Bromley Reform Synagogue – Statement of Safeguarding Principles
This statement applies to all staff, including paid staff, Board and committee members, members of BRS, visitors, volunteers, agency staff, students or anyone working on behalf of Reform Judaism.
The purpose of the BRS safeguarding guidance and procedures is to protect all children, young people, vulnerable persons and members in our care or who receive our services.
We believe that no person should ever experience abuse of any kind. We have a responsibility to promote the welfare of all children, young people, vulnerable persons and members to keep them safe. We are committed to practice in a way that protects them.
- The welfare of the child/young person/vulnerable person/BRS member is paramount.
- All persons, regardless of age, disability, gender, racial heritage, religious belief, sexual orientation or identity, have the right to equal protection from all types of harm or abuse.
- Working in partnership with children, young people, their parents, carers, vulnerable persons, members and other agencies is essential in promoting everybody’s welfare.
- An on-going commitment to providing safe and risk assessed provision for children and young people.
- Knowing how to identify different types of abuse and, where appropriate, refer concerns.
- A safeguarding and child protection policy.
- Training staff in safeguarding and child protection.
- Having a designated safeguarding officer.
- A safer recruitment policy and procedures.
- Completion of Disclosure and Barring Service (DBS) checks.
- Keeping up to date with statutory safeguarding requirements and best practice.
The BRS safeguarding officers can be contacted if you have concerns.
- Michelle Brooks Evans; BRS Chair
firstname.lastname@example.org 07956 234309
- Katia Pisettzky; Security & Safeguarding committee
email@example.com 07598 715593
- Frankie Gruzd; Cheder Headteacher
Reporting Concerns & Finding Support
BRS is not currently able to offer an emergency or 24-hour response. If you have information about a safeguarding situation where a child or adult is in immediate danger or requires immediate medical attention call the emergency services on 999. Do not delay.
We understand reporting abuse may be very difficult and distressing to you and it may add to your hurt by our not being able to immediately assist you. Here are the contact details of other agencies that are available to assist either on a 24-hour basis or through specialist helplines and services.
- NSPCC Child Protection Helpline: 0808 800 5000 (lines free and open 24 hours) Phone if you are worried about a child.
- Child-line: 0800 1111 (lines free and open 24 hours)
Phone if you are child or young person and are worried about anything.
- National Domestic Violence Helpline: 0808 2000 247 (lines free and open 24 hours) Phone if you are experiencing domestic abuse.
- Samaritans Helpline: 08457 90 90 90 (open 24 hours)
Phone if you feel you are struggling to cope and need someone to talk to.
- Action on Elder Abuse Helpline: 080 8808 8141 (free phone Mon-Fri 9-5pm)
BRS take all reports of abuse within their services, whether current or historic, seriously and will immediately enact our safeguarding policy and contact the relevant authorities as appropriate.
Bromley Reform Synagogue – Code of Conduct
BRS strives to be a workplace where all staff and non staff members work together in a professional, welcoming and safe environment. All staff and non staff are expected to act in a manner reflective of the working environment they are a part of. Further to this, as part of its overall commitment to equality of opportunity, BRS is dedicated to promoting an environment in which everyone is free from bullying and harassment in any forms. BRS aims to create a place where everyone is treated with dignity and respect regardless of gender, sexual orientation, transgender status, marital or family status, colour, race, nationality, ethnic or national origins, creed, culture, religion or belief, age, disability or any other personal factor or quality.
This Code of Conduct applies to all staff and non staff members which includes Board and committee members, members of BRS, visitors, volunteers, agency staff, students or anyone working on behalf of Reform Judaism. We expect all behaviour which is supportive of our ethos and values. We will not accept any unprofessional or inappropriate behaviour. This includes any form of bullying, harassment, discrimination or abuse relating to gender, sexual orientation, transgender status, marital or family status, colour, race,nationality, ethnic or national origins, creed, culture, religion or belief, age, disability or anyother personal factor or quality.
Unprofessional and inappropriate behaviour includes but is not limited to the list below:
• Bullying including but not limited to any actions/contact which could be reasonably be
perceived as threatening or violent. Bullying includes but is not limited to any actions/contact which could be reasonably be perceived as threatening or violent, such as “whether in person, online or in any written communication”.
• Harassment including but not limited to any contact that could reasonably be perceived as sexual , threatening or violent
• Inappropriate contact after normal work ing hours; late night/evening phone calls, text
messages , scheduling meetings after work hours etc. Personal boundaries vary from
person to person and even if the intentions are solely work – related they may be seen
as inappropriate by the recipient.
• Using foul or obscene language and/or gestures
• Inappropriately discussing or denigrating staff or non staff members with any one
• Being under the influence of alcohol or drugs whilst carrying out your duties
• Illicit drug use in any environment or at any event associated with the organisation
• Imposing personal, cultural, religious, philosophical or other beliefs onto others. This
includes making offensive comments either face to face, on the telephone or online, during presentations, workshops or group discussions relating to gender, gender identity, age, ethnicity, religion, disability or sexual orientation.
• Disclosure of confidential information
• Blatant disregard for Health and Safety
Bullying and harassment as listed above is not limited to verbal or physical actions and
includes all cyber and digital platforms also.
Furthermore, sexual harassment is considered a serious violation of our core values and
principles and the organisatio n has its own standalone policy on the issue which extends to
all non staff members as outlined in the scope of this policy.
Inappropriate behaviour of a sexual nature includes but is not limited to the list below:
• Written or verbal comments of a sexual nature, such as remarks about an
employee’s appearance, questions about their sex life or offensive jokes , or
requesting inappropriate levels of intimacy
• Displaying pornographic or explicit images
• Emails /text messages with content of a sexual nature
• Unwanted physical contact and touching
• Sexual assault
All non staff members are expected to conduct themselves appropriately at all organisation
related events. It may be the case that alcohol is served at some events, however, non staff
members are expected to consume alcohol in moderation on such occasions. The use of
drugs is strictly forbidden. Being under the influence of alcohol or drugs will not be an
acceptable excuse for any inappropriate or unprofessional behaviour.
If you witness any form of bullying, harassment or discrimination, it is your responsibility
where appropriate to challenge this behaviour and to report it to the Chair or a
member of the Board. Whilst we recognise that it may be difficult to
challenge inappropriate behaviour, if you witness bullying, harassment, discrimination or
inappropriate behaviour of any kind , you should try to intervene and stop it from continuing , if possible. If the situation doesn’t allow for this, you have a duty to report it. This Code of
Conduct forms one part of a wide r range of policies, procedures and trainings which will
create a culture enabling staff and non staff members to challenge inappropriate behaviour
in the workplace . If you feel you have been a victim of any form of bullying, harassment,
discrimination etc., please report it to the Chair or a member of the Board.
Any reported violations of this Code of Conduct will be investigated by the most appropriate
individual . Where appropriate, a violation may be reported to the Police. BRS and it’s
Chair and Board reserve the right to issue one or more of the following sanctions to anyone whom it reasonably believes is in violation of this Code of Conduct:
• Permanently bar you from the organisation’s premises
• Termination of any contract between you and the organisation and/or termination of your membership at BRS
• Civil or criminal proceedings may be brought against you.