Safeguarding

1. Purpose and Commitment

A.C. Radio Cabs Ltd has operated in Southend for 65 years as a family business built on
trust and integrity. We know that our responsibility extends beyond providing transport, it
includes safeguarding everyone we work with and everyone we transport. Modern slavery
and human trafficking have no place in our operations, our supply chain, or any business we
associate with. This is not just about legal compliance, it is fundamental to who we are.

We are committed to running our business ethically, responsibly, and transparently. We
uphold the highest standards of human rights and take proactive steps to prevent modern
slavery in any form within our organisation or among our suppliers.

2. Organisation and Operations
A.C. Radio Cabs Ltd operates as a private hire and passenger transport company based in
Southend-on-Sea. We provide pre-booked, ad hoc, and specialist transport services for
patients, staff, and visitors on behalf of NHS Trusts and other public sector bodies. We have
worked with Southend University Hospital for over 40 years, and this long-standing
relationship has taught us that safeguarding vulnerable people is not simply policy, it is part
of every journey, every day.

Our workforce includes directly employed office staff and licensed self-employed drivers, all
of whom undergo full screening, training, and compliance checks. The company’s operations
are led by the Managing Director, Mr John Watson, supported by an experienced
management team. Our supply chain is intentionally straightforward and UK-based, made up
of established leasing companies, local maintenance workshops, insurers, and technology
providers. Each partner is expected to maintain the same ethical and professional standards
that define our business.

3. Governance, Policy Framework, and Oversight
Our commitment to preventing modern slavery is backed by robust internal systems and,
more importantly, by how we apply them day to day. Every prospective driver attends a
personal interview lasting about an hour. We assess not only their driving experience and
English communication, but also their attitude, behaviour, and personal circumstances. We
look for people who share our values of respect and responsibility. Only those who pass this
interview and a competency test on safeguarding can proceed to enhanced DBS checks and
document verification by our Driver Manager.

Our Gold Driver Rating system ensures that only those with proven exemplary conduct over
at least one year are eligible for NHS work. This is not only about skill, it is about character
and trust demonstrated through consistent professionalism.

We have clear reporting routes for all staff and contractors. Anyone with concerns about
exploitation or unethical behaviour can report directly to the Managing Director, the
Designated Safeguarding Lead, or through the confidential whistleblowing process. Every
concern is investigated promptly and thoroughly.

4. Due Diligence and Supply Chain Management
Our approach to suppliers is straightforward: if we would not be comfortable explaining the
relationship to our NHS clients, we do not pursue it. Our supply chain is deliberately kept

simple and local. We work with vehicle leasing companies, maintenance garages, and long-
term technology partners we know personally.

Before we engage any supplier, we verify company registration details, financial stability,
and compliance with the Modern Slavery Act 2015. If a supplier provides services in a
potentially higher-risk area such as uniform production or vehicle cleaning, we request
written confirmation and evidence of their labour practices. Any partner who cannot
demonstrate compliance is either removed from consideration or monitored closely until fully
compliant.

All supplier contracts contain clauses requiring adherence to modern slavery legislation, with
breaches treated as grounds for termination.

5. Employment and Workforce Standards
All employment and engagement with A.C. Radio Cabs Ltd is fair, transparent, and lawful.
We do not employ anyone under the legal working age, and we never tolerate forced,
bonded, or involuntary labour. No driver or employee is asked to pay recruitment fees or
deposits as a condition of work.

Our employment standards include clear written terms of engagement, direct payment of
wages to each worker’s nominated account, adherence to National Minimum Wage and
Working Time Regulations, and renewal of DBS and licensing checks at least every three
years.

Every operational member of our team completes safeguarding and child sexual exploitation
(CSE) training. They are made fully aware of their responsibilities and know exactly how to
report any concern, either internally or to the appropriate authority, without hesitation.

6. Safeguarding and Protection of Vulnerable People
Safeguarding is central to our work. We know that our drivers often provide transport to
people who are vulnerable, frightened, unwell, or at risk. For that reason, safeguarding
training is built into our quarterly Safe-Driver training programme. These sessions use real
situations drawn from our own experience, such as how to respond if a passenger appears
distressed, under someone else’s control, or at risk of harm. Drivers learn when to escalate
concerns immediately and when to record observations for review.

Our Driver Manager carries out daily start-of-shift checks, covering not only vehicle safety
but also driver presentation, wellbeing, and general readiness. If a driver appears pressured,
distressed, or suddenly changed in circumstances, a private discussion takes place. Our
Designated Safeguarding Lead is available every day, and drivers have direct access to
them at any time.

Because our drivers frequently work alone with passengers, they understand that they are
often the only independent person able to identify a safeguarding concern. We expect every
driver to treat that responsibility with seriousness and empathy.

7. Monitoring, Compliance, and Continuous Improvement
Our monitoring framework is rooted in both technology and human oversight. Our Ghost
dispatch system records every booking, driver allocation, and communication. This provides
a transparent audit trail for every journey and helps us to investigate any concern swiftly and
accurately.

We maintain complete records of each driver’s interview, training, DBS status, licensing, and
Gold Rating history. The Driver Manager reviews these records continuously, and any
missing or expired documentation results in immediate suspension from duty until resolved.

We review supplier compliance annually, but we also maintain regular contact throughout
the year. Modern slavery prevention is not an annual exercise, it is an on-going conversation
with our partners.

8. Communication and Reporting
This statement reflects the values we have built over 65 years of serving our community and
working with the NHS. Every driver receives this policy during induction and signs to confirm
understanding. It is discussed in training, included in the Driver Handbook, and visible in our
daily operations.

If anyone has concerns about modern slavery, human trafficking, or exploitation, whether
related to A.C. Radio Cabs Ltd or any connected organisation, we want to hear about it.
Concerns can be raised directly with the Managing Director, the Designated Safeguarding
Lead, or through our whistleblowing procedure. Reports can also be made to local
safeguarding agencies where appropriate. Every report is taken seriously and acted upon.

9. Responsibility and Approval
Overall responsibility for this policy rests with the Managing Director, Mr John Watson, who
has led A.C. Radio Cabs Ltd through four decades of NHS partnership. However,
responsibility does not stop at management level, every supervisor, Driver Manager, and
team member is accountable for maintaining safeguarding standards and ethical practice.

We review this statement annually, but we live it every day. If our actions ever fail to meet
our words, we expect to be held accountable.