Policies, Guidelines & Procedures
2007

Papillon Holiday Ltd statement of purpose company objectives and values

EQUAL OPPORTUNITIES POLICY

Recruitment Appendices

Disciplinary Policy

Confidentiality Policy

People with learning disabilities have the right to absolute confidentiality, unless there is concern about abuse or risk of abuse.
They have the right to have their confidentiality acknowledged and respected, and to have clear boundaries to that confidentiality explained.
People with learning disabilities have the right to know whether any of their information will be shared and with whom, and the right to decide whether the information should be shared at all.
If people with learning disabilities feel their confidentiality has been breached, they have a right to complain.

In practice, this means that workers have a responsibility to

Know the content of this policy when working with people with learning disabilities

Ensure each person with a learning disability using the service/resource is aware of the policy and the guidelines regarding confidentiality of information

Inform each person with a learning disability that they are allowed and encouraged to talk about aspects of relationships/sexual well being if they need to. If they do choose to, their privacy will be respected at all times, and they will be advised by workers of times and places where it would be appropriate to have these discussions.

Agree clear boundaries to confidentiality with each person, ensure they are aware of who has access to their information and which events would impede their right to confidentiality, for example, if the worker has concerns that the individual or another is in a situation of risk

Work towards building an appropriate relationship with each person so that the client feels confident to share personal information with their worker

Refer concerns/anxieties/disclosure of abuse to the relevant agency, whilst making sure each person is aware of the process

Be familiar with guidelines on legal constraints to maintaining confidentiality

Inform people with learning disabilities about complaints policies and procedures and support them to use these as appropriate.

Access to personal information

Staff are allowed to have accesses to all personal information held about them on computer and on manual record in accordance with the data protection act 1984

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Complaints Policy and Procedure

Protection of Vulnerable Adults Policy

Accident or Incident.
Policy and Procedure

Health Profile

Health profile assessment

1. A health profile and assessment will be carried out at the home assessment visit and information regarding the holidaymaker’s health and abilities will be discussed and documented at this time.

2. The people involved in the health profile assessment will include the holidaymaker, a representative of the holidaymaker who knows the holidaymaker well and has access to his health and medication records and a representative of Papillion holidays designated to partake in the home assessment visit.

3. Any issues arising during the creation of the health-profiling document will be risk assessed on the appropriate space in the health profile and assessment documentation.
The risk assessment will be completed and agreed by the holidaymaker, the holidaymaker’s representative, and the nominated representative of Papillion Holidays.

4. Prior to the commencement of the holiday the health profile and assessment will be discussed with the holiday maker’s nominated key worker who will read and sign the Health assessment sheet stating that they understand the information provided and will act accordingly whilst supporting the holiday maker on a Papillon Holiday.

5. The health profile and assessment documentation will be taken away on the holiday for referencing.
In the case of accidents and emergencies, the health profile will be used to give any information to the relevant Doctors or emergency services.

6. The health profile and assessment documentation will be kept by Papillion holidays in accordance with the Data Protection Act 1998.

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Medication Policy and Procedure

1. The most senior staff member with minimum status of Level 2 Certificate in managing and safe handling of medication (VRQ) or NVQ Level 4 in health and social care will be nominated and responsible for the receiving, administration, disposing, and returning medications throughout the duration of the holidays.

2. A Medication Administration Record (MAR) will be sent out to the holiday makers representative prior to the holiday start date and must be completed by the holiday makers representative before the pick up time.
The MAR sheet should be signed by the holidaymaker’s representative and handed to a representative of Papillon
Holidays along with the correct amount of medication stated on the MAR sheet. Their should be a minimum of one extra days medication brought on holiday by the holidaymaker in case of spoilt or spillages.

The Papillon representative will secure the medication until it can be passed on to the nominated person in charge of medications.

On receipt of the medication from the holiday makers representative the Papillon Holidays representative will inquire as to when the next medication is due and will take a physical note of this and pass it on to the nominated person in charge of medications as soon as possible as the medication may need to be administered whilst on route to the accommodation.

3. The nominated person in charge of medication (NPCM) will administer any medication in the correct manner and environment whilst on route to the accommodation.

4. Once arrived at the accommodation the NPCM will designate a safe place to store the medications. This will be done via a visual and physical risk assessment.
All members of the staff team will be informed as to where the nominated safe storage place for medication is to be located in case of emergences.
The NPCM will check the medication against the MAR sheet and make themselves aware of any specialist instructions.

5. The NPCM will be responsible for administering the correct dosage of medication at the correct times and the signing of the MAR sheet.
The NPCM will be responsible for ensuring that the required medication is taken out on activity sessions, stored in the correct manner and administered at the correct time and in the correct manner.

6. The NPCM will be responsible for disposing of any spoilt medications by storing the spoilt medication in adequate packaging, (sealed container) clearly labelled and record on the MAR sheet.
This package must then be returned to the holidaymaker’s representatives at the end of the holiday to be disposed of in accordance with their own procedures.

7. The NPCM or representative of Papillon Holidays will be responsible for handing over any un used or spoilt medications to the holidaymakers representative at the end of the holiday. The holidaymaker’s representative must sign the returns section of the MAR, to state that they have received the said returned medication.

8. On completion of the holiday The MAR sheet must be kept in a secure place in compliance with the Data Protection Act 1998 for a minimum of 7 years.

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Personal Support Policy And Procedure

Papillon holidays offers individual tailored personal support packages, identifying individuals’ support needs via the information we gather at our home assessment visit and personal support plan form.
It is our policy to ensure individuals receive the same level of care and support that they would at home and to ensure that privacy and dignity are maintained at all times.
It is Papillon Holidays policy to ensure that a trained, experienced support worker carries out all personal care and in every case; they would be of the same gender as the holidaymaker.

Support workers

In the interest of equal opportunities, any potential staff team member will not have to hold any formal qualifications in health and social care prior to becoming a member of the Papillion holiday staff team but will however be willing to work towards a minimum of N V Q level 2 in health and social care. Only on completion of the N V Q level 2 will a staff team member is allowed to offer personal care and assistance unsupervised.

Financial Procedure

Assist the holiday makers to make informed choices when making purchases
To complete an accurate accounting record of monies spent or returned to holidaymakers using a holiday expenditure sheet. (Download)
To obtain genuine and valid receipts wear possible.
It is the responsibility of senior management to check the expenditure sheets at the end of each holiday and return any monies along with receipts and expenditure sheet no later then one week after the holiday ends

Training policy

Mandatory training

Papillon holidays will provide certificated mandatory training as listed below.
Training will be provided by a qualified trainer assessor in house or sourced externally through other training agencies where necessary.
Mandatory training list;
First aid
Moving and handling
Equal opportunities and racial equality
Food hygiene and nutrition
Dealing with violence and aggression
Managing and safe handling of medicines (external level 2 VRQ ASSET)
Learning disability award framework (external) NVQ will supersede
NVQ Level 2 (external, ASSET / EDEXCEL)

All Papillon holiday staff team members whether at support worker level or holiday assistant will participate in a induction training session, setting out the boundaries and high standards expected from a Papillion holiday staff member, this will take place prior to employment.
All policies and procedures will be read and understood

All Papillon holiday staff team members will attend the set mandatory training courses that apply to there job roles within 3 month of employment commencing. With the exception of the NVQ, which has a 12-month completion limit
Training sessions may be held out side of normal working hours for some employees, Papillon holidays LTD expect staff to understand the importance and relevance of the training sessions and expect staff to attend and participate where necessary.

Food Hygiene and Nutrition Policy

The aim of the policy

To ensure that the people who came to holiday with Papillon Holidays benefit from having food of their choice that is of a high quality, well prepared and presented, and is of high nutritional value.
To protect holiday makers as well as Papillon Holiday staff from food related illness.

Food hygiene policy

Poorly prepared, stored or contaminated foods can be a source of potentially fatal illness and infection. Papillon Holidays are responsible for the standards of food hygiene for its holidaymakers and staff whilst at the chosen accommodation as well as any food prepared by Papillon staff for consumption away from the accommodation.

To minimise the risk of serious illness and infection it is essential that all staff follow the following standard precautions.

All foods will be stored, prepared and cooked according to any instructions given on any labels accompanying the food, if foods come with out instructive labels such as fresh vegetables and meats then these foods will be stored, prepared and cooked in accordance with the food safety act 1990 and food safety regulations 1995
All food preparation and storage spaces should be kept clean and in good condition.
Staff preparing food will take all general hygiene precautions to avoid the contamination and cross infection
Staff that are to be involved with the preparation of foods will receive adequate training in food hygiene
All staff involved with the preparation of food must wash their hands before and after handling foodstuffs

Nutrition

Papillon Holidays believes that its holidaymakers have the right to a high quality, varied, nutritious diet, with the emphasis’ on personal choice.
To accomplish this each holiday maker will be consulted about their food likes dislikes and preferences as well as cultural and religious needs, this information will be obtained vie the home assessment form.

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Choosing the Right Holiday.

Where a service user needs and/or requests help with choosing and booking a holiday, their families or care workers with supported information from Papillon Holidays regarding must consult them as fully as possible:

Type of holiday
Destination
Length of holiday
Benefits to the individual
Travel arrangements
Sleeping arrangements
Medical requirements, e.g. vaccinations
Administrative requirements, e.g. insurance and passports
Cost

No member of the Papillon team should decide on a holiday on behalf of a service user. The holidaymaker’s manager of service, and home key-worker(s) and families, must be involved in either helping the service user make their decision, or making it on their behalf, where necessary.
Papillon staff will make available as much information as possible to assist in the choosing of a suitable holiday by the holidaymaker and their representatives.

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Booking Conditions

	Policies, Guidelines & Procedures 2007
	Papillon Holiday Ltd statement of purpose company objectives and values
	Statement of purpose Papillon holidays are committed to providing a range of high quality, affordable, themed and educational holidays, with emphasis on promoting independence, social inclusion, enhancement and improvement of life quality for adults with learning disabilities.
top	Company objectives To offer quality affordable holidays to adults with learning disabilities To offer a safe and secure environment to all holiday makers To maintain and protect privacy and dignity To maintain confidentiality in accordance with the data protection act 1998 To offer opportunities for holidaymakers to try new experiences To encourage and promote participation and choices in set activities To ensure the Papillion Holiday experience is a fun and enjoyable experience
top	Policies and Procedures Index 1. Recruitment 2. Equal opportunities 3. Recruitment appendages 4. Disciplinary 5. Code of conduct 6. Confidentiality 7. Complaints Complaints Recording Form (Download) 8. Protection of vulnerable adults
	Department of health Protection of vulnerable adults in England and Wales : employees guidance. (Download) Department of health Protection of vulnerable adults in England and Wales : a practical guide. (Download) Manchester’s multi- agency policy for the protection of vulnerable adults from abuse : no secrets. (Download) No secrets in Lancashire : a joint strategy to protect vulnerable adults from abuse. (Download)
top	9. Risk management Environmental risk assessment form (Download) Activity risk assessment form (Download) 10. Accident and incident Accident and incident reporting form (Download) 11. Health profile Health profiling and assessment form (Download) Medical condition risk assessing form (Download)
top	12. Medication The Quality Care Commission inspection *CQC* professional advice : the administration of medicines in care homes. The Quality Care Commission inspection *CQC* professional advice : the administration of medicines in domiciliary care. Nursing & midwifery council: Guidelines for the administration of medicines. (Download) Royal pharmaceutical society of great Britain : The administration of medicines in care homes and children’s services. (Download) 13 Personal Support Personal support plan(Download) 14. Finance Expenditure form (Download) 15 Training 16. Food hygiene and nutrition 17. Choosing the right holiday 18. Booking 19. Data Protection Act
top	RECRUITMENT POLICY 1. Advertising Wherever possible, all vacancies will be advertised simultaneously internally and externally. Steps will be taken to ensure that knowledge of vacancies reaches under-represented groups internally and externally. Wherever possible, vacancies will be notified to job centres, careers offices, schools, colleges, polytechnics, etc, with significant minority group rolls, as well as to minority press/media and organisations. All vacancy advertisements will include an appropriate short statement on equal opportunity. 2. Job description (click here) The job description explains to any future employee and present employee what is expected of them and what role they are to under take whilst employed with Papillon Holidays. The Papillon Holiday job description should contain the following information Job title Qualifications required The overall purpose of the job The main duties the job holder will be expected to carry out Any other relevant information regarding the post. 3. Application form (Download) 4. Information to be sent to applicants Once inquires for application forms have been received the company secretary will send the applicant the following application pack witch will include. Job description (click here) Application form (Download ) Equal opportunities monitoring form Medical questionnaire (Download) 5. The selection process One receipt of application form the company secretary along with a senior member of staff will create a short list. The suitable candidates and will contact them to arrange a date and time for interview Selection will be made in accordance with Papillon holidays Equal Opportunities Policy. 6. References and request for references (Download) The nominated referees of the successful candidates to be interviewed will be contacted unless candidate states that it would be preferable to do so after acceptance of position. A minimum of two references are required by the successful candidate, one must be from the previous or last employer. Failure to provide suitable references will result in the withdrawal of the job offer or termination of contract. 7. Interview For the purpose of objectivity, the interview must be carried out by a minimum of two senior members of staff. 8. Disclosure of information As Papillon provide supported holidays for vulnerable adults the application form asks the prospective candidate to disclose any information about any criminal convictions which may have otherwise been spent under the Rehabilitation of Offenders Act (Exemptions) 1974 9. Criminal Records Bureau As Papillon provides supported holidays for vulnerable adults, the application form asks prospective candidate to complete a CRIMINAL RECORDS BUREAU form at interview in accordance with the POVA policy. The candidate will not be allowed to work unsupervised until the Enhanced disclosure and POVA Checks come back with a satisfactory outcome. 10. The Right to work within in the U K The asylum and immigration act 1996 makes it a criminal offence to employ someone who is subject to immigration control. To comply with the asylum and immigration act 1996 Papillion holidays will require at interview proof of the candidates right to work within the UK and a copy will be taken to be kept on file. The candidate will have to produce one or more of the following documents at the interview stage. A passport showing that the holder is a British citizen. A passport showing that the holder has a *right of abode* in the UK. A national passport or national identity card showing that the holder is a national of a *European Economic Area (EEA) country or Switzerland.* A residence permit issued to a national from a European Economic Area (EEA) country or Switzerland. A passport or other document issued by the Home Office, which has an endorsement stating that the holder has a current right of residence in the United Kingdom as the family member of a national from a European Economic Area (EEA) country, or Switzerland who is resident in the United Kingdom. A passport or other travel document endorsed to show that the holder is exempt from immigration control, can stay indefinitely in the United Kingdom, or has no time limit on their stay. A passport or other travel document endorsed to show that the holder can stay in the United Kingdom - and that this endorsement allows the holder to do the type of work you are offering provided it does not require a work permit. An Application Registration Card issued by the Home Office to an asylum seeker stating that the holder is permitted to take up employment. Copies of the relevant documents must be taken and kept in accordance with the Data Protection Act back to index
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top	EQUAL OPPORTUNITIES POLICY Statement of policy Papillon Holidays PLC, aims to be an equal opportunity employer, and has a policy for this purpose. This policy covers all aspects of employment, from vacancy advertising, selection recruitment and training to conditions of service and reasons for termination of employment. To ensure that this policy is operating effectively (and for no other purpose) the company maintains records of employees' and applicants' racial origins, gender and disability. Ongoing monitoring and regular analysis of such records provide the basis for appropriate action to eliminate unlawful direct and indirect discrimination and promote equality of opportunity. The company's long-term aim is that the composition of our workforce should reflect that of the community. Timetabled targets will be set for groups in the community that are identified as being underrepresented in the workforce. Where necessary, special steps, as permitted by the relevant Acts of Parliament, will be taken to help disadvantaged and/or underrepresented groups to compete for jobs on a genuine basis of equality. The director of personnel/managing director/senior partner/etc, is responsible for the effective operation of the company's/etc E O E P. A copy of the E O E P is available from the personnel department/managing director/senior partner/etc.
top	The policy Vacancy advertising Wherever possible, all vacancies will be advertised simultaneously internally and externally. Steps will be taken to ensure that knowledge of vacancies reaches underrepresented groups internally and externally. Wherever possible, vacancies will be notified to job centres, careers offices, schools, colleges, polytechnics, etc, with significant minority group rolls, as well as to minority press/media and organisations. All vacancy advertisements will include an appropriate short statement on equal opportunity. Selection and recruitment Selection criteria (job description and employee specification) will be kept under constant review to ensure that they are justifiable on non-discriminatory grounds as being essential for the effective performance of the job. Wherever possible, more than one person must be involved in the selection interview and recruitment process, and all should have received training in equal opportunities. Wherever possible, women, minorities and disabled persons will be involved in the short listing and interviewing processes. Reasons for selection and rejection of applicants for vacancies must be recorded. Positive action - training, promotion and conditions of service Underrepresented groups will be encouraged to apply for training and employment opportunities with the company. Wherever possible, special training will be provided for such groups to prepare them to compete on genuinely equal terms for jobs and promotion. However, actual recruitment to all jobs will be strictly on merit. Wherever necessary, use will be made of lawful exemptions to recruit suitably qualified people to cater for the special needs of particular groups. Wherever possible, efforts will be made to identify and remove unnecessary/unjustifiable barriers and provide appropriate facilities and conditions of service to meet the special needs of disadvantaged and/or underrepresented groups. Personnel records In order to ensure the effective operation of the equal opportunity policy (and for no other purpose) a record will be kept of all employees' and job applicants' gender, racial origins and disability. Where necessary, employees will be able to check/correct their own record of these details. Otherwise, access to this information will be strictly restricted. Such records will be analysed regularly and appropriate follow-up action taken. back to index
top	Recruitment Appendices 1. Job description (Click Here) 2. Application form (Download) 3. Reference request letter and Reference request form (Download) 4. Medical questionnaire (Download)
top	Disciplinary Policy There is a need for a minimum standard of rules in any organisation for it to be able to function correctly and efficiently, this policy will apply to all members of the Papillon Holiday staff team. The purpose of the disciplinary procedure is to provide a fair method of dealing with any alleged act of misconduct, giving all members of staff the opportunity to state their case and appeal against any decision made. Disciplinary procedures Any act of gross misconduct will lead to dismissal as will any constant reoccurrence of misconduct. Any employee who is to be subject to disciplinary action will be invited to a hearing, Any witnesses or persons wishing to stand testimony to the person who is subject to the action will also be invited. The person subject to the action has the right to be accompanied by a colleague if they wish to do so. All sides will get to state their case and if disciplinary action has been decided upon then the employee will be told verbally there and then and can expect to receive a written conformation there after. There are three stages of discipline depending on severity. Stage 1 verbal warning Miner breaches of company discipline, misconduct, poor time keeping Their will be a verbal warning given which will be kept on file for six month then disregarded, if improvements not met then stage two will be implemented. Stage 2 Written warning If further misconduct or a more serious offence occurs, a written warning will be issued. This will be kept on file for 9 months. If no improvement then stage, three will be implemented. Stage three final written warning If still further misconduct or serious misconduct occurs then the employee will be issued with a final written warning, this will be kept on file for 12 months. Further misconduct will result in stage 4 Stage 4 dismissal This will occur after the stages above have been exhorted or in cases of serious misconduct and gross misconduct which will warrant dismissal after an appeals process has been completed. Gross misconduct constitutes a deliberate act that is severely detrimental to the conduct of the business. The following are examples only and are not an exclusive. The management will determine what constitutes to gross misconduct. Gross insubordination Physical assault, cruelty, or any form of abuse Incapacity to perform duties due to drink or unauthorised use of drugs Dishonesty, theft. Wilful damage to property Indecent behaviour Refusal to carry out responsibilities or reasonable requests by senior members of the staff team Papillon holidays reserve the right to suspend any member of staff pending investigation on unpaid leave. Abuse allegations Where allegations of abuse have arisen then it is Papillon holiday's policy to act within the requirements of the local authorities policies. All allegations of abuse received to Papillon Holiday staff must be reported to the senior member of staff attending the holiday who will intern contact the holiday makers carers within 24 hours to report the allegation, it will be the responsibility of the holiday makers careers to implement their own local authorities procedures witch Papillion Holidays will comply with and adhere to wear ever possible. back to index
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top	Code of Conduct The following documents represent Papillon Holidays code of conduct policy, all staff is to adhere to the policy at all times when representing Papillon Holidays Ltd Dress code Guidelines Whilst Papillon holidays does not have a formal dress code or uniform, staff should be aware that they are representing the company and that certain styles or items may be appropriate or inappropriate to our kind of work and the reflective image of Papillon Holidays. Staff should refrain from wearing clothing / badges that display slogans or pictures that could be construed as being derogatory or offensive to others. Staff should refrain from wearing any item of clothing or badges contain or promoting political views.. Clothing should be conservative, practical, low cut or revealing items should not be worn, and items that do not restrict your movement should be preferred. Due to the nature of our activities, appropriate footwear and clothing should be considered. I e It would be inappropriate to turn up to a physical activity wearing high heals and would course delays and possible cancellations of set activity resulting in loss of monies. This would be seen as a disciplinary issue. Smoking It is a Papillon Holiday goal to provide a healthy environment for both staff members and holidaymakers and our smoking policy will reflect these goals. Smoking by any staff member is not permitted within any public place being used or rented by Papillon Holidays, this including our accommodation. A designated smoking zone will be allocated for staff if possible on arrival at accommodation. Smoking is not permitted when travelling in the transport being used by Papillon Holidays. Smoking whilst supporting holiday makers on activity is not permitted unless the holiday maker is a smoker and has requested some smoking time, in this case the staff member will find a suitable place that is designated a smoking zone or minimum is not designated a no smoking area, and may smoke as long as it dose not impede on the holiday makers time or the rest of the groups time. The management or group lead will endeavour to fit in smoking breaks to the day’s itinerary, as they feel necessary. Failure to comply with this policy will result in disciplinary action being implemented. Alcohol and Drugs Papillon Holidays endeavours to ensure that employees use of alcohol or drugs dose not impair or compromise the safety of the group, including the holidaymakers, staff team and user. Any staff member who recognises that they may or have a drink or drug problem should sort to inform the management straight away, this action will be delt with more favourably if you are open and honest and are willing to get assistance with any problem then if the problem is left to escalate resulting in the compromised safety or image of Papillon Holidays, its staff, customers or any other person related to Papillon Holidays. back to index
top	Confidentiality Policy People with learning disabilities have the right to absolute confidentiality, unless there is concern about abuse or risk of abuse. They have the right to have their confidentiality acknowledged and respected, and to have clear boundaries to that confidentiality explained. People with learning disabilities have the right to know whether any of their information will be shared and with whom, and the right to decide whether the information should be shared at all. If people with learning disabilities feel their confidentiality has been breached, they have a right to complain. In practice, this means that workers have a responsibility to Know the content of this policy when working with people with learning disabilities Ensure each person with a learning disability using the service/resource is aware of the policy and the guidelines regarding confidentiality of information Inform each person with a learning disability that they are allowed and encouraged to talk about aspects of relationships/sexual well being if they need to. If they do choose to, their privacy will be respected at all times, and they will be advised by workers of times and places where it would be appropriate to have these discussions. Agree clear boundaries to confidentiality with each person, ensure they are aware of who has access to their information and which events would impede their right to confidentiality, for example, if the worker has concerns that the individual or another is in a situation of risk Work towards building an appropriate relationship with each person so that the client feels confident to share personal information with their worker Refer concerns/anxieties/disclosure of abuse to the relevant agency, whilst making sure each person is aware of the process Be familiar with guidelines on legal constraints to maintaining confidentiality Inform people with learning disabilities about complaints policies and procedures and support them to use these as appropriate. Access to personal information Staff are allowed to have accesses to all personal information held about them on computer and on manual record in accordance with the data protection act 1984 back to index
top	Complaints Policy and Procedure Aim To provide Papillon Holiday makers their families and support workers the opportunity to make formal complaints if they are not satisfied with any part of the service Papillon Holidays provide to them Papillon Holidays are committed to providing good value to our customers and wants to know what we are and what we are not doing well. At Papillon, we feel it is important to ensure that complaints are welcomed, as they are a valuable way of monitoring the services we provide. If somebody wishing to make a complaint approaches a member of staff, they should ensure that: That they listen to everything that person has to say ; They advise the complainant of what action they should take ; Give details of contact to complainant Take contact details from complainant Notify a senior manager a the most convenient time; The senior manager on duty will complete a complaints record (attached) Wear the complaint involves a allegation of abuse, the relevant services, careers, families, will be informed as in accordance with Papillon Holidays abuse procedure and Papillon will assist with any abuse procedure put in place by the relevant local authorities. The senior manager investigating any complaint will liaise with the complainer or there representatives at regular at intervals until completion. The manager must send out a complaints form to the complainant at 1st available opportunities (Download) back to index
top	Protection of Vulnerable Adults Policy The protection of vulnerable adults from any kind of abuse is an issue that we at Papillon Holidays take exceptionally seriously, To enable us to offer a service wear the holidaymaker is confident that their safety is a key issue and that steps have been taken to prevent abusive incidences arising or if such an incident should arise that their are clear guidelines in place for dealing with the incident. Papillon strives to work within the guidelines set out by the local authorities of Manchester, Tameside, and Lancashire, who are our predominant areas of business. All local authorities have developed multi - agency polices which aim to develop a greater awareness and effective response to all allegations of abuse and joint working to minimise situations of abuse Along with these guidelines, we also have our own set of procedures to follow to enable staff members to carry out their duties in the protection of our holidaymakers. Procedures Any member of the Papillon Holiday staff team observing or suspecting any form of abuse towards a holiday maker will immediately inform the senior member of staff, whom will record details of the incident The senior manager will inform the company director or their representative who will intern inform the holiday makers careers and local authority who will advise on the immediate action to be taken, any abuse referral form that needs to be completed will be completed by the director or their representatives and will be forwarded to the relevant local authorities manager dealing with the incident. All Papillon Holiday staff have a duty to take action against any form of abuse witnessed, any member of staff found to have condoned any form of abuse or observed any form of abuse and fail to report the incident will find themselves open to disciplinary action. All staff abuse reported will be treated as confidential information and the staff member will be supported and protected by Papillon Holidays from retribution by other staff. Appendages Department of health Protection of vulnerable adults in England and Wales : employees guidance. (Download) Department of health Protection of vulnerable adults in England and Wales : a practical guide. (Download) Manchester’s multi- agency policy for the protection of vulnerable adults from abuse : no secrets. (Download) No secrets in Lancashire : a joint strategy to protect vulnerable adults from abuse. (Download) back to index
top	Risk Management Living Environment and activities Risk management guidelines for living Environment activity or sports group / session This document is intended to offer advice to all staff / carers / coaches as they support adults who are teaching disabled to lead physically active lifestyles. The first pages will apply to all episodes of activity. The last page is for activities manager to complete and relates to your specific venue / session. The risk management must be read and signed by all staff participating in the support of the activity. It is important to appreciate that simply being ‘aware’ of the risks involved is a major part of the management of the risk (even where the risk itself cannot be eliminated). It is also important to appreciate the risk involved to people’s health and well-being. Be aware of the possible risks and manage them in a common sense and reasonable way, i.e. ‘gradually’ build up activity levels, aim for ‘moderate’ intensity only, incorporate frequent rest intervals, observe and talk to people throughout, and plan and structure the session. Download environment and venue specific risk assesment form Download activity risk assesment form Risk Management Guidelines for Physical Activity / Sport Sessions Note: Risks are in order of ‘likelihood of occurrence’ i.e. an aggravated arthritic knee or muscle soreness is more Likely to occur than a fall from a rock climbing wall, or a heart attack (which obviously have greater impact) Risk Management Persons Responsible Aggravation of Existing health issues / disabilities to be brought to the attention of Activity leader Adapt activities as necessary (or request professional advice) If acute illness, injury, or neck instability among people with D. Syndrome (signs = neck / ear pain, limited neck movement, deterioration of gait, or bladder and bowel difficulties) avoid physical activity Distress triggered by activity Aim for ‘moderate’ intensity activity throughout (not vigorous) Activity lead Talk to people throughout (if they cannot talk it is too intense) Discourage eating or fizzy drinks during or prior to session Closely observe all of the participants for any signs of distress (i.e. dizziness, breathlessness, or pain) Terminate activity session as necessary Incorporate rest breaks / intervals as appropriate Ensure that people are hydrated, that water is available Ensure adequate ventilation Ensure appropriate clothing Accidents or injuries Emergencies Incorporate a warm up / cool down as best as possible Ensure a safe environment / identify possible risks Complete venue specific risk assessment (Download) Ensure safe use of equipment / props Organise a structured activity session Ensure appropriate size of group for facility Appropriate number of coaches / leaders for the session Ensure professional guidance is followed for high-risk activities Ensure that people who need individual support during the session are accompanied Utilise the support and knowledge of other staff and carers Ensure people wear appropriate footwear Document and report any concerns, problems, near misses Adhere to all of the above guidelines Be familiar with arrangements for first Aid or emergencies, Activity lead Falls: ensure first aider present Seizures: ensure relevant history and management information is the person, main carer, support staff available, and staff / carer with relevant experience present Loss of consciousness: awareness of existing health issues Cardiac Arrest: staff trained in CPR back to index
top	Accident or Incident. Policy and Procedure Accident In the event of a accident, i.e. a holiday maker or member of staff has a fall, or injures them selves in any way, or In the event of an incident, ie a holidaymaker has a seizer, or demonstrates violent or abusive behaviour, both out on activity and around the accommodation. Firstly, it is important that all staff present remain calm. The senior key worker at the incident will take control of the incident by directly and immediately assessing the situation and will instruct other team members of what assistance they may require (Unless the presence of the senior key worker would inflame any violent or abusive situation. Alternatively, if the secondary key worker has a better understanding of any medical condition related to the incident.) Other key worker will: Firstly, take responsibility for all holidaymakers at the scene including those of the key worker dealing with the incident. Reassuring and making safe all holidaymakers. Secondly and only if possible, if their are members of the public present reassuring the public and asking for any help required, ie calling an ambulance. Seizure In the event a holidaymaker having a seizure the holidaymakers key worker will have prior knowledge of how to treat the holidaymaker gained from the risk assessment made on assessment visits and should take charge of the incident. All other key workers present will take charge of holidaymakers, reassuring them as well as leasing for instruction from key worker attending the incident. Abusive behaviour In the event of a holidaymaker showing violent aggressive or abusive behaviour towards a key worker or member of the public or other holidaymakers. Firstly, it is important for all staff to remain calm Secondly, it is important to approach the situation in a calm manner so as not to inflame the situation. The key worker receiving the abusive behaviour will immediately inform another key worker on hand and remove themselves from the immediate situation and will take charge of the assisting key workers holiday makers as well as their own, removing from the situation if possible all holiday makers other then those involved in the incident and offer reassurance. The assisting key worker will attempt to calm the holidaymaker who is being abusive, being careful no to inflame any situation. Offering support and reassurance. In the event of a holidaymaker, becoming abusive to another holidaymaker the senior key worker present will take charge of the situation, using distraction techniques whilst an assisting key worker removes the non-abusive holidaymaker from the incident, and offering support After the incident has been defused the staff involved will complete a accident and incident sheet, their will be a debriefing session wear all staff members will have the chance to air their concerns, their ill be a meeting with the holiday maker to discuss their concerns and wishes if the holiday maker so chooses, and their will be a team meeting and discussion to decide on whether the incident would warrant a termination of holiday. Termination of holiday If a termination of holiday has been decided on by Papillon Holidays for medical or behaviour reasons then firstly: The holiday maker will be informed in a private confidential meeting, Reasons for the termination will be outlined and detailed verbally with the holidaymaker. The holiday makers careers or representatives will be informed at the earliest opportunities It will be decided on the most appropriate course of action for the holidaymakers return home. Papillon Holidays reserves the right to charge for any travel that would inure should we have to accompany the holidaymaker home. The costs will be .25pence per mile for the whole of the journey, to and from the holidaymakers home.plus £5.per hour travelling time. This fee may be waved in circumstances wear the holidaymaker has a worsening medical condition or has taken ill. If a holiday maker has taken ill whilst away on a Papillon holiday , we will sometimes in certain cases offer a reduced price holiday to be taken at a later date to the holiday maker taken ill In the event of a holiday makers holiday being terminated for behavioural reasons then a copy of all incident records and minutes from meeting regarding the incident will be provided to the holiday maker within 14 days of the holiday end date Absconding In the event of a holidaymaker insisting on absconding, i.e walking off whilst out on activity, their key worker will first inform a key worker present who will take charge of all holidaymakers. The absconding holidaymaker’s key worker will initially attempt to talk to the absconding holidaymaker give them time to calm down and asses and work through any problems. In addition the key worker will shadow the holidaymaker being careful not to inflame the situation. The holidaymaker will be given as much time as is necessary to rejoin the group Once the incident has past there will be time to discuss the incident in private with a senior key worker in a supervision session both for key workers and holidaymakers. There will also be a detailed log made of the incident using an accident and incident report sheet. All parties involved will reach a decision within 24 hours of the incident occurring whether the incident warrants a termination of the holiday In the event of a medical emergency or worsening medical condition, Papillon will contact the holidaymaker’s carers and discuss with them and the holidaymaker about the continuation of the holiday. An accident and incident report sheet (Download) will be filled for all accidents and incidents and kept in accordance with the Data Protection Act 1998 back to index
top	Health Profile Health profile assessment 1. A health profile and assessment will be carried out at the home assessment visit and information regarding the holidaymaker’s health and abilities will be discussed and documented at this time. 2. The people involved in the health profile assessment will include the holidaymaker, a representative of the holidaymaker who knows the holidaymaker well and has access to his health and medication records and a representative of Papillion holidays designated to partake in the home assessment visit. 3. Any issues arising during the creation of the health-profiling document will be risk assessed on the appropriate space in the health profile and assessment documentation. The risk assessment will be completed and agreed by the holidaymaker, the holidaymaker’s representative, and the nominated representative of Papillion Holidays. 4. Prior to the commencement of the holiday the health profile and assessment will be discussed with the holiday maker’s nominated key worker who will read and sign the Health assessment sheet stating that they understand the information provided and will act accordingly whilst supporting the holiday maker on a Papillon Holiday. 5. The health profile and assessment documentation will be taken away on the holiday for referencing. In the case of accidents and emergencies, the health profile will be used to give any information to the relevant Doctors or emergency services. 6. The health profile and assessment documentation will be kept by Papillion holidays in accordance with the Data Protection Act 1998. back to index
top	Medication Policy and Procedure 1. The most senior staff member with minimum status of Level 2 Certificate in managing and safe handling of medication (VRQ) or NVQ Level 4 in health and social care will be nominated and responsible for the receiving, administration, disposing, and returning medications throughout the duration of the holidays. 2. A Medication Administration Record (MAR) will be sent out to the holiday makers representative prior to the holiday start date and must be completed by the holiday makers representative before the pick up time. The MAR sheet should be signed by the holidaymaker’s representative and handed to a representative of Papillon Holidays along with the correct amount of medication stated on the MAR sheet. Their should be a minimum of one extra days medication brought on holiday by the holidaymaker in case of spoilt or spillages. The Papillon representative will secure the medication until it can be passed on to the nominated person in charge of medications. On receipt of the medication from the holiday makers representative the Papillon Holidays representative will inquire as to when the next medication is due and will take a physical note of this and pass it on to the nominated person in charge of medications as soon as possible as the medication may need to be administered whilst on route to the accommodation. 3. The nominated person in charge of medication (NPCM) will administer any medication in the correct manner and environment whilst on route to the accommodation. 4. Once arrived at the accommodation the NPCM will designate a safe place to store the medications. This will be done via a visual and physical risk assessment. All members of the staff team will be informed as to where the nominated safe storage place for medication is to be located in case of emergences. The NPCM will check the medication against the MAR sheet and make themselves aware of any specialist instructions. 5. The NPCM will be responsible for administering the correct dosage of medication at the correct times and the signing of the MAR sheet. The NPCM will be responsible for ensuring that the required medication is taken out on activity sessions, stored in the correct manner and administered at the correct time and in the correct manner. 6. The NPCM will be responsible for disposing of any spoilt medications by storing the spoilt medication in adequate packaging, (sealed container) clearly labelled and record on the MAR sheet. This package must then be returned to the holidaymaker’s representatives at the end of the holiday to be disposed of in accordance with their own procedures. 7. The NPCM or representative of Papillon Holidays will be responsible for handing over any un used or spoilt medications to the holidaymakers representative at the end of the holiday. The holidaymaker’s representative must sign the returns section of the MAR, to state that they have received the said returned medication. 8. On completion of the holiday The MAR sheet must be kept in a secure place in compliance with the Data Protection Act 1998 for a minimum of 7 years. back to index
top	Personal Support Policy And Procedure Papillon holidays offers individual tailored personal support packages, identifying individuals’ support needs via the information we gather at our home assessment visit and personal support plan form. It is our policy to ensure individuals receive the same level of care and support that they would at home and to ensure that privacy and dignity are maintained at all times. It is Papillon Holidays policy to ensure that a trained, experienced support worker carries out all personal care and in every case; they would be of the same gender as the holidaymaker. Support workers In the interest of equal opportunities, any potential staff team member will not have to hold any formal qualifications in health and social care prior to becoming a member of the Papillion holiday staff team but will however be willing to work towards a minimum of N V Q level 2 in health and social care. Only on completion of the N V Q level 2 will a staff team member is allowed to offer personal care and assistance unsupervised.
top	Financial Procedure At Papillon Holidays, we offer four option budgeting packages to holiday makers to assist in the management and safe handling of holiday spending moneys. It is the responsibility of all key workers to Assist the holiday makers to make informed choices when making purchases To complete an accurate accounting record of monies spent or returned to holidaymakers using a holiday expenditure sheet. (Download) To obtain genuine and valid receipts wear possible. It is the responsibility of senior management to check the expenditure sheets at the end of each holiday and return any monies along with receipts and expenditure sheet no later then one week after the holiday ends Option 1 Papillon holidays and its workers have full responsibility of holidaymaker’s monies, and will spend monies as requested by the holidaymaker, obtaining receipts and completing an expenditure sheet. Option 2 Papillon Holidays and its workers will take responsibility for the holidaymakers monies, giving a pre agreed daily amount to the holidaymaker, asking them to sign for the funds received daily. Papillon staff will be available to advice on purchases the holidaymaker wishes to make. Option 3 A mixture of tear one and two, the holidaymaker will receive an agreed daily amount and his Papillon key worker will be responsible for an extra set figure for other purchases. Option 4 The holidaymaker has sole responsibility for their holiday monies, and whilst Papillon staff will advise on value for money on purchases their will be no records kept or receipts obtained by Papillon holiday staff. The holiday budgeting package that best sates the holiday maker will be agreed upon at the home assessment meeting and the holiday budgeting form will be given to member of the Papillon Holiday staff team on pick up, and any monies being brought away that we are responsible for will be counted checked against the expenditure sheet and signed for. back to index
top	Training policy Mandatory training Papillon holidays will provide certificated mandatory training as listed below. Training will be provided by a qualified trainer assessor in house or sourced externally through other training agencies where necessary. Mandatory training list; First aid Moving and handling Equal opportunities and racial equality Food hygiene and nutrition Dealing with violence and aggression Managing and safe handling of medicines (external level 2 VRQ ASSET) Learning disability award framework (external) NVQ will supersede NVQ Level 2 (external, ASSET / EDEXCEL) All Papillon holiday staff team members whether at support worker level or holiday assistant will participate in a induction training session, setting out the boundaries and high standards expected from a Papillion holiday staff member, this will take place prior to employment. All policies and procedures will be read and understood All Papillon holiday staff team members will attend the set mandatory training courses that apply to there job roles within 3 month of employment commencing. With the exception of the NVQ, which has a 12-month completion limit Training sessions may be held out side of normal working hours for some employees, Papillon holidays LTD expect staff to understand the importance and relevance of the training sessions and expect staff to attend and participate where necessary.
top	Food Hygiene and Nutrition Policy The aim of the policy To ensure that the people who came to holiday with Papillon Holidays benefit from having food of their choice that is of a high quality, well prepared and presented, and is of high nutritional value. To protect holiday makers as well as Papillon Holiday staff from food related illness. Food hygiene policy Poorly prepared, stored or contaminated foods can be a source of potentially fatal illness and infection. Papillon Holidays are responsible for the standards of food hygiene for its holidaymakers and staff whilst at the chosen accommodation as well as any food prepared by Papillon staff for consumption away from the accommodation. To minimise the risk of serious illness and infection it is essential that all staff follow the following standard precautions. All foods will be stored, prepared and cooked according to any instructions given on any labels accompanying the food, if foods come with out instructive labels such as fresh vegetables and meats then these foods will be stored, prepared and cooked in accordance with the food safety act 1990 and food safety regulations 1995 All food preparation and storage spaces should be kept clean and in good condition. Staff preparing food will take all general hygiene precautions to avoid the contamination and cross infection Staff that are to be involved with the preparation of foods will receive adequate training in food hygiene All staff involved with the preparation of food must wash their hands before and after handling foodstuffs Nutrition Papillon Holidays believes that its holidaymakers have the right to a high quality, varied, nutritious diet, with the emphasis’ on personal choice. To accomplish this each holiday maker will be consulted about their food likes dislikes and preferences as well as cultural and religious needs, this information will be obtained vie the home assessment form. back to index
top	Choosing the Right Holiday. Where a service user needs and/or requests help with choosing and booking a holiday, their families or care workers with supported information from Papillon Holidays regarding must consult them as fully as possible: Type of holiday Destination Length of holiday Benefits to the individual Travel arrangements Sleeping arrangements Medical requirements, e.g. vaccinations Administrative requirements, e.g. insurance and passports Cost No member of the Papillon team should decide on a holiday on behalf of a service user. The holidaymaker’s manager of service, and home key-worker(s) and families, must be involved in either helping the service user make their decision, or making it on their behalf, where necessary. Papillon staff will make available as much information as possible to assist in the choosing of a suitable holiday by the holidaymaker and their representatives. back to index
top	Booking Conditions Booking Terms and Conditions These terms and conditions must be read and signed by the person making the booking along with the holidaymaker where possible. Please send a copy back with the booking form and keep a copy for yourself Communication regarding the booking will only be entered into with the Named signatories on these forms. Making the Booking To book a Papillion Holiday call one of our numbers, e-mail or write to us at the given addresses stating which holiday you would like to attend, and give your and the holiday maker’s contact details. We will provisionally book you on the holiday and send you out the relevant booking form and conditions, We will hold the holiday place open for 14 days until receipt of your 15% deposit. We will send you a receipt / invoice on receipt of your deposit telling you by which date the full payment is due. Full payment is usually due 10 weeks prior to your holiday start date. One to One Care Packages Some Holiday Makers (H/M) may require or perhaps request a one to one care package. There is an additional charge for this as we have to bring in an additional member of staff to manage this request. There are two tiers of one to one care packages that we offer, costing £150- £250 Tier 1 would be for a H/M who will just need extra assistance when out on activities, typically this would be someone who uses a wheelchair or somebody that may refuse to partake in an activity, walk away from the group, or somebody who will want to do their own thing when out .A good guide for this would be to ask yourself are you as a support worker /carer able to go out alone with the holidaymaker and someone who had the exact same characteristics as your H/M. (basically support two of your holidaymakers out without the assistance of another carer? If the answer is no then you will require a one to one care package.Or do you have guidelines and risk assessments stating that the holidaymaker must have one to one support or more when out and about? If the answer is yes then you will require one to one or more. Tier 2 would be as the above, including somebody who will need constant vigilance when at our, sometimes large accommodation. A good indicator for this would be somebody who would need full support with personal hygiene, or somebody who may take it upon them selves to wander from room to room or perhaps get up at night and wander around and possibly go outside (we have an unlocked door policy in the day time) or somebody who requires their own bedroom. Also if you have a guideline or risk assessment stating that the person requires constant one to one support. Our home visit assessment manager may deem it necessary to allocate the H/M as needing one to one support on home visit so it is important that if you feel that one to one may be needed that you let us know on the booking form as there may be no available places left when it comes to home visit and we may have to offer an alternate holiday. Booking Form and Booking Conditions On receipt of our booking form and terms and conditions please read through the terms, sign where applicable and return 1 copy with a completed booking form and your 15% deposit. Your holiday will then become a booking. We cannot complete your booking without the signed terms and conditions and Booking form. On certain holidays we will, from time to time, take photographs of the holidaymaker during an activity. These photographs are used in craft sessions and also for the holidaymaker to take home as a keepsake of their holidays. We will at times use some of the pictures taken in the gallery pages of our website to demonstrate the type of activities we offer on our holidays, or in promotional presentations etc. If you preferred that we did not use your images on the website or in any promotional presentations please place a cross in the relevant box below. ¨website ¨Promotional Presentations Home visit When we have received your booking form and deposit we will contact you to arrange a home assessment. (see home assessment visit). We will send out an assessment pack, included will be a Papillon personal support plan, and a Papillon health and medical profile These two Documents must be completed to the best of your abilities before the assessment date. If the stated documents are not completed or part of, then we will have to rearrange the home visit with a additional charge of £25, It is important that you give as much accurate and honest information as possible, to ensure we give the H/M the best support and care we can offer, feel free to add to the support plan or use extra sheets for additional information, We can and will take away your own personal care plans or health action plans but we will use Papillon support plans as a 1st point of reference. The other documents, (medication record, finance sheet) must be completed and handed to a Papillon holiday staff member on the day of pick up for the holiday. If none are received then it will be assumed that the H/M has full responsibility for administering their own medication, and will have full responsibility for their own spending monies Itinerary There will be a holiday itinerary sent to you usually 4 weeks prior to the holiday start date, this itinerary will give the address of the accommodation we will be using and contact numbers for the accommodation. Changes of circumstances It is the responsibility of the H/M carers or family members to inform us of any change in circumstances as soon as possible, e.g. changes in mobility or health deterioration. This may have an affect on the care package we are able to provide, and may lead to the holiday being cancelled. Cancellations and refunds Cancellations made 10 weeks prior to your holiday start date will be fully refunded less your deposit. You may choose a different holiday date if you wish for no extra cost or your holiday may be transferred to a person of your choosing. Cancellations with less then 10 weeks notice will be charged at 9 weeks 20% 8 weeks 30% 7 weeks 40% 6 weeks 50% 5 weeks 60% all holidays cancelled with less then 4 weeks notice are non refundable. Other holiday dates or transfer of holiday may be possible depending on availability. Holiday Termination If a termination of holiday has been decided on by Papillon Holidays for medical or behaviour reasons then firstly: The holiday maker will be informed in a private confidential meeting, Reasons for the termination will be outlined and detailed verbally with the holidaymaker. The holiday maker’s carers or representatives will be informed at the earliest opportunity It will be decided on the most appropriate course of action for the holidaymaker’s return home. Papillon Holidays reserve the right to charge for any travel expenses that would ensue should we have to accompany the holidaymaker home. The costs will be .25 pence per mile for the whole of the journey, to and from the holidaymaker’s home plus £5.per hour travelling time. This fee may be waved in circumstances where the holidaymaker has a worsening medical condition or has taken ill. This will be at the discretion of Papillon holidays ltd If a holiday maker has taken ill whilst away on a Papillon holiday, we will sometimes in certain cases offer a reduced price holiday to be taken at a later date to the holiday maker taken ill In the event of a holiday maker’s holiday, being terminated for behavioural reasons then a copy of all incident records and minutes from meeting regarding the incident will be provided to the holidaymaker within 14 days of the holiday end date. I have read and understood the above terms and conditions. Signed ………………………………....... Date………………………………… Print……………………………………….. Please send back a copy of these terms and conditions back with the booking form and keep a copy for yourself. The booking will not be taken without a signed copy of our terms presented with the booking form, thank you. Click here to Download your booking pack Assistance with funding It may be possible to get part or whole funding for your holiday from your local Authority (holidays are one of the limited range of services listed in Section 2 [2(1) (f)] of the 1970 Chronically Sick and Disabled Persons Act) If an assessment shows the need for a holiday, then the Local Authority (LA) has to assist in meeting this need) we will assist with obtaining an assessment and writing to the L/A requesting funding. It may also be possible to get funding from one of the charitable agencies we have access to. We can assist you with this when you are making the initial booking, by completing one of our requests for funding forms and sending to the relevant organisations. It cannot be guaranteed that you will receive funding from your LA or other charitable organisations that we write to on your request. In this instance the holiday booking will be cancelled 8 weeks prier to the holiday commencement should the holiday maker not be able to attend due to financial reasons, and the holiday maker will be placed on a list for 12 months and be offered a part or whole funded holiday when funding is available, they will also be contacted if and when a reduced price holiday becomes available In unforeseeable circumstances, Itineraries and dates may be subject to change, in the event of date changes a full refund or a place on an alternative holiday will be offered. back to index
top	Data Protection The Data Protection Act gives individuals the right to know what information is held about them, and it provides a framework to ensure that personal information is handled properly. The Act works in two ways. Firstly, it states that anyone who processes personal information must comply with eight principles, which make sure that personal information is: Fairly and lawfully processed Processed for limited purposes Adequate, relevant and not excessive Accurate and up to date Not kept for longer than is necessary Processed in line with your rights Secure Not transferred to other countries without adequate protection The second area covered by the Act provides individuals with important rights, including the right to find out what personal information is held on computer and most paper records. Should an individual or organisation feel they are being denied access to personal information they are entitled to, or feel their information has not been handled according to the eight principles, they can ask the Information Commissioner to help. Complaints are usually dealt with informally, but if this is not possible, enforcement action can be taken. How to access information To access any information Papillon holidays ltd have about you, you can simply request that we send you the information, by writing to us at our office address, we will send the information free of charge if a stamped address envelope is provided with your request within 40 days, the information can be accessed within 7 days but their will be a nominal charge for this service. Papillon Holidays ltd obligations Papillon holidays plc are registered with The Information Commissioner's Office Papillon Holidays will never pass on personal Data held to a third Party other then those in a direct professional role unless in a medical emergency. Papillon holidays use a compiled checklist to assist in our gathering and storage of personal information. Do I really need this information about an individual? Do I know what I am going to use it for? Do the people whose information I hold know that I have it, and are they likely to understand what it will be used for? If I were asked to pass on personal information, would the people about whom I hold information expect me to do this? Am I satisfied the information is being held securely, whether it is on paper or on computer? And what about my website? Is it secure? Is access to personal information limited to those with a strict need to know? Am I sure, the personal information is accurate and up to date? Do I delete or destroy personal information as soon as I have no more need for it? Have I trained my staff in their duties and responsibilities under the Data Protection Act, and are they putting them into practice? Do I need to notify the Information commissioners office back to index

Policies, Guidelines & Procedures 2007

Papillon Holiday Ltd statement of purpose company objectives and values

Policies, Guidelines & Procedures
2007