary Chair:- - a. Hears the case and decides the outcome. 6.5. All staff:- - a. Follow policies; - b. Raise concerns; - c. Cooperate with investigations; - d. Maintain confidentiality. 6.6. Safeguarding Lead (Dean Hill):- - a. Ensure referrals to Local Authority, DBS, and Police as appropriate. 6.7. HR/ Administration:- - a. Letters; - b. Records; - c. Timeframes; - d. Confidentiality; - e. Data retention. 6.8. Wherever practicable, the Investigating Officer, Disciplinary Chair and Appeal Manager will be different individuals, with no conflict of interest and no prior involvement in the case, to ensure impartiality. ## 7. Standards of conduct 7.1. All workers must:- - a. Deliver safe, person-centred care aligned to care plans and professional boundaries, and in line with any applicable professional code of conduct (e.g., NMC, HCPC, Social Work England) and our organisational values. - b. Follow policies (medicines, infection prevention and control, moving & handling, data protection, lone working, driving/ vehicle use, digital systems, social media). - c. Treat people with dignity and respect; no harassment, bullying, discrimination, victimisation, or abuse. - d. Be honest and act with integrity (records, mileage/ time reporting, claims, expenses). - e. Maintain confidentiality and information security. - f.  Report incidents, near misses, safeguarding concerns, poor practice, and notifiable safety incidents promptly in line with our [Management of Accidents, Incidents, and Near Misses Policy and Procedure](https://www.thegoodplace.care/policies-and-procedures/management-of-accidents-incidents-and-near-misses-policy-and-procedure), [Safeguarding Adults Policy and Procedure](https://www.thegoodplace.care/policies-and-procedures/safeguarding-adults-policy-and-procedure) and [Duty of Candour Policy and Procedure](https://www.thegoodplace.care/policies-and-procedures/-duty-of-candour-policy-and-procedure), and cooperate with any subsequent investigation. - g. Be fit for work (including being free from the influence of alcohol/ drugs while on duty). - h. Use PPE and equipment safely. - i. Follow health and safety instructions. 7.2. Examples of misconduct:- - a. Unauthorised absence or persistent lateness. - b. Failure to follow rotas or lone-working safety checks. - c. Inappropriate behaviour. - d. Disrespectful language. - e. Minor breaches of confidentiality or dress code. - f. Failure to follow a reasonable management instruction. - g. Minor health & safety or IPC lapses without harm. - h. Misuse of employer property, vehicles, fuel cards, mobile devices, or systems. - i. Inaccurate or incomplete records where no intent to deceive is found. 7.3. Examples of gross misconduct (may justify summary dismissal):- - a. Abuse, assault, harassment, discrimination, or bullying of people who use services, colleagues, or others, including any conduct related to a protected characteristic under the Equality Act 2010. - b. Serious safeguarding breaches including failure to report. - c. Any act or omission causing or risking significant harm. - d. Falsification of care, recruitment, training, timesheets, or mileage records. - e. Theft, fraud, or dishonesty. - f. Bribery or corruption. - g. Serious breach of confidentiality or information security (e.g., deliberate disclosure of personal data). - h. Serious negligence or reckless practice causing or risking harm. - i. Deliberate breach of clinical safety. - j. Being under the influence of alcohol or illegal drugs while on duty. - k. Refusal to take an agreed for-cause test. - l. Dangerous driving or serious road traffic offences while on duty. - m. Wilful/ dangerous breach of health & safety or fire safety. - n. Violence or threats. - o. Deliberate breach of safeguarding arrangements, Duty of Candour expectations, or regulatory requirements. - p. Any conduct bringing The Good Place into serious disrepute. 7.4. The lists above are illustrative, not exhaustive. ## 8. Informal resolution (manager advice/ warning) 8.1. Where appropriate, concerns may be addressed informally via coaching, reflective practice, extra supervision, or an informal management note. Managers will confirm expectations and timescales for improvement in writing (e.g., email or supervision note). 8.2. A brief record of informal action will be kept in line with our data protection and retention requirements. Failure to improve or repeated issues may move to the formal process. ## 9. Formal disciplinary procedure 9.1. A formal disciplinary will follow the stages detailed below. Formal disciplinary hearings and appeals will follow the principles set out in the ACAS Code of Practice on Disciplinary and Grievance Procedures, including the right to be accompanied at formal hearings and appeals. 9.2. Timeframes are indicative; complexity or safeguarding processes may affect timing. 9.3. We will act without unreasonable delay and keep the employee updated. ### 9.4. Investigation 9.4.1. An Investigating Officer (not previously involved) gathers facts impartially:- - a. Interviews - b. Statements - c. Documents - d. Records - e. Rota/ telephony/ mileage data - f. CCTV/ telematics (where lawfully available) - g. Witness accounts. 9.4.2. The employee will be told what is being investigated and may be invited to an investigatory meeting to give their account. This is a fact-finding meeting and not a disciplinary hearing. 9.4.3. The employee is not entitled to be accompanied at routine investigatory meetings; however, we may allow a companion as a reasonable adjustment or where fairness requires. 9.4.4. If an employee is unable or unwilling to attend an investigatory meeting, we will seek alternative ways of enabling them to respond (e.g., written statement, remote meeting). If they continue not to engage without good reason, the investigation may proceed and reach findings based on the available evidence. 9.4.5. On completion, the Investigating Officer submits an investigation report and recommendation to the decision maker (usually the Registered Manager). ### 9.5. Precautionary suspension (neutral act) 9.5.1. Suspension is considered only where necessary and proportionate:- - a. Alleged gross misconduct - b. Risk to people who use services - c. Risk to evidence/ witnesses - d. Serious conflicts of interest - e. Where continued working is impracticable 9.5.2. Suspension is with full pay for employees (contractual terms apply) and is kept as brief as possible and reviewed regularly. 9.5.3. This is confirmed in writing, setting out terms of suspension including a point of contact and any restrictions. 9.5.4. Alternatives to suspension, such as restricted duties, additional supervision, redeployment, removal from specific visits, will be considered first. 9.5.5. Suspension is not a disciplinary sanction. ### 9.6. Decision to proceed to hearing 9.6.1. The Registered Manager (or delegate) reviews the evidence to decide whether there is a case to answer at a formal hearing. If not, we will confirm no case, or that the matter will be addressed informally. ### 9.7. Invitation to a disciplinary hearing 9.7.1. We will write to the employee with:- - a. The allegations and the possible outcomes (e.g., up to final written warning/dismissal). - b. Date, time, and venue; including who will chair and who will attend. - c. The right to be accompanied by a trade union representative or a work colleague. - d. The evidence bundle (investigation report and documents relied upon). - e. How to submit evidence/ witnesses, and by when. - f. Information on reasonable adjustments (e.g., accessible formats, interpreters, extra breaks). - g. The right to request a reasonable postponement if the companion is unavailable. 9.7.2. We will give reasonable time to prepare (normally at least 5 working days). ### 9.8. The disciplinary hearing 9.8.1. The disciplinary hearing will be chaired by a manager not previously involved (and, where possible, more senior than the Investigating Officer). 9.8.2. The Chair explains the process and ensures that the management case (normally presented by the Investigating Officer or another management representative) and the employee's response are heard fully and fairly. 9.8.3. The employee (and companion) responds and may ask questions, present evidence, and call reasonable witnesses. 9.8.4. The companion may address the hearing and confer with the employee but may not answer questions on their behalf. 9.8.5. Adjournments will be offered for breaks, to consider late evidence, or to explore adjustments/ mediation options. 9.8.6. After hearing all parties, the Chair adjourns to consider the decision. ### 9.9. Decision-making and standard of proof 9.9.1. Decisions are made impartially on the balance of probabilities considering all relevant evidence, credibility, consistency, mitigating/ aggravating factors, length of service, previous live warnings, intent, insight, and risk to people who use our services and the organisation. 9.9.2. We will always consider whether a sanction short of dismissal is appropriate in the circumstances, taking into account proportionality and any reasonable alternatives. ### 9.10. Outcomes and sanctions 9.10.1. Where allegations are not upheld, no further disciplinary action is taken and any suspension is ended. 9.10.2. Where allegations are upheld in whole or part, outcomes may include:- - a. First Written Warning - normally valid for 6-12 months. - b. Final Written Warning - normally valid for 12-18 months. - c. Dismissal with notice - where misconduct is serious and previous warnings are still valid, notice given as per contract/ statute. - d.  Summary Dismissal (without notice) - where, following a fair investigation and disciplinary hearing, gross misconduct is proven. - e. Alternative sanctions (exceptional) - demotion, loss of seniority, transfer, mandatory training with review period. These are used only with contractual/ legal basis and the employee's agreement where required. 9.10.3. All outcomes will be confirmed in writing, explaining:- - a. Allegations considered, findings, reasons, sanction and duration; - b. Expectations for conduct/ improvement, support to be provided, and review points; - c. Consequences of further misconduct; - d. Right of appeal and how to exercise it. 9.10.4. When the valid period ends, warnings will be disregarded for disciplinary purposes, but records may be retained for safeguarding/governance as permitted by law. ### 9.11. Right of appeal 9.11.1. Employees may appeal in writing within 7 calendar days of the outcome letter, stating the grounds (e.g., procedural flaw, new evidence, disproportionate outcome). Appeals will be heard by someone not previously involved and, where possible, more senior. 9.11.2. The appeal may uphold, substitute, or overturn the decision. The final decision will be confirmed in writing and will normally be the final internal stage of the process. ## 10. Safeguarding, external referrals, and parallel processes 10.1. Concerns indicating harm or risk of harm to adults or children will be referred immediately to the appropriate authority:- - a. Local Authority: Staffordshire County Council - aa. Email: Please use our contact form at https://www.thegoodplace.care/contact - ab. Online: [Staffordshire & Stoke-on-Trent Adults Safeguarding Partnership Board](https://www.staffordshire.gov.uk/staffordshire-and-stoke-trent-adults-safeguarding-partnership-board) - ac. Telephone (working hours): [0345 604 2719](tel:03456042719) - ad. Telephone (out of hours): [0345 604 2886](tel:03456042886) 10.2. All such referrals will be made in line with our [Safeguarding Adults Policy and Procedure](https://www.thegoodplace.care/policies-and-procedures/safeguarding-adults-policy-and-procedure) and our duties under Regulation 13 (Safeguarding service users from abuse and improper treatment). 10.3. Where criminality is suspected, we may notify the Police - internal investigations may proceed in parallel or be paused to avoid prejudice to criminal inquiries. 10.4. If a person is dismissed or removed from regulated activity (or would have been had they not resigned) because they harmed or posed a risk of harm, The Good Place will make a DBS referral in line with our legal duty under the Safeguarding Vulnerable Groups Act 2006 (as amended). 10.5. Where an incident meets Duty of Candour requirements for people using our services, we will act openly and document candour conversations (this runs alongside the disciplinary process), inline with our [Duty of Candour Policy and Procedure](https://www.thegoodplace.care/policies-and-procedures/-duty-of-candour-policy-and-procedure). 10.6. Outcomes/ learning are shared into supervision, training, and quality improvement. 10.7. Where the member of staff is subject to professional regulation (for example by the Nursing and Midwifery Council or Health and Care Professions Council), we will consider whether a referral to the relevant professional body is required. ## 11. Representation and support 11.1. An employee has the right to be accompanied by a trade union representative or a work colleague at any disciplinary hearing or appeal. In exceptional circumstances, and particularly as a reasonable adjustment for disability or communication needs, we may agree to an alternative companion (for example a family member or advocate). 11.2. If the companion cannot attend on the proposed date, the employee may request a reasonable postponement and propose an alternative time within a short, reasonable period. 11.3. The employee will have access to wellbeing resources and (if contracted) Employee Assistance Programme. 11.4. We will make reasonable adjustments where needed/ requested (e.g., accessible venues/ formats, interpreters, additional breaks, remote attendance). ## 12. Witnesses 12.1. Witnesses should provide signed statements. We may invite witnesses to the hearing where necessary and proportionate. 12.2. We will consider anonymity only where risk of harm or serious detriment is evidenced and fairness can still be preserved. 12.3. No person will be treated unfairly or subjected to detriment for providing honest evidence or cooperating with an investigation in good faith. Any retaliation against witnesses will itself be treated as a disciplinary matter. ## 13. Failure to attend/ non-cooperation 13.1. Where an employee fails to attend a meeting or hearing, we will explore the reasons, including any health or disability factors, and consider reasonable adjustments (for example, alternative formats, remote attendance, shorter sessions, or rescheduling). Where there is no good reason for non-attendance and reasonable adjustments have been offered, we may rearrange once; if the employee then fails to engage again without good reason, we may proceed in their absence based on available evidence. 13.2. Suspension of pay does not occur for non-attendance at hearings; however, persistent non-cooperation may itself be misconduct. ## 14. Confidentiality, records, and data protection 14.1. All records will be accurate, kept secure, and retained no longer than necessary in line with UK GDPR, the Data Protection Act 2018, our retention schedule, and good governance. 14.2. We process disciplinary information on lawful bases such as compliance with legal obligations, performance of the employment contract, and legitimate interests, and we may share relevant information with regulators or safeguarding bodies where we are required or permitted to do so by law. 14.3. Investigation and outcome records are typically retained for at least the life of any valid warning plus 12 months. Where safeguarding concerns, regulatory investigations, or possible legal claims are involved, records may be retained for longer where this is necessary, proportionate, and in line with our retention schedule to meet legal, regulatory, employment or safeguarding duties. 14.4. Access requests will be handled under data protection law. Redactions may apply to protect third-party data and legal privilege. ## 15. Special cases 15.1. Probationary employees:- - a. The same standards apply; - b. Outcomes may include termination during probation where appropriate, following a fair (but typically shorter) process. 15.2. Agency /bank workers:- - a. We may cease assignments immediately for safeguarding or serious conduct concerns; - b. The agency will be informed and safeguarding/ DBS referrals made where required. 15.3. Registered Manager/ senior leaders:- - a. Investigations and hearings will be overseen by the Nominated Individual or an external HR consultant to ensure independence, where the Registered Manager/ Senior leader is the subject of, or otherwise involved in the disciplinary. 15.4. Trade union officials:- - a. With consent, we will discuss matters with the relevant union official/ regional officer. 15.5. Criminal charges/ convictions:- - a. Consider relevance to role, risk to people who use services, and reputational risk; - b. Internal process may proceed irrespective of criminal process. ## 16. Overlapping concerns and whistleblowing 16.1. Grievances raised during disciplinary proceedings (e.g., bias, process concerns) will be considered carefully. Where the grievance relates to the disciplinary case or could affect its fairness, we may pause the disciplinary while we address the grievance, or we may deal with both issues together, in line with ACAS guidance. Otherwise, the disciplinary process may continue in parallel. 16.2. Employees raising protected disclosures (whistleblowing) in good faith under our [Raising Concerns, Freedom to Speak Up and Whistleblowing Policy and Procedure](https://www.thegoodplace.care/policies-and-procedures/raising-concerns-freedom-to-speak-up-and-whistleblowing-policy-and-procedure) are protected by law from dismissal or detriment. Any victimisation, intimidation, or retaliation against someone who has raised or supported a concern will itself be treated as a serious disciplinary matter. ## 17. Training, communication, and monitoring 17.1. Managers involved in investigations and hearings will receive training in fair process, note-taking, bias awareness, and safeguarding interfaces. 17.2. Lessons learned from cases feed into team meetings, supervision, and annual training plans. 17.3. Governance reports summarise trends (de-identified) to the Registered Manager and Nominated Individual, to support continuous improvement, assurance to the Board/ owners (where applicable), and evidence for CQC regarding our learning culture, staffing, and governance arrangements. ## 18. Timeframes (guidance) 18.1. The following timeframes are guidance only. We will seek to adhere to them wherever reasonably practicable, but they do not create contractual rights and may need to be adjusted for complexity, safeguarding, sickness, or external investigations. 18.2. Investigation start: normally within 5 working days of concern being raised. 18.3. Investigation target completion: normally within 20 working days (complex cases may take longer with updates provided). 18.4. Notice of hearing: normally 5 working days. 18.5. Appeal submission window: 7 calendar days from outcome. 18.6. Appeal hearing: normally within 14-21 days of receipt. ## 19. Contact details - a. Registered Manager (Dean Hill):- - aa. Email: Please use our contact form at https://www.thegoodplace.care/contact - ab. Telephone: [01283 296 337](tel:01283296337) - b. Safeguarding Lead (Dean Hill):- - aa. Email: Please use our contact form at https://www.thegoodplace.care/contact - ab. Telephone: [01283 296 337](tel:01283296337) - c. Local Authority (Staffordshire County Council):- - aa. Email: Please use our contact form at https://www.thegoodplace.care/contact - ab. Online: [Staffordshire & Stoke-on-Trent Adults Safeguarding Partnership Board](https://www.staffordshire.gov.uk/staffordshire-and-stoke-trent-adults-safeguarding-partnership-board) - ac. Telephone (working hours): [0345 604 2719](tel:03456042719) - ad. Telephone (out of hours): [0345 604 2886](tel:03456042886) - d.  External support (ACAS - for independent advice on workplace concerns, including disciplinaries):- - aa. Telephone: 0300 123 1100 We value your privacy We sometimes use a number cookies to improve your browsing experience, but these are not always essential to the propper functionality of our site. By clicking "Accept All", you consent to our use of these additional cookies where applicable. You can read more about cookies in our [Website Privacy Statement](https://www.thegoodplace.care/policies-and-procedures/website-privacy-statement).