Page 46 - PRIVATE & CONFIDENTIAL

DEALING WITH ACCIDENTS AND NON-MEDICAL EMERGENCIES IN PRIVATE HOMES

As part of your daily care routines you may be faced with all types of emergencies each
of which will require a calm clear approach and the knowledge of what action is
necessary. These may include arriving at a customer's home to find a power cut,
flooding, a break-in or attempted break-in, and smells suggesting a gas escape. We
have developed several specific policies to deal with non-medical emergency
situations; further details can be obtained from your line manager.

DEALING WITH MEDICAL EMERGENCIES IN PRIVATE HOMES

You may also be faced with medical emergencies affecting a customer. These can
range from suspected hypothermia, suggestions of third-party abuse, self-abuse,
through alcohol consumption or overdose of drugs, a fall and even discovering that
the customer has passed away in your absence. We have developed specific policies
to deal with these situations; further details of these policies can be obtained from
your line manager.

CARE PLANS

You should ensure you follow care plans in place for each customer. Further details
can be obtained from your line manager.

12. RETIREMENT PROCEDURE

The company will not compel you to retire at any specified age. However, the company
may require you to retire if it can justify this on objective grounds. This will be
determined on a case by case basis.

In addition, you may choose to retire of your own volition at any particular stage in
your life.

Accordingly, should you wish to retire, you should advise your line manager as soon
as practicable (or in accordance with the notice requirements as set out in your
employment agreement) of both your intention to retire and your intended
retirement date. This will enable the company to make suitable arrangements for your
retirement including your replacement and any handover, if appropriate.

Alternatively, you may wish to make changes in your lifestyle prior to retiring and this
may involve reducing either the number of days or hours which you work or the duties
which you carry out.

If this is the case, you should utilise the procedure as set out in the company’s flexible
working policy.