Bullying ( RIRC-EWR)

1. Recognises that any form of bullying and harassment is unacceptable and violates a person’s human
and legal rights.

2. Identifies that employers have a duty of care to provide a safe and healthy working environment for
their staff, and that this is not achieved if a staff member is subjected to bullying.

3. Recognises the need to follow the actions set out in the local bullying and harassment policy.

4. Acknowledges the need to keep to and uphold the standards and values set out in ‘The Code’.
Bullying is not a behaviour that protects others or promotes trust.

5. Encourages and supports Pat to report own observations to the senior manager the incidents of
harassment at the earliest opportunity, verbally and in writing. Recognises the need to be clear, honest
and objective about the reasons for concern.

6. The senior manager may ask to record a witness statement, documenting what was seen and what
steps were taken to deal with the matter, including to whom the incident was reported. The witness
statement must be signed and dated.

7. Recognises that Pat may need psychological support from the employee counselling service, and
encourages her to use this resource.

Confidentiality ( PEO-DAC)
1. Provides reassurance to the patient of professional responsibility to respect patient’s right to privacy
and confidentiality in all aspects of care, but outlines the need to act with honesty and integrity at all
times.

2. Explores the patient’s reasons for withholding diagnosis and prognosis from partner.

3. Offers support and time to facilitate discussion between patient and partner, respecting patient’s
decision, linked to duty of candour and confidentiality.

4. Documents the patient’s wishes regarding the diagnosis and information sharing.

5. Acknowledges the partner’s concerns and feelings, acting with care and compassion, but explains the
need to respect the patient’s right to privacy and confidentiality in all aspects of care.

6. Acknowledges the need to keep to and uphold the standards and values set out in ‘The Code’.
Drug Error (RCR-DDC)
1. Recognises the possible consequence of error and the importance of patient safety, and takes
measures to reduce the effects of harm.

2. Checks the stability of the patient by taking observations, informs the nurse in charge and medical
team of the event, and seeks advice.

3. Recognises the importance of disclosing the occurrence to the patient and apologise, reflecting duty
of candour.

4. Documents events, actions and consequences in the patient’s records, and completes an incident
report.

5. Demonstrates the importance of reflection, explores the sequence of events and factors that may
have influenced the occurrence, recognises the learning opportunity, and identifies the need to revisit
drug administration procedure.

6. Acknowledges the need to keep to and uphold the standards and values set out in ‘The Code’.

Laboratory Result ( ORR-AC )

1. Outlines their colleague’s professional responsibility to respect a patient's right to privacy and
confidentiality in all aspects of care and the requirement to act with honesty and integrity at all times.
The duty of candour.

2. Reassures the colleague that the paramedics would share any concerns about her neighbour's welfare
with other healthcare professionals.

3. Recognizes that accessing patient data without need or consent is a breach of the General Data
Protection Regulation (GDPR), which may incur a financial penalty and also poses a question as to their
colleague’s professional suitability.

4. Acknowledges the colleague’s concern and feelings, and that they are acting with care and
compassion. However, explains the need to respect the patient’s right to privacy and confidentiality.

5. Acknowledges the need to keep to and uphold the standards and values set out in ‘The Code’.
Professional Confrontation ( RRO-DTC )
1. Recognizes the importance of allowing the person to talk and vent frustration, showing interest in
what the person says. Identifies the crux of the problem as quickly as possible. Empathizes with the
person and offers assistance.

2. Recognizes the importance of:

• establishing rapport
• use of appropriate eye contact (not staring)
• maintaining body language and open posture throughout.
Identifies the need to remain calm using appropriate tone and pace of voice (not mirroring anger).

3. Offers an explanation of the circumstance and offers an apology as early as possible, where
appropriate.

4. Documents the incident. Offers to refer to senior staff member and/or the complaints procedure as a
sign of respect and of taking the circumstance seriously.

5. Takes account of own personal safety and ensures that a witness is present.

6. Acknowledges the need to keep to and uphold the standards and values set out in ‘The Code’.

Possible Abuse ( ECI-RMC )

1. Escalate concern regarding safeguarding without patient consent, reflecting duty of candour.

2. Communicates with compassion and empathy in language appropriate to the patient.

3. Identifies the need to act without delay as there is a risk to patient safety, and to raise concern at the
first reasonable opportunity.

4. Raises concern with manager or local authority safeguarding lead, in accordance with the
safeguarding policy. Recognises the need to be clear, honest and objective about the reasons for
concern.

5. Makes a clear written record of the concern (including a body map) and the steps taken to deal with
the matter, including the date and with whom the concern was raised.

6. Acknowledges the need to keep to and uphold the standards and values set out in ‘The Code’.
Impaired Performance ( RA-PRWC-TC )
1. Recognizes colleagues social behavior has created the potential for patient harm, and is not able to
practice safely and effectively.

2. Acknowledges the requirement to uphold the reputation of the profession and display behaviours
that promote public trust.

3. Recognises the professional duty to report any concerns that may result in the care of patients being
compromised, and that the failure to report concerns may bring their own fitness to practise into
question and place their own registration at risk, reflecting the duty of candour.

4. Raises the concern with a manager at the earliest opportunity, verbally and in writing. Recognises the
need to be clear, honest and objective about the reasons for concern.

5. The senior manager may ask them to record an incident report/witness statement, documenting
what they have seen and which steps were taken to deal with the matter, including to whom the
incident was reported. The witness statement must be signed and dated.

6. Acknowledges the need to keep to and uphold the standards and values set out in ‘The Code’.

7. Takes into consideration their responsibility for the safety of their colleague, considering the effects of
alcohol on their ability to work and drive home.

8. Considers that their colleague may need further support in dealing with an alcohol misuse problem.

Concealment of bed ( TCR-PRWC)

1. Taking rest breaks using bed intended for patients might result in failure to provide necessary patient
care and could place patient safety at risk.

2. Considers that the action taken to mislead the hospital site manager was dishonest and does not
promote the fundamental tenets of truth and honesty.

3. Requests that the nurse in charge correctly inform the hospital site manager that the bed is empty. If
this request is met with refusal, states that they would inform the site manager.

4. Acknowledges their professional duty to report to management any dishonest behaviour by a

colleague that could result in the care of patients being compromised, and which could result in a
notification to the Nursing and Midwifery Council. Failure to report concerns may bring their own fitness
to practise into question and place their own registration at risk, reflecting the duty of candour.

5. Raises the concern with the manager at the earliest opportunity, verbally and in writing. Recognises
the need to be clear, honest and objective about the reasons for concern.

6. Recognises that they may be asked by the manager to record a witness statement, documenting what
was seen and which steps were taken to deal with the matter, including to whom the incident was
reported. The witness statement must be signed and dated.

7. Acknowledges the need to keep to and uphold the standards and values set out in ‘The Code’.
Hospital Food ( TA-PRWC )
1. taking or consuming NHS or hospital property is prohibited and constitutes theft.

2. Attempts to locate a replacement meal that the patient is happy with. If this is not possible, considers
that it may compromise good nutritional care.

3. Acknowledges their professional duty to report dishonest behaviour to their senior manager, which
may result in notification to the Nursing and Midwifery Council. Failure to report concerns may bring
their own fitness to practise into question and may place their own registration at risk, reflecting the
duty of candour.

4. Raises concern with the senior manager at the earliest opportunity, verbally or in writing. Recognises
the need to be clear, honest and objective about the reasons for concern.

5. Recognises that they may be asked by a senior manager to record a witness statement, documenting
what was seen and what steps were taken to deal with the matter, including to whom the incident was
reported. The witness statement must be signed and dated.

6. Acknowledges the need to keep to and uphold the standards and values set out in ‘The Code’.

Witness Abuse ( URI-PRWC)

1. Used of unsafe and clinically inappropriate moving and handling technique to maneuver the patient
up the bed.

2. Recognizes that the patient may have suffered physical harm by being forcefully moved up the bed,
undertakes a full assessment, and ensures that the patient is comfortable.

3. Identifies that the tone and delivery of their colleague’s words were aggressive and inappropriate and
caused the patient emotional distress. Communicates with compassion and empathy to reassure the
patient.

4. Acknowledges their professional duty to report behavior to their senior manager, which may result in
notification to the Nursing and Midwifery Council. Failure to report concerns may bring their own fitness
to practice into question and may place their own registration at risk, reflecting the duty of candour.

5. Raises concern with the senior manager at the earliest opportunity, verbally or in writing. Recognizes
the need to be clear, honest and objective about the reasons for concern.

6. Documents what was seen and the steps taken to deal with the matter, including to whom the
incident was reported. Identifies that the witness statement must be signed and dated.

7. Acknowledges the need to keep to and uphold the standards and values set out in ‘The Code’.
Social Media ( SS-PR-CC )
1. Sharing confidential information and posting pictures of patients and people receiving care without
their consent is inappropriate.

2. States that acknowledging someone else’s post (sharing/reacting/commenting) can imply the
endorsement or support of that point of view.

3. Recognises the professional duty to report any concerns about the safety of people in their care or
the public, and that failure to report concerns may bring their own fitness to practice into question and
place their own registration at risk, reflecting the duty of candour.

4. Raises concern with the senior manager at the earliest opportunity, verbally or in writing. Recognizes
the need to be clear, honest and objective about the reasons for concern.

5. Completes an incident report, recording the events, the steps taken to deal with the matter, including
the date and with whom the concern was raised.

6. Acknowledges the need to keep to and uphold the standards and values set out in ‘The Code’.

False Representation ( FPA-MRSI )

1. False impersonation to provide a reference is an unlawful fraudulent action.

2. Acknowledges their professional duty to report the unlawful and dishonest behaviour of the nurse to
the manager and the professional body, the Nursing and Midwifery Council. Failure to report concerns
may bring their own fitness to practise into question and place their own registration at risk, reflecting
the duty of candour.

3. the action of falsely providing a reference could indirectly create a risk to the safety of patients in the
care home.

4. Makes a clear written record of the occurrence, including the date and with whom the concern was
raised.

5. Recognises that this action will need to be shared with police and will likely result in the need for a
formal police statement.

6. Suspends the nurse in question from work, pending investigation, removing them from any
forthcoming shifts from the roster, and identifying cover.

7. Identifies that the act of impersonating a ward manager breaches the fundamental tenets of truth
and honesty set out in ‘The Code’ and does not promote professionalism and public trust.
Racism ( RA-PIFE )
1. Recognises that Piper is not adhering to the fundamental tenets of ‘The Code’ of promoting the
health, wellbeing, rights, privacy and the dignity of individuals.

2. The action of posting racially abusive comments demonstrates personal attitudinal views that deviate
from the values of the nursing profession.

3. Acknowledges their professional duty to report Piper’s unlawful racist behaviour to the manager and
professional body, the Nursing and Midwifery Council. Failure to report concerns may bring their own
fitness to practise into question and place their own registration at risk, reflecting the duty of candour.

4. Identifies that, although there are no clinical concerns about Piper, patients may be put at risk
because of the racist attitudes she holds.

5. Reports the post to the social media platform and ‘unfriends’ the colleague to dissociate from them.

6. The employer may share the event with the police and so they may be required to make a formal
statement.

Falsifying Observations ( RID-PRF )

1. Recognises that their colleague has deliberately misrepresented the care given by falsifying vital
observations.

2. Identifies the need for immediate action to assess all patients’ vital signs to ensure patient safety.

3. Documents events, actions and consequences in the patients’ records, and completes an incident
report.

4. Acknowledges their professional duty to report the dishonest behavior of the nurse to the manager
and the professional body, the Nursing and Midwifery Council. Failure to report concerns may bring
their own fitness to practice into question and place their own registration at risk, reflecting the duty of
candour.

5. Report concern with the manager at the earliest opportunity, verbally or in writing. Recognizes the
need to be clear, honest and objective about the reasons for concern.

6. Recognises that the fundamental tenets of the nursing profession are truth and honesty, and that this
behaviour does not promote the standards and values set out in ‘The Code’ of promoting
professionalism and trust.
Falsifying Time Sheet ( RPV-MRF )
1. Recognises that falsifying timesheets for personal financial gain is an unlawful fraudulent action.

2. Acknowledges their professional duty to report the unlawful and dishonest behavior of the nurse to
the manager and the professional body, the Nursing and Midwifery Council. Failure to report concerns
may bring their own fitness to practice into question and place their own registration at risk, reflecting
the duty of candour.

3. Verbally reports concerns to the manager and the temporary staffing manager at the earliest
opportunity, verbally and in writing. Recognises the need to be clear, honest and objective about the
reasons for concern.

4. Makes a clear written incident report of the occurrence, including the date and with whom the
concern was raised.

5. Recognizes that they may be asked to make a formal witness statement for the NHS fraud team and
the police.

6. Recognises that the fundamental tenets of the nursing profession are truth and honesty, and that this
behaviour does not promote the standards and values set out in ‘The Code’ for promoting
professionalism and trust.