Author/Reviewer: Jenny Cousins, Director
Adopted by Board of Trustees: July 2018
Review date: July 2022
The Food Museum cannot function without the time generously given by those who serve as unpaid volunteers to help the museum achieve its aims. This policy sets out how the museum approaches and manages volunteering.
The museum will:
- Actively build a community around delivery of the museum’s charitable objectives.
- Maintain a handbook for volunteers with clear information.
- Ensure that every volunteer has a member of museum staff to whom he or she is responsible.
- Agree a volunteer role description with every volunteer.
- Ensure that every volunteer has an opportunity to have a one-to-one conversation with someone in authority on a regular basis designed to meet their personal needs for feedback.
- Ensure that museum policies are displayed by the volunteer noticeboards.
- Take up references and checks as relevant to the position that the volunteer is taking up. E.g. volunteers who will be regularly working with or supervising children or vulnerable adults will have a DBS check, which includes proof of identity, paid for by the museum.
- Maintain contact details, including relevant medical information and emergency contact details for volunteers for as long as they are volunteering. We also require a signed consent form for the purposes of recording consent. After a volunteer leaves, the museum will retain their name and basic contact details and records of consent for our organisational archive.
- Supply free tea, coffee and milk for volunteers.
The museum will not:
- Recruit volunteers to replace paid members of museum staff. The level of responsibility in a volunteering role should be clearly different to a staff role.
- Allow paid staff to volunteer except in areas of work which are different to their paid job role.
- Reimburse personal expenses for volunteers, except where these are pre-agreed (e.g. travel to a location not the museum on museum business) or are a necessary requirement of an aspect of museum work (e.g. PPE if needed for a regular role).
The museum needs the assistance of volunteers in almost all areas of its activities and normally involves volunteers in the following work:
- Collection, including documentation and conservation
- Estate, including animal care, gardening, farming
- Front of House, including meeter-and-greeters
The museum needs volunteers from all sections of the community who have a wide range of skills, abilities and interests. The museum will recruit volunteers in accordance with its Diversity and Equality Policy.
All volunteers will be given an induction and a copy of the Volunteer Handbook. The purpose of the Volunteer Handbook is to provide clear and simple guidelines for volunteering at the museum, introducing the museum’s work and explaining how the museum functions.
The member of the museum staff providing the induction will go through the Volunteer Handbook and ensure that the volunteer is clear on the museum’s expectations and requirements before the volunteer starts work at the museum. The volunteer must sign the Volunteer Agreement which confirms that they have understood these expectations and requirements.
Guidelines for staff are:
- Staff should be aware of the need to ensure that volunteers gain satisfaction from the time they give to the museum, which means that they should have a clear understanding of their role.
- Staff should be supportive of all volunteers, rendering assistance and advice as needed. Volunteers should feel able to discuss any difficulties that they encounter with any member of the museum staff.
- Where a volunteer placement is not working, clear action should be taken to remedy the issue or end the placement if two members of staff agree that this the appropriate course of action to take.
If a volunteer is not a good fit for a placement, attempts should be made to find a more suitable task.
The circumstances where immediate termination is appropriate are laid out in the Disciplinary and Grievance Policy.
The Museum is located in the heart of the town of Stowmarket, occupying over 75-acres of beautiful Suffolk countryside. Explore nearly 3km of woodland and riverside nature trails. Discover the history of East Anglia with 18 splendid historic buildings including Alton Water Mill with its house and cart lodge, Grundisburgh Blacksmiths forge, a tin chapel and learn about fascinating East Anglian lives, crafts and culture.
Our site is important as a maintained green space in the heart of Stowmarket, as well as the historic walled garden, includes an environmentally important wet meadow and 3 sites of Special Scientific Interest contained within our river walk. We are also able to support a number of historic breeds such as the Large Black pig, Suffolk Punch horse, Red Poll cattle and Suffolk sheep, which are important to our farming heritage.
The museum has also opened the newly refurbished Queen Anne Style Abbot’s Hall, featuring exhibits exploring the theme of home and belonging in East Anglia, with interactive displays, listening posts and a changing programme of temporary exhibitions. As well as Crowe Street Cottages a pair of 18th Century workers dwellings, containing the belongings of its last resident Mrs Wilding, who along with her husband worked in Abbot’s Hall and its estate.
The Museum hosts a varied programme of events including the annual Beer Festival, demonstrations and children’s activities available throughout the year.
As a VAQAS Quality Assured attraction, we hold customer service at the forefront of our visitor experience.
For those with access needs, manned buggies provide transport around our large site, and the opportunity to interact with our Museum assistants. The facilities and services of our site are accessible through disabled doors and disabled parking with an easy access path leading onto the site. The majority of our buildings are on floor level. In Abbot’s Hall a disabled entrance and lift allows access to upper floor. We have a mixture of audio and visual interactives, making our exhibitions accessible for the visually or audibly impaired.
We look forward to welcoming you. If you have any queries or require any assistance please phone 01449 612229 or email email@example.com
- The nearest train station is Stowmarket, is 0.3 miles away which is approximately 5 minutes walk. Stowmarket Cab Co, a taxi service, is located just outside the station – Tel No. 01449 677777
- There are regular bus services to the centre of Stowmarket from Ipswich, Bury St Edmunds and surrounding villages, information on times are available from the Mid Suffolk Information Centre on 01449 676800. The bus stops are approximately 2-3 minutes walking distance.
- The paths leading to the entrance to the Museum are paved and even making accessible for wheelchair users.
- Information about local services for disabled people available from Tourist Information Centre. Closest RADAR toilet on Recreation Ground, 5 minutes away from Food Museum. ‘Stow Mobility’ are based outside the entrance to the Museum, they provide hire of wheelchairs and scooters if required please visit http://stowmarkethealthcare.co.uk/
Car Parking and Arrival
- Blue Badge parking is available on all car parks in Stowmarket. There is no charge for Blue Badge holders for first 3 hours on any car park in Stowmarket, as long as the Blue Badge is displayed.
- All surfaces from any car park in Stowmarket to the Food Museum are either even and firm tarmac, or concreted pavement.
- All car parks in Stowmarket are well lit, with streetlights providing sufficient lighting leading up to the Food Museum.
- The Tourist Information Centre, front of house for the Food Museum, is accommodating to deaf/hard of hearing visitors. A hearing loop is located within the building, to broadcast directly to hearing aids if needed.
- The entrance doors are mechanical, and therefore can be opened either manually, or by the disabled access button. The disabled access buttons are located internally and externally on posts next to both entrances/exits. The front set of doors open outwards, while the side set of doors open inwards. Both sets are relatively heavy when used manually.
-Main door 1.6 m (63inches) Concrete slabs. Opens Out. Manual or Automatic doors.
-Side door as above – brick surface
-Door to barn 1.55m (61 inches) concrete surface
-Drop off area. Paved (no kerb). Outside Shop, Level access
Individual Car Park Information
- Illife Way Car Park- No disabled spaces, however, there is no charge for Blue Badge for first 3 hours as long as Blue Badge is displayed. (0.1 mile)
- Milton Road/Morrison’s Car Park- 9 disabled spaces with no charge for Blue Badge holders as long as the Blue Badge is displayed (Maximum stay 3 hours) (0.3mile)
- Union Street Car Park- No disabled spaces, however, there is no charge for Blue Badge holders as long as Blue Badge is displayed (0.2 mile)
- Ipswich Street Car Park- 3 disabled spaces with no charge for Blue Badge holders (Maximum stay 3 hours) (0.2 mile)
- Bury Street Car Park- No disabled spaces, however there is no charge for Blue Badge holders for first 3 hours as long as Blue Badge is displayed (0.2 mile) Main site – Displays and exhibits
- Each building has a building book that includes information about the displays in the building and can be carried around or used in one place as required. As displays are renewed, the museum is looking at ways to reduce or remove barriers that could be a hindrance to both children and wheelchair users.
- The Boby building includes a rolling display of old film relating to the trades and industries of East Anglia. Seating is provided in the form of old cinema seats. There are also wooden benches provided around the displays.
- Most of our buildings have concrete floors except for Edgar’s farmhouse (Grade 2 listed with a dirt floor), Abbot’s Hall Barn (Grade 2 listed has concrete, brick and chalk mix – most of which has been levelled and carpeted to make it easier for visitors), whilst Alton Watermill has a wooden floor.
- The interpretation throughout the Museum varies widely due to later additions of historic buildings and development stages. Each historic building has an interpretation panel with a brief history and images.
- We have picnic benches dotted throughout our site enabling visitors to take a seat and admire the view or have a picnic.
- Lighting varies throughout our buildings, 80% of lights are spotlights with the remainder being strip lights.
The Boby Building – the front doors are opened entirely to give access to the building. There is no step into the building.
Many of our buildings have access ramps – although we are limited in the changes we can make to some of our historic buildings.
The Museum also offers visitors the use of an electric buggy driven by one of the Museum. The museum has wheelchair and buggy routes signposted.
Abbot’s Hall – Displays and exhibits
A Grade 2* listed which has has benefited from a HLF funding in 2012 therefore has several interactive displays and facilities available.
- Each room has a printed book that includes copies of the QR code information for those that cannot access this information direct.
- The Parlour includes an audio chair with selection buttons, rolling images and interpretation on a large screen above the fireplace and background music from the piano. There are two comfortable wingback chairs in here that can be used by visitors as well as window seats.
- The Peoples Peculiar has four Ipad style screens for visitor interaction – one of these screens is adjustable for angle, etc. There are also two chairs for use by visitors at the monitors, etc.
- The George Ewart Evans room has a selection of handsets playing oral history recordings, as well as the sound to accompany the film that plays. There is a stand holding fold out stools in this room that can be used to listen to the recordings or can be carried around the rest of the house for use by visitors.
- The St Audry’s Room has a screen with sound – selection buttons can be used. This has been positioned at a height that enables access to children and those in wheelchairs.
- The Temporary Exhibition Rooms occasionally use sound to add atmosphere. We aim to position works with a central line at 120cm to make them accessible for children and those in wheelchairs. There are window seats in both the temporary galleries for visitors use.
- Flooring throughout Abbot’s Hall is either smooth wood or sisal. There is a hoist at the disabled access door to reach the ground floor and a lift to carry visitors to the first floor. Lighting throughout the building is on a sensor basis and will come on/stay lit when movement is detected.
- The Dining Room chairs around our dining table are for set dressing only so can be used by visitors.
- Access to the conservatory is via the outside pathways due to the listed status of the building.
- Lighting consists of LED spot lights and track lighting.
We have several toilets on our site. All our toilets are identified on our site map below. All areas marked with the WC symbol have an accessible WC, ladies and gent WCs.
Abbot’s Hall Facilities
Ladies – 3 cubicles
Gents – 2 Urinals, 1 cubicle
1 x Baby Changing Room
1x Disabled Toilet
Home Close Facilities
Ladies – 2 Cubicles
Gents – 2 Urinals, 2 cubicle
1 x Disabled Toilet with Baby Changing
Conservation Building Facilities
Ladies – 1 Cubicle
Gents – Urinals, 1 cubicle
Disabled toilet with Baby Changing
- The Osier Café open to the public all year round and aims to offer reasonably priced high quality homemade food in a warm and friendly setting. The menu changes daily, we love to bake cakes and our scones are freshly baked daily. We always have a vegetarian option and now stock a selection of gluten free cakes. Menu includes home-made soup, freshly made sandwiches, ice creams and a great cup of coffee.
- The cafe is accessible via a ramp leading to outside decking, it is wheelchair accessible. The Entrance is 0.85m wide (33inches).
- The floor is painted flat concrete enabling access to all the tables
- It contains a children’s area with toys and an casual area with a sofa and coffee table
- The ordering of food is done on entry at the counter with changing blackboards detailing menu options, staff are available to read the menu and explain dietary options, food and drinks are delivered to the table thereafter.
- Tables and chairs are wooden and are of standard height (see picture below), there is access for a wheelchair and buggies between tables.
- Lighting consists of hanging and wall mounted lights.
- The WC are situated in the building next door and are fully accessible.
- The shop has a level entrance. However, it is situated at the top of a small, but steep, hill. It can also be accessed from the left and right, which is flat and level.
- The clear door opening width for the front facing set of doors is 2032mm . The clear door opening width from the side-facing set of doors is 2032mm.
- The layout of the shop is level. There is adequate space through most of the shop for a wheelchair or pushchair.
- There are two large low counter areas.
- All of the display racks are divided by shelves, differentiating in height. Items are spread throughout these shelves, and higher or lower items may be difficult for wheelchair or pushchair users to access.
- There is no background music.
- A hearing loop system is available.
- Staff will always give assistance if required.
Grounds and Gardens
- The site consists of large expanses of grounds and lawns in between buildings which are accessible to visitors by foot or aided by our buggies. These can be reached by wheelchairs via our paths, Crowe Lane and an accessible path which runs through the middle of the site, the river trail is accessible by foot only. There are picnic tables placed around the site.
- Some of our grounds are uneven, our staff are available to guide and instruct on the best route possible depending on the needs of the visitor. Additional Information
- All our staff receive regular training that includes disability awareness training.
- We have a set of evacuation procedures – should you require it, someone will assist you with evacuation either out of the buildings or to a refuge.
- Assistance dogs are welcome and water can be provided upon request.
- All our information brochures, evacuation procedures etc. can be made available on request.
Author/Reviewer: Jenny Cousins, Director
Adopted by Board of Trustees: April 2018
Review date: April 2022
The Food Museum is committed to encouraging equality and diversity and eliminating unlawful discrimination. Our aim is for people working at the museum to feel respected and able to give their best, and for our visitors and programme participants to feel welcome. This policy sets out the expectations we have for our workforce (staff, volunteers, trainees, work experience students) and for contractors and partners working on site.
The museum is committed to:
• Not unlawfully discriminating because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, gender and sexual orientation.
• Opposing all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities.
• Creating a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff and volunteers are recognised and valued.
• Maintaining a workforce which is reflective of our local community.
• Delivering services in a way that genuinely recognises the importance of an inclusive society.
• Making reasonable adjustments to working practices, equipment and premises and offer, where appropriate, additional support to trustees, staff and volunteers to ensure they are able to take a full and active part in the museum’s work.
• Taking decisions concerning staff and volunteers based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
• Providing appropriate training about rights and responsibilities under this policy.
• Monitoring the make-up of the workforce regarding information such as age, gender, ethnic background, sexual orientation, religion or belief, and disability to assess progress in meeting the aims and commitments set out in this equality policy. The museum is an equal opportunities employer and provider of services. No job applicant, employee, volunteer, trustee, member or service user should receive less favourable treatment on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, gender, sexual orientation, mental health, HIV status, employment status, unrelated criminal convictions or union activities.
The Board of Trustees are responsible for agreeing this policy and reviewing its effectiveness.
The Director will ensure that:
• The policy is implemented through the delivery of an Equality Action Plan.
• Managers are supported in their roles.
• Trustees are appraised regularly on the state of equal opportunities and diversity.
The museum requires its managers to ensure that:
• Proper records of employment decisions are maintained and regular reviews of employment practices are carried out.
• Grievances are dealt with in a fair and consistent manner in line with the museum’s Disciplinary and Grievance policy and procedure.
• Their staff and volunteers are aware of their responsibilities under this policy.
All staff, volunteers, placement students and trainees, contractors and partners must:
• Abide by this policy and the law.
• Conduct themselves to help the museum provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.
• Not harass, abuse or intimidate anyone else on the grounds set out above.
• Inform the museum’s management if they suspect discrimination, bullying, harassment or victimisation is taking place.
All members of the workforce should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public. Such acts will be dealt with as misconduct under our grievance and/or disciplinary procedures, and any appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.
Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.
The museum regards the collection and analysis of data as vital in informing change and improving performance. Where appropriate, statistics on the museum’s services and workforce will be collected and analysed in relation to equality and diversity matters. We will review employee turnover and seek information on reasons for leaving. Local and national data or statistics will be used to benchmark our performance. How we collect and manage data is described in our Data Protection policy.
The Food Museum exists to maintain, develop, study and display both its collections and site in order to make accessible for public benefit, education and enjoyment, the rural industrial, social and natural heritage of East Anglia, placing the region in its national and international context.
The purpose of this policy is to ensure that the promotion of environmental sustainability informs the whole range of the museum’s activities. The principles of this policy shall be used to form the basis for establishing future business strategies, planning and operational practice.
Failure to follow the procedures in the policy may lead to disciplinary or other appropriate action.
The Organisation’s aims and objectives will be achieved through action planning, effective monitoring and a willingness to tackle problems where they arise. The Organisation is committed to reviewing this policy on an annual basis. Through our training, publications, interaction with members and other activities, the Organisation will ensure those we work with know our statements of policy.
The Organisation will regularly review the implementation of its Sustainability and strategy. Where evidence is found of ineffectiveness, immediate remedial action will be taken to ensure implementation.
Aims and Objectives
The aims and objectives of the Sustainability Policy are:
- To develop and maintain high professional standards in the protection of collections, building and site.
- To undertake and allow access for research into the collections, buildings and site, in order to enhance knowledge and understanding of the town, district and region.
- To encourage and promote public interest and involvement in the museum as a place of education and enjoyment.
- To develop an efficient, effective, progressive and high quality museum recognised locally, regionally and nationally as a centre of excellence.
Key Environmental Aims and Objectives
To reduce the consumption of energy within the museum, and to ensure that the energy used is done so in an efficient manner
- By investing in forms of renewable energy, including solar panels and wind turbines, to provide the energy for lighting within museum buildings; and where planning permission does not allow for the above by using energy saving light bulbs.
- By using night storage heaters to provide heating in the necessary buildings throughout the winter.
- By providing sustainability training and development for the museum’s staff and volunteers, and encouraging them to apply sound sustainability practices at work, home and in the wider community.
- By ensuring that any office / estate equipment is switched off when not in use and hibernation programmes are in use appropriately.
To reduce waste, encourage recycling and minimise pollution across the whole of the museum site.
- By minimising the amount of waste produced at the point of production, and to avoid the production of waste whenever possible, by careful management and best site practice.
- By encouraging staff and volunteers to reuse materials that would previously have been discarded.
- By having easily accessible and frequently emptied recycling points around the museum site for paper, glass and plastic products.
- By disposing of any waste using environmentally sound practice.
- By making full use of renewable sources of energy to become a carbon neutral organisation.
To ensure that transport to and around the museum site, used by staff, volunteers and visitors, is as efficient as possible.
- By encouraging staff, volunteers and visitors to walk around the site as much as is possible.
- By using, when necessary, the rechargeable electric buggies to transport people and objects around the museum site.
- By providing incentives for visitors travelling to the museum to use sustainable methods of transport.
- By investigating the possibilities of using vehicles adapted to bio fuels / dual fuel mechanisms on the museum site.
- By providing incentives for visitors travelling to the museum to use sustainable methods of transport.
- By investigating the possibilities of using vehicles adapted to bio fuels / dual fuel mechanisms on the museum site.
To ensure that the collections are stored in a sustainable environment, allowing them to be of use to future generations
- By avoiding exposing the collections to a wide range of temperatures, and ensuring that the temperature variation between day and night, and summer and winter is as low as possible.
- By controlling the amount of UV light (both from natural and artificial lighting) the collections are exposed to, especially sensitive materials such as textiles.
- By ensuring that the humidity levels within the museum spaces are within a suitable range for the variety of materials that form the collections, and by avoiding any rapid changes in humidity.
To introduce and maintain initiatives that communicate and engage the museum visitors with the concept of sustainable development, both within the museum site and in the wider world
- By using exhibitions and events as a means of promoting awareness of sustainable development.
- By using the museum site to demonstrate ideals of sustainable development and to illustrate the connections between humans and landscapes.
- By promoting the advantages of local produce and markets within the museum, and leading by example.
- By supporting ‘Other’ groups and using exhibitions combined with social and educational opportunities to promote social inclusion and change accepted perceptions of excluded groups.
- By promoting the museums site as a local trading hub, especially for local and traditional crafts.
To actively ensure that the procurement process, in terms of design and supply, is done so in a sustainable manner
- By using local suppliers for goods and services, and so reduce travel expenses whilst also supporting the local economy.
- By using environmentally preferable materials and practices.
- By monitoring the use of natural resources, both renewable and nonrenewable.
- By using suppliers that adhere to principles of sustainable development.
Review Date: January 2018
Author/Reviewer: Jo Rooks, Safeguarding Officer and Jenny Cousins, Director
Adopted by Board of Trustees: July 2018
Review date: July 2022
The museum has obligations under:
• The Children’s Act (2004) to ensure the safeguarding of children.
• ‘No Secrets’ (Local Authority and NHS circular, 2000) to develop and implement consistent policies and procedures which safeguard adults at risk from harm, abuse and neglect.
This policy applies to the workforce (all staff, volunteers, trainees, work experience students) and to anyone working on behalf of the Food Museum (contractors, consultants).
The Food Museum believes that it is unacceptable for a child or adult at risk to experience abuse and recognises our responsibility to safeguard the welfare of all children and adults at risk by a commitment to practice which protects them. The museum undertakes to:
• Provide suitable protection for all children and adults at risk who use Food Museum services, facilities and venues.
• Maintain procedures that staff and volunteers should adopt in the event that they suspect a child or adult at risk may be experiencing, or be at risk of, harm.
• Require everyone working at the museum to be aware of their responsibility to ensure the safeguarding of children and adults at risk.
Who is at risk?
Definition of a child – A child is defined by section 60 of the Safeguarding Vulnerable Groups Act and Article 2 of the Safeguarding Vulnerable Groups Order as being any person who has not attained the age of 18, regardless of the setting they are in or the service they receive.
Definition of an adult at risk – A person who is, or may be, in need of community care services by reason of mental or other disability, age or illness; and who is or may be unable to take care of him or herself or unable to protect him or herself against significant harm or exploitation (1997 consultation paper “Who Decides?” issued by the Lord Chancellor’s Department).
Responsibilities and commitments
The Food Museum seeks to safeguard children and adult at risk by:
• Appointing a Safeguarding Officer (Jo Rooks) to champion safeguarding in the organisation.
• Ensuring safeguarding is understood to be everyone’s responsibility.
• Creating procedures that must be followed by anyone working for or on behalf of the Food Museum.
• Establishing appropriate standards of conduct through the Diversity and Equality, Disciplinary and Grievance, Data Protection, Whistleblowing policies, as well as induction handbooks.
• Adopting child and adult at risk protection guidelines through a Safeguarding Code of Good Practice.
• Responding to all suspicions and allegations of harm speedily.
• Valuing people, listening to and respecting them.
• Sharing information and good practice about the protection of children and adults at risk with children, parents, staff and volunteers, sharing concerns with agencies that need to know, and involving parents and children as appropriate.
• Checking the safeguarding policy and procedure regularly for accuracy and updating whenever there is a change in legislation or guidance; undertaking a formal review every four years.
• Training will be provided as part of induction and at other times as appropriate.
• All front line staff will receive regular, appropriate safeguarding training every four years, if significant changes are made to legislation or when it is deemed necessary.
• The designated Safeguarding Officer for the Food Museum will be available to offer advice to staff.
• The procedures for dealing with a child or adult at risk and allegations against anyone associated with the museum will be made available to all staff and volunteers, and to anyone working on the site unaccompanied who would be likely to come into contact with children or adults at risk.
• References must always be taken up for new staff and volunteers.
• DBS checks will be carried out for staff where it is deemed likely that they will come into regular supervisory contact with children or adults at risk.
• Volunteers will not be DBS checked unless they are in a role in which they will come into regular supervisory contact with children or adults at risk.
• New staff and volunteers will be given an induction which covers safeguarding and be required to sign the Safeguarding Code of Conduct.
All partners of Food Museum and those regularly hiring spaces from the Food Museum who work with children and adults at risk are expected to behave in line with the Food Museum safeguarding policy. We require them to sign-up to our Code of Conduct and will maintain a register to ensure that they have done so.
Contractors or partners working on site should immediately refer any issue to a member of staff.
Guidelines for admitting children and vulnerable adults to the museum
• The museum allows children aged 12 and over to visit the museum on their own. It takes no supervisory role or responsibility.
• Children aged 7 and under need to be accompanied by their parent or guardian for pre-booked activities at the museum. They remain the responsibility of their parent or guardian.
• Children aged 8 to 11 can attend pre-booked activities on their own. The supervision of these children is the responsibility of the museum through the organiser of the activities.
• The museum requires parents and carers to stay for birthday parties at the museum and recommends that every eight children are accompanied by one adult.
• Pre-booked school parties are accompanied by adults in the ratio of one adult to eight students.
• During museum events, volunteers and consultants run and supervise activities for children such as face-painting. The museum will supervise these activities, which will one or more of the following actions:
o Placing the activity in a visible place during an event where it can be overseen
o Periodic checks by Museum Assistants or others
o Maintaining a register of approved consultants/contractors who have signed up to the Code of Conduct and read and accepted the museum’s Safeguarding Policy.
• The museum accepts volunteers who may be as young as 12 years of age or who may be vulnerable adults.
• The museum accepts work placement students and trainees who may be children or vulnerable adults. Work placement students and trainees are supervised by a nominated member of staff.
• The museum provides work experience for groups of vulnerable adults, providing they are accompanied and are properly supervised.
• The museum will complete a risk assessment for every event paying particular attention to the risks faced by children and vulnerable adults.
• The museum will not display or use photographs of children or vulnerable adults in its publicity unless specific permission is given by their parents or carers, or an appropriate notice informing that photographs are being taken has been posted in the reception area of the museum or at an event.
Terms and Conditions
Sales and Refund of e-tickets
These terms and conditions affect the sale of e-tickets pertaining to our website www.foodmuseum.org.uk
These terms and conditions do not affect your statutory rights as a consumer.
1. Purchases are paid for via a third-party payment gateway (Optomony & PayPal). No payment information is retained by us in any format.
2. All e-tickets remain the property of the Food Museum until full payment has been received.
3. Full payment is required in all cases unless otherwise stated.
4. E-tickets will be dispatched via e-mail to the registered address of the purchaser provided at the time of purchase. Memberships can be collected from reception on your first visit.
5. E-tickets may not be exchanged for cash or goods to the value of.
6. E-tickets must be shown on entry to the museum or event and are valid to the purchaser and those detailed on the e-ticket.
7. E-tickets are valid on the day(s) marked on the ticket only.
E-ticket refund policy
1. You are entitled to a full refund on any e-ticket purchased through our website up to 7 days prior to the appointed date on your ticket.
2. Refunds after the allotted date are at the discretion of the Food Museum and all decisions are final.
3. Cancellation of tickets after seven days prior to the event are excluded from our refund policy.
4. E-tickets are not transferable and may not be exchanged for goods or cash to the face value.
5. Refunds may take up to 14 days to process.