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An alert notice is a way for an NHS employer to make other bodies aware that a healthcare professional may pose a threat to service users or staff to reduce the risk of the healthcare professional…
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All services in Mersey Care are to access British Sign Language and related communication to support deaf and deafblind people via the specialist provider Signalise Co-op. Services within the…
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Contact the Procurement team to help and advice before undertaking any significant purchasing activity The Procurement Team are there to support you by identifying a need, to locating a suitable…
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Briefing Packs The purpose of the briefing pack is to ensure our staff have an overview of key areas in the Trust along with any relevant positive / good news stories and key…
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Congratulations to everyone who was nominated or was successful in winning one of the Star Awards at last night’s event at ACC Liverpool. The awards reflected the great variety of…
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Nutrition and Hydration Week takes place from 13 March to 19 March 2023. The week aims to promote the importance of good nutrition and hydration. There are activities planned for this week…
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What is Emotional abuse? Emotional abuse is the persistent emotional maltreatment of a child such as to cause severe and persistent adverse effects on the child’s emotional development. It…
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Communications objectives Our communications objectives for the launch of the service are to: Make sure the right people are aware of the new service and can make an appropriate a referral…
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As a gesture of thanks for taking the time to give your feedback, staff who provided consent during the 2024 staff survey were entered into an individual prize draw with a range of items on offer…
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There has been a recruitment plan developed for transition worker champions and current job descriptions have been reviewed to be taken through the agenda for change process. Finance has been…
File results
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MC01 Overarching Mental Capacity Act
The purpose of this corporate policy and procedure is to provide support and guidance for those working within the framework of the Mental Capacity Act 2005. This policy reviews and replaces the Trust-wide policy last reviewed in 2020
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MC04 Implementation and Management of the Deprivation of Liberty Safeguards within the Meaning of the Mental Capacity Act 2005
The purpose of this corporate policy and procedure is to provide support and guidance for those working within the framework of the Mental Capacity Act 2005. This policy reviews and replaces the Trust-wide policy last reviewed in 2020
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Mental Capacity Act flowchart
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Dietary referral Mental Capacity Act flowchart
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Dietician Mental Capacity Act flowchart
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7 min briefing Mental Capacity Act - Shared Decision Making
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Mental Capacity Act or Mental health Act
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MH01 Overarching Policy and Procedure of the Mental Health Act 1983
The objectives of this policy are to describe the standards expected and the supporting processes for 1 Clinical and administrative application of the Mental Health Act 1983 (MHA). 2 Describing the interface processes that exist between the Mental Health Act 1983, the Mental Capacity Act 2005 and the Deprivation of Liberty Safeguards. 3 Monitoring the clinical and administrative application of the MHA. 4 Supporting those applying or monitoring the MHA through cross-referencing with the Act’s Code of Practice and other relevant literature, documentation. 5 Review and monitoring of the above process.
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Absent Without Leave (AWOL) Procedure
The purpose of this procedure is to ensure an effective and consistent response to reports of service users who are either detained under the Mental Health Act (MHA) 1983 (as amended 2007) or under Deprivation of Liberty Safeguards (DoLS) as per the Mental Capacity Act (2005) who abscond from an inpatient setting; are absent without leave (AWOL); or fail to return from a period of leave and how to return them safely to the ward if appropriate.
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HR27 Supporting Staff with Mental or Physical Disabilities
This Policy is about ensuring that employees with long term physical or mental health conditions are supported to remain in work and have access to the same opportunities as people who do not have health conditions, in line with the 2010 Equality Act.