Privacy

Privacy

Intro

County Roscommon Disability Support Group’s Commitment to Best Fundraising Policy County Roscommon Disability Support Group, as a not for profit organisation and charity, is fully committed to achieving the standards contained within the Statement of Guiding Principles for Fundraising. www.ictr.ie

We commit to doing this by:

• Maintaining good fundraising practice.

• Providing high levels of accountability and transparency to our donors and prospective donors from the public.

• Provide clarity and assurances to you about how we spend your money. Background of The Statement of Guiding Principles For Fundraising This Statement of Guiding Principles for Fundraising has been drawn up in the context of the publication of The Charities Bill 2007, which proposes that the operational and administrative aspects of fundraising would be regulated by agreed Codes of Practice to be developed with the sector. It is a voluntary statement of intent that we have considered and will make every effort to follow. We are grateful for all funds donated to us at County Roscommon Disability Support Group and strive to ensure we have complete transparency and accountability to our donors. Below we have some information and welcome feedback at any time.


Donor Charter

As a charity seeking donations from the public we, County Roscommon Support Group, aim to comply with the Statement of Guiding Principles for Fundraising.

Our pledge is to treat all our donors with respect, honesty and openness. We commit to being accountable and transparent so that donors and prospective donors can have full confidence in County Roscommon Support Group.

We promise we will effectively apply your gifts to us for their intended purposes.

We commit that you, our donors and prospective donors will:
• Be informed of the organisation’s mission, and of the way the organisation intends to use donated resources.
• Be informed of the identity of those serving on the organisation’s governing board, and that the board will exercise prudent judgement in its stewardship responsibilities.
• Have access to the organisation’s most recent financial statements.
• Be assured your gifts will be used for the purposes for which they were given.
• Receive appropriate acknowledgement and recognition.
• Be assured that information about your donation is handled with respect and with confidentiality to the extent provided by law.
• Expect that all relationships with individuals representing the charity will be dealt with professionally.
• Be informed whether those seeking donations are volunteers, employees of the organisation or hired third party agents.
• Have easily available the agreed procedures for making and responding to complaints.
• Have the opportunity for any names to be deleted from mailing lists. County Roscommon Disability Support Group’s mailing lists are not shared with third parties.
• Receive prompt, truthful and forthright answers to questions you might have of the organisation.


What to do if you have feedback

If you do have a comment about any aspect of our work, you can contact County Roscommon Disability Support Group in writing or by telephone. In the first instance, your comment will be dealt with by our Chief Executive Officer

Please give us as much information as possible and let us know how you would like us to respond, providing relevant contact details.

Write to:

Margaret Bourke, Chief Executive Officer,
County Roscommon Disability Support Group,
Resource Centre,
Derrane,
Co. Roscommon

Tel: 090 66 25852
Email: mbourkersg@eircom.net

We are open 5 days a week from 10am until 4pm.


Public Compliance Statement

• County Roscommon Disability Support Group is committed to complying with the Statement for Guiding Principles for Fundraising and has formally discussed and adopted the Statement at a meeting of the governing body.
• County Roscommon Disability Support Group confirms its commitment to the principles set out in the Statement of Guiding Principles for Fundraising by a statement to that effect in its annual report.
• County Roscommon Disability Support Group has a Donor Charter which is consistent with the Statement of Guiding Principles for Fundraising.
• County Roscommon Disability Support Group regularly monitors compliance with the Statement of Guiding Principles for Fundraising and compliance reports are received regularly by the governing body.
• County Roscommon Disability Support Group considers the Statement of Guiding Principles for Fundraising when planning all fundraising activity.
• County Roscommon Disability Support Group provides honest, open and transparent disclosure when fundraising from the public.
• County Roscommon Disability Support Group has appointed a member of the governing body and/or a senior member of staff to be responsible for compliance with the Statement of Guiding Principles for Fundraising.
• County Roscommon Disability Support Group ensures that fundraising staff are provided with information and training on the Statement of Guiding Principles for Fundraising and its implementation.
• County Roscommon Disability Support Group has a feedback and complaints procedure consistent with the Statement of Guiding Principles for Fundraising. Feedback is recorded for review by relevant staff including the CEO and governing body. Feedback is responded to promptly and appropriately.
• County Roscommon Disability Support Group prepares financial reports consistent with the requirements of the Charities Act 2009 which include a statement concerning the extent to which control of the organisation is independent of its funding sources.
• County Roscommon Disability Support Group ensures that all donations are tracked and recorded and complies with data protection requirements.
• County Roscommon Disability Support Group is accessible to the public through a number of readily available contact options.

Complaints and Feedback

Handling Feedback and Complaints County Roscommon Disability Support Group is committed to ensuring that all our communications and dealings with the general public and our supporters are of the highest possible standard. We listen and respond to the views of the general public and our supporters so that we can continue to improve.

County Roscommon Disability Support Group welcomes both positive and negative feedback. Therefore we aim to ensure that:

• It is as easy as possible to make a complaint

• We treat as a complaint any clear expression of dissatisfaction with our operations which calls for a response

• We treat it seriously whether it is made by telephone, letter, fax, email or in person

• We deal with it quickly and politely

• We respond accordingly – for example, with an explanation, or an apology where we have got things wrong, and information on any action taken etc.

• We learn from complaints, use them to improve, and monitor them at our Board

If you do have a complaint about any aspect of our work, you can contact Margaret Bourke, CEO, in writing or by telephone. In the first instance, your complaint will be dealt with by our Chief Executive Officer. Please give us as much information as possible and let us know how you would like us to respond to you, providing relevant contact details.

Write to:

Margaret Bourke, Chief Executive Officer,
County Roscommon Disability Support Group,
Resource Centre,
Derrane,
Co. Roscommon

Tel: 090 66 25852
Email: mbourkersg@eircom.net

We are open 5 days a week from 10am until 4pm.

What happens next?
If you complain in person or over the phone, we will try to resolve the issue there and then. Similarly, if you complain by email or in writing we will always acknowledge your complaint within 7 days, and do everything we can to resolve it within 21 days. If this is not possible, we will explain why and provide a new deadline.

What if the complaint is not resolved?
If you are not happy with our response, you may get in touch again by writing to the County Roscommon Disability Support Group’s Chairman. The Chairman will ensure that your appeal is considered at Board level and will respond within two weeks of this consideration by Board members.

Mission Statement

County Roscommon Disability Support Group is committed to improving the quality of life and the standards of services to all people with disabilities, older people and children. A Not for Profit Organisation. Established 1989 Registered Charity No. CHY 11009

Code of Conduct

Professional Code of Conduct

This code of conduct is to ensure that our employees act professionally, responsibly, with integrity, credibility and reliably when interacting with the service users, other statutory bodies associated with our organisation, stakeholders, general public and with each other. In line with the company’s code of ethics all employees must comply as follows;

• You may not drink alcohol, or be under the influence of alcohol while on duty or on the premises or in the presence of your Service User as this may lead to instant dismissal. You must be able to accept responsibility, have the ability to learn, be honest and exercise integrity at all times.

• Matters of confidentiality must be adhered to at all times in accordance with the Confidentiality Agreement signed.

• You are asked to respect the privacy of the Service User you are working with at all times. The personal belongings, furniture and fittings should be treated with respect, and you will be charged for any damages caused by wilful neglect.

• Your mobile phone must be kept on silent and restricted to emergencies only and or responding to queries raised by RSG in connection with your Service User/Employment.

• You may not bring any friends, family member or other persons to the Service User’s home.

• You may not accept gifts.

• You may not bring any animals to the Service User’s home and or work.

• You must behave with honesty and integrity and have respect for the rights and privacy of others in relation to electronic communication and information.

• It is the responsibility of each employee who utilises electronic communications to safeguard company information and assets by understanding and complying with all policies and procedures. The company reserves the right to monitor all electronic communication and files.

• You must dress appropriately for your work as discussed at induction.

• The code of conduct prohibits any form of harassment and bullying or any form of discrimination or inequality.

• You must be punctual and attend work at the agreed stated times and comply with the Organisation of Working Time Act 1997.

• You may not administer any medicines to your Service User. Clarification of each individual’s position may be sought from your Supervisor/Line Manager. Appropriate authorisation documentation must be in place for medication collection and prompting.

• You must not transact financial or business matters on behalf of the Service User without formal authorisation.

• Employees are required to notify RSG within 48 hours of being arrested/ charged with an offence of the law irrespective of whether or not it relates to their employment. Failure to do so may result in disciplinary action and may lead to dismissal.

• Employees must also notify their employer if their Garda Vetting becomes unsatisfactory during their course of employment.

• You must report all improper practices and any matter which may impede you in undertaking your job as specified.

• Copyright in all writing materials, processes etc created by the employee whilst employed by the company are vested in the company. It is a condition of employment that employees assign all rights of copyright, both current and future to the company for the full period of copyright including extensions and renewals. Upon termination of employment, the employee must return to the company all manuals, handbooks, letters, notebooks, USBs, CD ROMS, reports and all other materials of a secret or confidential nature or under control of the employee. They remain the property of the company at all times.

• Employees are prohibited from bringing work related materials and technology home with them. All work related material and technology must remain on site.

• Use of personal laptops in the workplace is prohibited.

• After the termination of employment former employees are prohibited from disclosing any aspect of their employment with others.

• Health and Safety matters must be adhered to and complied with in all aspects of your employment.

• Staff must attend all mandatory training and or role specific training. Failure to do so may result in disciplinary action being taken.

• Staff are encouraged to maintain good health to ensure a normal lifestyle and work attendance.

• All aspects of your contract of employment and job specification must be adhered to at all times.

• After the termination of employment former employees are prohibited from disclosing any aspect of their employment with others.

An Employees Contract may be terminated with or without notice, if any of the following incidents occur.

If the Employee:
 Is found to be stealing in workplace or Service User’s home.
 Leaves during working hours in circumstances which the Personal Assistant, Home Care/Support Worker knows would cause stress to the Service User
 Has unauthorised absence from work without proper or reasonable notice and explanation.
 Does not respect the privacy of the Service User at all times or breaches of confidentiality entrusted to him or her.
 Be guilty of any misconduct or wilful neglect in the discharge of his or her duties.
 Constantly arriving unprepared and not ready to work on time
 Endanger the Service Users health and/or safety.
 Does not respect the Service User’s right to independent living
 Fails to inform the Service User and County Roscommon Disability Support Group CLG (RSG) of any physical, mental or other impediment which might impair or interfere with the proper execution of his/her duties
 Be under the influence of alcohol or drugs during a working period.
 Carry out duties in direct conflict with the interest of the employer.

The employee shall carry out his/her duties and functions with the view to maintaining and whenever possible enhancing and protecting the reputation and interests of the Service User.

Manual Handling
No Personal Assistant, Home Care/Support Worker shall lift a Service User without the use of appropriate equipment and training. If there is no lifting equipment available it is the responsibility of the Personal Assistant, Home Care/Support Worker to inform County Roscommon Disability Support Group CLG Transport staff must be trained appropriately before undertaking duties. All staff must have proper manual handling training to satisfactorily undertake the duties of their role.

Vehicle Insurance
Any Personal Assistant, Home Care/Support Worker who uses their vehicle for employment duties shall have their vehicle insured to do so. If there is an extra cost involved in insuring the vehicle for this purpose it is the responsibility of the Personal Assistant, Home Care/Support Worker to arrange with the Service User for the payment of this cost.

Any vehicle used for employment duties must have the County Roscommon Disability Support Group CLG and the HSE, indemnified on the insurance policy. A letter from your insurance company will be required stating the above. This letter is required before you use your vehicle for employment duties.

It is understood that Breaches of this code, the above requirements and other employment policies and procedures will be regarded as a breach of discipline and will be dealt with in accordance with the company`s disciplinary procedures.

Accounts

Click here for Accounts ending 31 December 2016

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