4 of 19

General obligations

Pg 3 – role model exemplary behaviour to children. See list of examples which is not an exhaustive list.
This includes how we address our pupil’s detrimental behaviour. We do not use derogatory language. We follow the behaviour policy and specific ‘nuture or therapeutic approved strategies. We do not ‘shame’, ‘compare’ or humiliate.

5 of 19

Use of physical intervention

Make the area as safe as possible
Avoid physical contact unless absolutely necessary and trained to do so
Call for assistance (you can ask a pupil or another adult to call for support on your behalf) immediately from a trained colleague or member of the Senior Leadership Team (SLT)
Under no circumstances should a child be grabbed, pulled, or physically held to prevent them from leaving an area. Staff must not attempt to chase or physically stop a child from running off, as this can escalate risk or cause injury to the child/staff member.
The school environment is designed to be secure and safe, with controlled exits to prevent unsupervised leaving
Monitor from a safe distance, maintaining line of sight where possible
All incidents of serious behaviour or potential absconding must be recorded and reported to SLT and the DSL if appropriate.

See behaviour policy for more details

Staff must never attempt to physically restrain a child unless they have received accredited positive handling or physical intevention training (e.g. Team Teach or equivalent). If a child is in crisis or behaving in a way that poses a risk to themselves or others, staff should:

6 of 19

Professional Working Relationships

The school is dedicated to maintaining a safe, respectful, and inclusive environment. All community members must be protected from aggression, racism, sexism, discrimination, bullying, sexualised behaviour, and sexual harassment. We must adhere to protecting our culture where all members of staff feel a sense of belonging (enjoy their work & feel safe).

Professional Collaboration and Respect�Disagreements about professional practice are a natural part of working together and should always be managed with professionalism and mutual respect. Hierarchy should never be used to silence, belittle, or dismiss the views of others; its purpose is to ensure clarity, accountability, and shared responsibility.

At Vernon Terrace, we value the voices of all professionals working with our children. Open, respectful dialogue helps us learn from one another and enables us to provide the very best for our pupils.

7 of 19

Online Behaviour

Professional or Public Social Media Use

Professional social media accounts (e.g. for education networking or sharing teaching resources) may be used provided they uphold the highest standards of conduct. If staff choose to have a public-facing account, they must:
Avoid using their full name
Not disclose the school’s name or location
Do not post negative comments about: the DfE, education politics, the profession, your colleagues, or employer
Remain politically neutral
Avoid any language, images, or opinions that could damage their own or the school’s reputation
Never share photographs of pupils
Avoid posting personal images that could be deemed inappropriate or unprofessional

Contact with Pupils and Families

Staff must not contact pupils or parents/carers via social media, messaging apps, or other platforms for any personal reason (unless this is a person you have declared you know outside of school)
Staff must never make attempts to view or follow pupils’ or parents’ social media profiles
All communication with pupils and parents must be carried out via approved school channels (e.g. school email, official learning platforms)

8 of 19

Whistleblowing Policy

10 of 19

Qualifying Disclosures

This policy is intended to cover serious concerns that fall outside the scope of individual grievances, which are typically addressed through the school’s grievance procedures. It applies to all employees, workers, volunteers, governors, and contractors.
Under this policy, staff are encouraged to report qualifying disclosures
Concerns that may appear minor on their own but form part of a wider pattern of behaviour or culture may also be raised under this policy.

Note: If you are unsure whether a concern falls within this scope, you are encouraged to raise it and seek guidance in confidence. The school is committed to listening without judgement and investigating where appropriate.

11 of 19

Qualifying Disclosures

Pose a serious danger to the health or safety of an individual or group
Represent racial, sexual, disability-based or other forms of discrimination/bullying
Demonstrate a failure to protect the welfare of pupils, staff, or the public
Involve unauthorised use of public funds or school assets
Suggest fraud, bribery, or corruption
Indicate serious or persistent breaches of school policy, including the staff Code of Conduct or disciplinary policy
Constitute improper, indecent, or unethical conduct
Involve abuse of power or position, including by senior leaders
Seek to cover up or conceal any of the above matters

12 of 19

Qualifying Disclosures

Pose a serious danger to the health or safety of an individual or group
Represent racial, sexual, disability-based or other forms of discrimination/bullying
Demonstrate a failure to protect the welfare of pupils, staff, or the public
Involve unauthorised use of public funds or school assets
Suggest fraud, bribery, or corruption
Indicate serious or persistent breaches of school policy, including the staff Code of Conduct or disciplinary policy
Constitute improper, indecent, or unethical conduct
Involve abuse of power or position, including by senior leaders
Seek to cover up or conceal any of the above matters

13 of 19

Reporting a concern highlights

Concerns of such a serious nature so only be reported to the HT (DHT in the absence of the HT or the HT is unavailable and has requested you speak to the DHT). Discussing with any other colleague (even if they have LT responsibility) is a data breach

14 of 19

Reporting a concern highlights

Concerns of such a serious nature so only be reported to the HT (DHT in the absence of the HT or the HT is unavailable and has requested you speak to the DHT). Discussing with any other colleague (even if they have LT responsibility) is a data breach

15 of 19

Reporting a concern highlights

1^st - Informal conversation to discuss whether it meets threshold (if the concern is about the HT email the CoG to arrange a meeting to discuss your concern. Do not outline the concern in the email as emails are not secure and this is also not covered by data protection

2^nd (a) – Does not meet threshold. HT/DHT will give you nest steps to take or share what will happen next i.e who will manage it from here

2^nd – (b) – It does meet threshold. You will be sent an incident form to complete, print and sign. From here, the HT will follow the Allegation that Meets Threshold Policy. Due to data protection no more information can be feedback to you

16 of 19

Protection for the whistle blower

Staff who raise concerns in good faith will be protected from reprisal, harassment, or victimisation, even if the concern is not upheld following investigation.�

17 of 19

Raising a concern maliciously or knowingly making a false allegation, however, may be subject to disciplinary action.

�

18 of 19

Raising a concern maliciously or knowingly making a false allegation, however, may be subject to disciplinary action.

�

19 of 19

No one is considered guilty of an action until evidence has been collected and reviewed. All parties will be treated with respect and all stakeholders best interests will be consider at all times during an investigation stage. Unions and HR will be involved to ensure a fair process is carried out.

�