St.

Josephs National School

Knockatallon,
Co. Monaghan
Tel: 047 89768
Fax: 047 89768
Mobile: 086 1022376
Website: www.knockatallonns.com
Email:
stjosephsnationalschool@gmail.com

Child Protection Policy

Introduction
This Policy document has been drawn up in February 2012 by the Principal and Board of
Management of St.Josephs N.S in response to recent changes in legislation. The policy
takes account of the provisions of the following legislation:
The Education Act 1998, The Education Welfare Act 2000, The Protection of Persons
Reporting Child Abuse Act 1993, Education for Persons with Special Educational Needs Act
2004, Safety & Health at Work Act 2005.
In all instances of suspicion or allegation of abuse or neglect, the following guidelines will
be referenced:
Children First 2011, National Guidance for the Protection & Welfare of Children 2011, Child
Protection Guidelines and Procedures (Dept. of Education and science 2011).
The Board of Management recognises that child protection and welfare considerations
permeate all aspects of school life and must be reflected in all of the Schools policies,
practices and activities. Accordingly, in accordance with the requirements of the Department
of Education and skills Child Protection Procedures for Primary and Post Primary Schools,
the Board of Management of St.Josephs has agreed the following child protection policy.
The Board of Management has adopted and will implement fully and without modification
the Departments Child Protection Procedures for Primary and Post
Primary Schools as part of this overall child protection policy.

Aims of Policy
The aims of the Child Protection Policy are to:
Put in place clear procedures for dealing with and reporting suspected/alleged cases of
child neglect or abuse
Endeavour to safeguard the wellbeing of the child and intervene when necessary to
protect their rights
Help school personnel recognise the signs of neglect or abuse
Provide a safe environment for our school community
In its polices, practices and activities, St. Josephs N.S will adhere to the following principals
of best practice in child protection and welfare:
The school will
Recognise that the protection and welfare of children is of paramount importance,
regardless of all other considerations
Fully co-operate with the relevant statutory authorities in relation to child protection and
welfare matters
Adopt safe practices to minimise the possibility of harm or accidents happening to
children and protect workers from the necessity to take unnecessary risks that may leave
themselves open to accusations of abuse or neglect
Develop a practice of openness with parents and encourage parental involvement in the
education of their children
Fully respect confidentiality requirements in dealing with child protection matters
Prevention

The Stay Safe programme is the primary resource used in this school to provide
Education for children on abuse prevention. The programme is taught as part of the schools
SPHE curriculum under the strand unit Safety and Protection.
On enrolment of their child parent(s)/guardian(s) will be informed that the Stay Safe
programme is in use in the school and a copy of the Stay Safe A Parents Guide provided.
Staff will make every effort to ensure that the messages of the programme are reinforced
whenever possible.

Procedures
All staff (teachers, SNAs, ancillary, secretarial, caretaking etc.) in this school shall follow the
recommendations for reporting concerns or disclosures as outlined in Children First and the
Department of Education & Skills document, Child Protection, Guidelines and Procedures.
The Board of Management of this school has appointed Mr. Tom Flahive as the Designated
Liaison Person (DLP) and Lorraine Harney as the Deputy DLP.
The staff and management of this school have agreed:
All concerns/disclosures involving child protection/child welfare issues will be
reported in the first instance to the DLP (Deputy DLP where appropriate).
Each report to the DLP will be dated and signed by the person making that report.
A strict adherence to maintaining confidentiality information regarding concerns or
disclosures of abuse should only be given on a need to know basis.
Practice:
The following areas have been considered by the staff and Board of Management of this
school as areas of specific concern in relation to child protection. Following discussion and
consultation the staff and Board of Management have agreed that the following practices be
adopted.
a) Physical contact
Physical contact between school personnel and the child must always be in response to
the needs of the child and not to the needs of the adult. While physical contact may
be used to comfort, reassure or assist a child, the following should be factors in
determining its appropriateness: It is acceptable to the child.
It is open and not secretive.
The age and developmental stage of the child and consider the consequences of
all actions at all times.
School personnel should avoid doing anything of a personal nature for children that
they can do for themselves.
b) Visitors /Guest Speakers:
Visitors/guest speakers should never be left alone with pupils. The school
(principal/teachers) has a duty to check out the credentials of the visitor/guest speaker
and to ensure that the material in use by guests is appropriate.

c) Children with specific toileting/intimate care needs:

In all situations where a pupil needs assistance with toileting/intimate care a meeting
will be convened, after enrolment and before the child starts school, between
parent(s)/guardian(s), class teacher, special needs assistant, principal and if appropriate
the pupil. The purpose of the meeting will be to ascertain the specific needs of the
child and to determine how the school can best meet those needs. The staff to be
involved in this care will be identified and provision will be made for occasions where
the particular staff involved are absent. A written copy of what has been agreed will
be made and kept in the childs file.
At least two members of staff will be present when dealing with intimate care/toileting
needs. Any deviation from the agreed procedure will be recorded and notified to the
DLP and the parent(s)/guardian(s).
d) Toileting accidents:
Clean underwear and suitable clothing will be kept in the school so that if a pupil has
an accident of this nature they will in the first instance be offered fresh clothing into
which they can change.
If the pupil for whatever reason cannot clean or change themselves and the
parent(s)/guardian(s) cannot be contacted the child will be assisted by members of
staff familiar to the child. In all such situations two members of staff should be
present.
A record of all such incidents will be kept in the office. These records will be written
up by the Secretary/Principal and kept in a Toilet/Accidents File.
Parent(s)/guardian(s) will always be informed of such accidents.
e) One to One teaching:
It is the policy in the school that one-to-one teaching is often in the best interest of the
child. Every effort will be made to ensure that this teaching takes place in an open
environment. Parent(s)/guardian(s) of children who are to be involved in one-to-one
teaching will be informed and their agreement sought.
Work being carried out by special needs assistants will be carried out under the
direction of the class teacher in an open environment.
f) Changing for Games / PE / Swimming
Pupils will be expected to dress and undress themselves for games/PE/swimming and
are not assisted by members of staff. Parent(s)/guardian(s) are invited to assist
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children in first and second class after swimming and it is expected that they will assist
their own child only. Under no circumstances will members of staff/volunteers be
expected to or allowed to dress/undress a child in a cubicle/private area. In such
situations where privacy is required the parent(s)/guardian(s) of the child will be asked
to assist the child. At all times there must be adequate supervision of pupils.
g) Supervision of children
Children are adequately supervised during the school day and on all school related
activities. Supervision begins at 9.20 a.m. in the morning and ends at 3.00 p.m. When
first aid is administered in the school this is done in the secretarys office by the
secretary and should she be absent it will be administered by the DLP. Children will
not travel alone in staff teachers cars. Should a child need to be collected early from
school they need to be collected at the classroom door.
Children in Junior and Senior Infants are escorted by their teachers to the front of the
school where they are collected by a parent(s)/guardian at 2.00 p.m. Infants going
home by bus are walked to the bus by one of the Infant teachers.
If a child is going to be collected by a person other than the childs parent(s)/guardian,
the classroom teacher must be notified in writing of this new arrangement.
h) Recruitment and selection of staff
The recruitment and selection of staff will be carefully considered. All applications
will supply personal details, a resume of work experience and references to the school
and garda vetting will always be sought. All volunteers working in the school will do
so under the guidance of the teachers.
i) Internet Safety
Children are adequately supervised on the internet in school. Children are not allowed
to bring mobile phones to school, but have consent to bring them for school tours.
The schools policy outlines the decisions the school has taken in relation to
technology including mobile phones, pictures etc.
While every effort will be made to adhere to best practice as agreed and outlined above, in
the event of an emergency where this is not possible or practicable a full record of the
incident should be made and reported to the principal and parent(s)/guardian(s).

Links to other Policy / Planning areas:

Prevention:

SPHE curriculum, Strand Unit on Safety and Protection,

The School Code of Discipline

Procedures:

Anti-Bullying Policy
Health and Safety Statement

Practice:

Swimming Policy
School Tours / Outings

Definition of Abuse
Child abuse can be categorised into four different types:

Neglect
Emotional abuse
Physical abuse
Sexual abuse

Definition of neglect
Neglect can be defined in terms of an omission, where the child suffers significant harm or
impairment of development by being deprived of food, clothing, warmth, hygiene,
intellectual stimulation, supervision and safety, attachment and affection from adults.
Neglect generally becomes apparent in different ways over a period of time rather that at one
specific point. For instance, a child who suffers a series of minor injuries is not having his or
her needs met for supervision or safety. A child whose ongoing failure to gain weight or
whose height is significantly below average may be being deprived of adequate nutrition. A
child who constantly misses school may be being deprived of intellectual stimulation. A
threshold of significant harm is reached when the childs needs are neglected to the extent
that his or her wellbeing and / or development are severely affected.
Definition of Emotional Abuse
Emotional abuse is normally to be found in the relationship between a caregiver and a child
rather than in specific events or patterns of events. It occurs when a childs needs for
affection, approval, consistency and security are not met. Unless other forms of abuse are
present, it is rarely manifested in terms of physical signs or symptoms. Example of
emotional abuse in children include:
The imposition of neglect attributes on a child, expressed by persistent criticism, sarcasm,
hostility or blaming
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 Conditional parenting in which the level of care shown to a child is made contingent on
his or her behaviour or actions
Emotional unavailability of the childs parent/carer
Unresponsiveness of parent/carer and/or inconsistent or inappropriate expectations of the
child
Premature imposition of responsibility on the child
Unrealistic or in appropriate expectations of the child capacity to understand something
or to behave and control himself in a certain way
Under or over protection of the child
Failure to show interest in, or provide age-appropriate opportunities for the childs
cognitive and emotional development
Use of unreasonable or over-harsh disciplinary measures
Exposure to domestic violence
Exposure to inappropriate or abuse material through new technology
Definition of Physical Abuse
Physical abuse of a child is that which results in actual or potential physical harm from an
interaction, or lack of interaction, which is reasonably within the control of a parent or
person in a position of responsibility, power or trust. There may be single or repeated
incidents.
Physical abuse can involve:
Severe physical punishment
Beating, slapping, hitting or kicking
Pushing, shaking or throwing
Pinching, biting, choking or hairpulling
Terrorising with threats
Observing violence
Use of excessive force in handling
Deliberate poisoning
Suffocation
Fabricated/induced illness
Allowing or creating a substantial risk of significant harm to a child
Definition of Sexual Abuse
Sexual abuse occurs when a child is used by another person for his/her gratification or sexual
arousal. Examples of child sexual abuse include the following:
Exposure of the sexual organs or any sexual act intentionally performed in the presence of
a child
Intentional touching or molesting of the body of a child whether by a person or object for
the purpose of sexual arousal or gratification
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 Masturbation in the presence of a child or the involvement of a child in an act of

masturbation
Sexual intercourse with a child whether oral, vaginal or anal
Sexual exploitation of a child includes inciting, encouraging, propositioning, requiring or
permitting a child to solicit for, or to engage in, prostitution or other sexual acts. Sexual
exploitation also occurs when a child is involved in the exhibition, modeling or posing for
the purpose of sexual arousal, gratification or sexual act, including its recording (on film,
video tape or other media) or the manipulation, for those purposes, of the image by
computer or other means. It may also include showing sexually explicit material to
children which is often a feature of the grooming process by perpetrators of abuse
Consensual sexual activity involving an adult and an underage person. In relation to child
sexual abuse, it should be noted that, for the purposes of criminal law, the age of
Consent to sexual intercourse is 17 years for boys and girls. An Garda Siochana will deal
with the criminal aspects of the case under the relevant legislation.
More detail of each type of abuse is contained in Child Protection procedures, pages 41 48.
Guidelines for Recognising the Sings of Abuse
The recognition of abuse normally runs along three stages:
1. Considering the possibility if a child appears to have suffered an inexplicable and
suspicious injury, seems distressed without obvious reason, displays unusual behaviour
problems or appears fearful in the company of parents/carers
2. Observing signs of abuse a cluster or pattern of signs is the most reliable indicator of
abuse. Children my make direct or indirect disclosures, which should always be taken
seriously. Less obvious disclosures may be gently explored with a child, without direct
questioning (which may be more usefully carried out by the health Board or Garda). Play
situations such as drawing or story telling may reveal significant information which could
be considered in relation to the childs social and family context, and it is important to
always be open to alternative explanations
3. Recording of information it is important to establish the grounds for concern, by
obtaining as much information as possible. Observations should be recorded and should
include date, time, name, locations, context and any information which could be
considered relevant or which might facilitate further assessment/investigation
Handing Disclosures from Children
An abused child is likely to be under severe emotional stress and staff members may be the
only adult whom the child is prepared to trust. Great care should be taken not to damage the
trust.
When information is offered in confidence, the member of staff will need tact and sensitivity
in responding to the disclosure. The member of staff will need to reassure the child and
retain his/her trust while explaining the need for action and the possible consequence, which
will necessarily involve other adults being informed. It is important to tell the child that
everything possible will be done to protect/support him/her, but not to make promises that
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cannot be kept e.g. promising not to tell anyone else. While the basics for concern must be
established as comprehensively as possible, the following advice is offered to school
personnel to whom a child makes a disclosure of abuse.
Listen to the child
Do not ask leading questions or make suggestions to the child
Offer reassurance but do not make promise
Do not stop a child recalling significant events
Do not react or comment
explain that further help may have to be sought
inform DLP if you have a reasonable suspicion or reasonable grounds for concern that a
child is at risk or has suffered abuse, the DLP should contact the Health Board for advice
at the earliest opportunity, record accurately what the child has said, using the childs own
words. Record date/time and context of the disclosure. Use childs registration number
not the childs name
fact only
sketch signs of physical injury if appropriate
retain records for a period of 21 years in keeping with the schools Record keeping Policy
Each teacher has their own Concern Book locked in their classroom to record daily
observations/quotes etc. of concerned children.
Designated Liaison Persons (DLP)
All Board of Management must designate a senior member of staff to have specific
responsibility for child protection. This person will be the Designated Liaison Person for the
school in dealing with the Health Boards, Garda and other parties, in connection with
allegation of abuse. Those other parties should be advised that they should conduct all
matters pertaining to the processing or investigations of alleged child abuse through the
Designated Liaison Person (DLP)
When the Designated Liaison Person is unavailable for whatever reason, arrangements
should be in place for another nominated member of staff to assume his/her responsibility i.e.
the Deputy Designated Liaison Person.
Principal Mrs A. Malone will act as DLP as ratified by the Board of Management. The
Deputy
Liaison Person is Mrs V. Mulligan. The DLP has specific responsibility for child protection
and will represent the school in all dealings with Health Boards, Garda Siochana and other
parties, in connection with allegations of abuse.

Action to be taken by the Designated Liaison Person

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If the school employee and the Designated Liaison Person are satisfied that there are
reasonable grounds for the suspicion or allegation the DLP should report the matter to the
relevant Health Board Immediately. It may be useful to note:
1. A report should be made to the Health Board in person by phone and writing. Each
Health Board has a social worker who is available during certain hours to meet with, or
talk on the phone to, persons wishing to report the child protection concerns.
2. It is generally most helpful if persons wishing to report child abuse concerns make
personal contact with the duty social worker. This will facilitate the social worker in
gathering as much information as possible about the child and his parents/carers.
3. In the event of an emergency, or the non availability of health board staff, the report
should be made to the Garda. This may be done at any Garda station.
It is recommended tat all reports should include as much as possible on the information
sought in the Standard Reporting Form.(See Appendix 2) Since all information requested
may not be available to the person making that report, the form should be completed as
comprehensively as possible.
When such a report is being made the health board, the Chairperson of the Board of
management should be informed.
In the case where the school personnel have concerns about a child, but are not sure whether
to report the matter to the appropriate health board, they should seek advice. To do so, the
DLP should consult the appropriate health board staff. In consulting the appropriate health
board staff, the DLP would have to give identifying details as are required when a report is
being made. If the health board advises that a referral should be made, the DLP should act
on that advice.
If, following the discussion outlined, the DLP decides that the concerns of the school
employee should not be referred to the relevant Health Board, the school employee should be
given a clear statement, in writing, as to the reason why the action is not being taken. The
school employee should be advised that, if he/she remains concerned about the situation,
he/she is free to consult with or report to the health Board. Again the standard report form
(appendix 1) of these guidelines should be used. Any such report would be covered by the
Protection for Persons Reporting Child Abuse Act 1998.
Confidentiality
All information regarding concerns of possible child abuse should be only shared on a need
to know basis, in the interest of the child. The test is whether or not the person has any
legitimate involvement of role in dealing with the issue.
Giving in formation to those who need to have that information, for the protection of the
child who my have been or has been abused, is not a breach of confidentiality.

10

The DLP who is submitting a report to the Health Board or Garda Siochana should inform a
parent/guardian, unless doing so is likely to endanger the child or place that child at further
risk. A decision not to inform a parent/guardian should be briefly recorded together with the
reason for not doing so.
In emergency situations, where the Health Board con not be contacted, and the child appears
at immediate and serious risk, an Garda Siochana should be contacted immediately. Under
no circumstances should a child be left in a dangerous situation pending Health Board
intervention.
Protection for Persons Reporting Child Abuse
The protection for Persons Reporting Child Abuse Act 1998, provides immunity from civil
liability to any persons who reports suspicions of child abuse reasonably and in good faith
designated officers or health Boards, or any member of the Garda Siochana. This means that
even if a reported suspicion of child abuse proves unfounded, a plaintiff who took action
would have to prove that the reporter had not acted reasonably and in good faith making the
report.
The Act proves significant protection for employees who report child abuse. These
protections cover all employees and all forms of discrimination up to and including
dismissal.
The Protection for Persons Reporting Child Abuse Act 1998 came into operation on 23rd
January 1999. Its main provisions are:
1. The provision of immunity from civil liability to any person who reports child abuse
reasonably and in good faith to designated officers of Health Board or any member of
Garda Siochana.
2. The provision of significant protection for employees who report child abuse. These
protections cover all employees and all forms of discrimination up to and including
dismissal.
3. The creation of a new offence of false reporting of child abuse where a person makes a
report of child abuse to the appropriate authorities knowing that statement to be false.
This is a new criminal offence designated to protect innocent persons from malicious
reports.
Qualified Privilege
While the legal protection outlined above only applies to reports made to the appropriate
authorities (i.e. Health Boards and the Garda Siochana), Common Law qualified privilege
continues to apply as heretofore. Consequently, should a Board of Management member or
school personnel furnish information with regard to suspicious of child abuse to the DLP or
11

Chairperson of the Board of Management, such communication would be regarded under

common law as having qualified privilege.
Qualified privilege arises where the person making the communication has a duty to do so,
or a right, or interest to protect the child and where the communication is made to a person
with similar duty, right or interest. The person making the report, acting in loco parentis,
would be expected to act in the childs best interest and in making the report would be
regarded as acting in such a manner. Privilege can be displaced only where it can established
that the person making the report acted maliciously.
Furthermore, those reporting a childs disclosure are not regarded as making an allegation as
a matter of charge, but simply carrying out their duty of good faith. They are not accusing or
bringing a charge.
Freedom of Information Act 1997
1. DES Guideline
2. Children First
Reports made to Health Boards may be subject to provisions of Freedom of Information Act
1997, which enables members to the public to obtain access to personal information relating
to them which is in the possession of public bodies. However, the Act also provides that
public bodies may refuse access to information obtained by them in confidence.
Prevention of Child Abuse through Curricular Provision
The following programmes are already in place in the school;
Social Personal and Health Education (SPHE), Stay Safe, Alive-o, Walk Tall.
Self esteem enhancement programmes/activities circle time, Anti bullying initiatives,
Healthy Eating Policy.
Parent involvement: parents are made aware of programmes taught in school at induction
meetings and information seminars on related topics. Parents also get feedback
throughout the course of programmes e.g. Stay Safe and RSE worksheets.
Information meetings for parents using guest speakers from outside agencies when
necessary.
Whole school climate and ethos child friendly, supportive environment, display childrens
work/creative assembles, adults modelling good behaviour, celebrating achievements,
acknowledging effort and success.
Allegations or Suspicions of Child Abuse regarding School Employees
In a school context, the most important consideration to be taken into account is the
protection of children, and their safety and well-being must be the priority. Each school
authority also has a duty and responsibility, as an employer, in respect of its employees. The
purpose of those guidelines is to assist employers in having due regard to the rights and
12

interests of the children under their care and those of the employee against whom an
allegation is made.
In the case of primary schools, the Board of Management is the employer. Therefore the
phase the employer is used to the Board of management. Employers should be aware of
and comply with employment legislation and any other relevant employee relations policies
such as agreed grievance and disciplinary procedures.
It is important to note that there are two procedures to be followed:
(a) the reporting procedure in respect of the allegation/suspicion
(b) the procedure for dealing with the employee
In general the same person shall not have responsibility for dealing with the reporting issue
and the employment issue. The Designated Liaison Person is responsible for reporting the
matter to the appropriate HSE area while the employer is responsible for addressing the
employment issues. However, where the allegation suspicion relates to the DLP, the
employer shall assume the responsibility for seeking advice from and/or for reporting the
matter to the HSE, as appropriate.
Where an allegation for suspicion of child abuse or neglect regarding a member of the Board
of management has been reported to the DLP(or employer as above) or to the HS, the Board
of Management shall inform the patron that a report involving a Board member has been
submitted to the HSE. It is a matter for the patron to determine if any action is necessary
regarding the members continued role on the Board.
In the context of allegations or suspicions of child abuse or neglect regarding school
employees the primary goal is to protect the children within the school. However, school
employees may be subject to erroneous or malicious allegations. Therefore any allegation of
abuse or neglect shall be dealt with sensitively and support, including counselling, should be
provided for staff where necessary. The Employee Assistance Service for teachers may be in
a position to offer assistance to teachers. The employee shall be treated fairly which includes
the right not to be judged in advance of a full and fair enquiry.
Employers should note that legal advice should always be sought in these cases as
circumstances can vary from one case to another and it is not possible in these procedures to
address every scenario.
At all stages it should be remembered that the first priority is to ensure that no child is
exposed to unnecessary risk. The employer shall as a matter of urgency ensure that any
necessary protective measures are taken. These measures should be proportionate to the
level of risk and should not unreasonably penalise the employee, financially or otherwise,
unless necessary to protect children. Where protective measures penalise the employee, it is
important that early consideration be given to the case.

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Protocol Authorising Immediate Action

Employers should have in place a written protocol for authorising immediate action when is
a requirement for a staff member to be put on administrative leave. The principals of natural
justice, the presumption of innocence and fair procedures shall be adhered to. It is very
important to note that the actions described here are intended to be precautionary and not
disciplinary.
When the protocol is invoked to absent and employee from the school an emergency meeting
of the Board of management shall be convened.
Reporting Procedure
Where an allegation of abuse or neglect is made against a school employee, the DLP shall
immediately act in accordance with the procedures outlined hereafter.
Once a disclosure is made by a child, a written record of the disclosure shall be made as soon
as possible by the person receiving it. If a child wishes to make a written statement this
should be allowed. Where an allegation of abuse or neglect is made by an adult, a written
statement should be sought from this person. The ability of the HSE or the employer to
assess suspicions or allegations of abuse or neglect will depend on the amount quality of
information conveyed to them. Whether or not the matter is being reported to the HSE, the
DLP shall always inform the employer of the allegation.
Schools employees other than the DLP, who receive allegations of abuse or neglect against
another school employee, shall report the matter without delay to the DLP as outlined in
these procedures. The DLP shall then follow additional procedures outlined.
Where the allegation or concern relates to the DLP, the school employee shall, without delay,
report the matter to the Chairperson of the Board of management. Is such cases, the
Chairman shall assume the role normally undertake by the DLP and shall follow procedures
as set out for dealing with the allegation or concern.
School employees who form suspicions regarding the conduct of another school employee
shall consult with the DLP who may wish to consult with the HSE. If the DLP is not
satisfied that there are reasonable grounds for the suspicion, he/she shall proceed in
accordance with the procedures outlined.
Action to be taken by the Employer
It is essential that, at all times, the matter is treated in the strictest confidence and that the
identity of the employee shall not be disclosed, other than as required under the procedures
within this document, until such times as the employee has been offered the opportunity to
address and/or be represented to the employer.
When an employer becomes aware of an allegation of abuse or neglect against a school
employee, the employer shall arrange to privately inform the employee of the following:
(a) the fact that an allegation has been made against him/her.
(b) The nature of the allegation.
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(c) Whether or not the matter has been reported to the HSE (either by the DLP or employer.
The employer shall be give a copy of the written record and/or allegation, and any other
related documentation while ensuring that appropriate measures are in place to protect the
child.
Once the matter has been reported to the HSE the employee shall be offered the opportunity
to respond to the allegation in writing to the employer within a specified period of time.
The employer shall be told that his/her explanation to the employer would also have to be
passed on to the HSE.
Where the employer is unsure as to whether the nature of the allegation warrants the absence
of the employer from the school while the matter is being investigated, the employer shall
consult with the HSE and/or Garda Siochana for advice as to the action that those authorities
would consider necessary. Following these consultations, the employer shall have due
regard to the advice offered. If, in the opinion of the employer, the nature of the allegation
warrants immediate action or the ramification of action taken under the protocol already
referred to, the employer shall direct that the employee absent himself/herself from the
school with immediate effect. The principals of natural justice and fair procedures shall be
applied.
The employer shall maintain regular and close liaison with the HSE or An Garda Siochana
and a decision on the position of the school employee shall be taken having due regard to the
advice give to the employer by these authorities.
Where the employer has directed an employee to absent himself/herself from the school,
such an absence would not imply any degree of guilt on the part of the school employee.
Where such an absence is directed, the Dept of Education and Skills shall immediately be
contacted with regard to:
(a) formal approval for the payment of remuneration or ex-gratia payments in lieu of
remuneration as appropriate, and
(b) departmental sanction for the employment of a substitute teacher where necessary.
Employers are reminded to their responsibilities to maintain strict confidentiality about all
matters relating to these issues. The principals of due process and natural justice shall be
adhered to by the employee at all times. Any information or details that might identify a
child should not be recorded in the minutes of Board of Management meetings.
Further Follow-up Required
The employer should take care to ensure that actions taken do not undermine of frustrate any
assessment/investigation being conducted by the HSE or An Garda Siochana. It is strongly
recommended that the employer maintain a close liaison with these authorities to achieve
this.
15

Any further follow up action shall accord with established disciplinary procedures and shall
only be made following consultation with the HSE (and An Garda Siochana)
After the consultations referred to above have been taken place, and when dealing with the
question of the future position of the employee, the employer shall advise the employee of
the situation and shall follow the agreed procedures for the sector.
Feedback from the Health Board Service Executive
The HSE Children and Family Services should provide feedback to the employer or personin-charge on the progress of a child abuse investigation involving an employee. The HSE
should seek to promptly assess complaints and to complete its assessment as quickly as
possible, bearing in mind the serious implications for innocent employees. Employers or
persons-in-charge should be notified of the out come of the assessment/investigation. This
will assist employers in reaching a decision about the action to be taken in the longer term
concerning the employee.
Staff Training
Staff development and in service: the DLP will inform staff of current procedures and
relevant in service training courses; staff in-service in school or related topics.
Principals Report to the Board of Management
At each Board of Management meeting the principals report shall;
(a) state the number of reports made to the HSE by the DLP, since the last Board of
Management meeting and
(b) state the number of cases, since the last Board meeting, where the DLP sought advice
from the HSE and as a result of this advice, no report was made or
(c) Where there was no such cases at (a) or (b) above, state the fact.
The minutes of the Board of Management meetings shall record the above.
Note: the Principals report shall state only the number of cases at (a) and (b) and shall not
include any other details of these cases.
Existing School Policies
The following school policies which compliment the Child Protection Policy are already in
place in the school or being reviewed

Code of Behaviour and Anti Bullying Policy

Health and Safety Statement
Mission Statement
Health Lunch Policy
Attendance Policy

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This policy has been made available to school personnel and the Parents Association and is
readily accessible to parents on request. A copy of this policy will be made available to the
Department and the patron if requested.
This policy will be reviewed by the Board of Management once in every year.
(see appendix 3)
This policy was reviewed and adopted by the Board of Management on 24th February 2016.

Ratification: ____________________

Chairperson of the Board: _____________________

Principal: _________________________

Date of next review February 2017

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