Safeguarding Adults Procedures

131 Guidance re dealing with disputes and conflict of opinion 1. Introduction 2. Potential areas of disagreement 3. Preventing disputes 4. Informal dispute resolution 5. Formal dispute resolution 6. Where disagreement remains 7. Review 1. Introduction Whilst this guidance is designed to resolve difficulties and therefore needs to be used as required nothing must be done which jeopardises immediate attention to the safety and wellbeing of an adult at risk of harm. That immediate action will always be a priority. The document references a list of potential areas of disagreement. The list is not exhaustive. The guidance is to be followed when disputes cannot be resolved through discussion and negotiation between practitioners at the level of their involvement in a case. It is not designed to address disagreements between practitioners within a single agency about whether to raise a concern or not. This type of disagreement will be resolved within the single agency. 2. Potential areas of disagreement  The local safeguarding team have a different view about how to respond to a concern which has been raised with them from the person who raised it.  There is disagreement about the whether to share some information and/ or about the provision of services.  There is disagreement with Dorset Police colleagues about whether a criminal investigation should be pursued.  There is disagreement about the outcome of any assessment and whether the appropriate action plan and/ or review arrangements are in place to safeguard the welfare of the adult at risk. 3. Preventing disputes It should be possible to resolve almost all disputes by discussion and negotiation and this approach is required by these Procedures as the first option. The practitioners involved should attempt this resolution within one working day. If they remain unable to resolve their differences then the disagreement must be reported by each of them to their line manager or equivalent. It is expected that for almost all day-to-day type issues the relevant line managers will resolve the disagreement through a review of the available information and taking account of the perspectives of those who raised the concerns with them. They must attempt to do so within one working day. The details of the dispute and the dialogue between the respective line managers, or those to whom they have delegated responsibility, must be recorded 4. Informal dispute resolution Where it proves not possible to resolve the matter at the first-tier management level, the matter must be referred, without delay and ideally within one working day, to the second-tier management level. If the matter in dispute is one related to operational practice, rather than of a strategic or policy nature then the clear expectation is for it to be resolved at this second-tier management level. Appendix 21 – Guidance for dealing with disputes and conflicts of opinion