The Reggae Exhibition celebrates Reggae music worldwide and was established to showcase the enormous influence Reggae music has had on other musical genres It celebrates Reggae music in general and the enormous influence Reggae music. It will explore the very Roots of Reggae music and how it developed into the world’s most popular musical genre.

The Reggae Exhibition is a Community and Educational Interest project with the fundamental objective of conducting business to make profits but also benefitting the community by allocating some of the profit to local, national (and international) enterprises (primarily schools, educational institutions and hospitals.

The Reggae Exhibition, herein after referred to as the Enterprise or Organisation, shall be governed by the written Rules and Regulations as laid down here, having been established this day, Friday the 30th of August the year 2019 by its Management Committee by the Minutes from the Committee meeting.

Registered Address; 30 Calverton Road, east Ham, London E6 2NT

The Officers of the organisation for the time being are Colin Robinson the permanent Chairman, CEO and Director (as founder of said Organisation), Patricia Palmer, the Secretary, Val John-Charles, the Treasurer, Verina Robinson (Member & Director), Carl Gentles (Member & Director), Nivai Nduka aka African Simba (Member and Director),

1. All and any Members, in the context of this Constitution, shall be deemed to be Directors of the Organisation.
2. Having being instituted in England, the Organisation shall be governed by the laws of England and Wales.
3. The fundamental purposes, aims and objectives underlying the establishment of the Organisation are to conduct business for private profit with any surplus or assets (after business expenses) will be used principally for the benefit of the community and in particularly, local schools and other educational institutions.. This allows the Organisation to tackle social problems, improve people’s life chances, support communities and help the environment.

To further its objects the Organisation may do all such lawful things as may further the Organisation’s objects and, in particular, but, without limitation, may borrow or raise and secure the payment of money for any purpose including for the purposes of investment or of raising funds.

The liability of each member is limited to £1, being the amount that each member undertakes to contribute to the assets of the Organisation in the event of its being wound up while he or she is a member or within one year after he or she ceases to be a member, for:

1. Payment of the Company’s debts and liabilities contracted before he or she ceases to be a member;
2. Payment of the costs, charges and expenses of winding up; and
3. Adjustment of the rights of the contributories among themselves.

The Directors are responsible for the management of the Organisation’s business, for which purpose they may exercise all the powers of the Organisation

1. The subscribers to the Memorandum are the first members of the Company.
2. Such other persons as are admitted to membership in accordance with the Articles shall be members of the Company.
3. Each member of the company shall be a Director.
4. No person shall be admitted a member of the Company unless he or she is approved by the Directors.

Every person who wishes to become a member shall deliver to the company an application for membership in such form (and containing such information) as the Directors require and executed by him or her.

1. Membership is not transferable to anyone else.
2. Membership is terminated if:
3. the member dies or ceases to exist;
4. Otherwise in accordance with the Articles; or
5. a member ceases to be a Director

1. The members may, by special resolution, direct the Directors to take, or refrain from taking, specific action.
2. No such special resolution invalidates anything which the Directors have done before the passing of the resolution.

The CEO is the permanent Chairperson of the Organisation but other Directors may appoint one of their numbers to be the Chair of the Directors for such term of office as they determine but with the expressed agreement of the permanent CEO.

The Directors may delegate any of the powers which are conferred on them under the Articles or the implementation of their decisions or day to day management of the affairs of the Company:

1. To such person or committee;
2. By such means (including by power of attorney);
3. To such an extent;
4. In relation to such matters or territories; and
5. On such terms and conditions; as they think fit.
6. If the Directors so specify, any such delegation of this power may authorise further delegation of the Directors’ powers by any person to whom they are delegated.
7. The Directors may revoke any delegation in whole or part, or alter its terms and conditions.

The Directors must cause minutes to be made in books kept for the purpose:

1. Of all appointments of officers made by the Directors;
2. Of all resolutions of the Company and of the Directors (including, without limitation, decisions of the Directors made without a meeting); and
3. Of all proceedings at meetings of the Company and of the Directors, and of committees of Directors, including the names of the Directors present at each such meeting;

And any such minute, if purported to be signed (or in the case of minutes of Directors’ meetings signed or authenticated) by the chair of the meeting at which the proceedings were had, or by the chair of the next succeeding meeting, shall, as against any member or Director of the Company, be sufficient evidence of the proceedings.

The Annual General Meeting of the Organisation shall be held on the last Monday of June (but no later than the 30th) of each year. All necessary communications of this meeting to all Members shall be made no later than the first Monday in July (but no later than the 7th) of each year.

The businesses for transaction at each AGM shall include but not limited to

1. To receive and confirm the Minutes of the preceding AGM
2. To consider any business arising therefrom
3. Adoption of Standing Orders
4. To receive and adopt Annual Report, Balance Sheet and Statements of Accounts
5. Election of Committee Members Alteration to the Rules, if any (of which prior notice has been given)
6. Expression of individual/group views (limited to 3) Any other business.

The Organization recognizes the benefits of having a diverse community of members who value one another and the different contributions they can make to achieve the Organization’s aims. This organization is committed to being an equal opportunities employer providing equal opportunity for all staff, members, employees, applicants and visitors. In the provision of equal opportunities, the Organization recognizes and accepts its responsibilities under the law. The policy aims to reach beyond legislative limits to provide equality of opportunity regardless of gender, ethnicity, colour, disability, religion, family responsibility, age, occupation, marital status, sexual orientation or trade union affiliation. This Organization seeks to create an open and supportive environment which is free from discrimination and which encourages all staff, members, and employees to participate fully in its activities. This policy applies to all aspects of the Organization’s staff, members and employees as well as that of sub-contracted staff and volunteers.

The aim of this Equal Opportunities Policy includes; (a) that all staff, members, employees, students, sub-contactors and volunteers adopts this Equal Opportunities Policy.

1. Good Practice and Code of Behaviour.
2. That all staff, members, employees, sub-contractors and volunteers share information about discriminatory concerns with the appropriate agencies.
3. That all staff, members, employees, sub-contractors and volunteers makes all new staff, members, employees, sub-contractors, volunteers and visitors aware of our Equal Opportunities Policy and Procedures.
4. That there will be a constant review of our policy, good practice guidelines and code of behaviour at regular intervals.

All personnel within the Organization are encouraged to demonstrate exemplary behaviour in order to protect themselves and the Organization from false allegations. Good Practice means that all staff, members, employees, sub-contractors and volunteers of this organization should;

1. Work in an environment without discrimination and harassment.
2. Treat all staff, members, employees, sub-contractors and volunteers with respect and dignity.
3. Recognise the development needs and capacity of people, from other ethnic, religious or sexual, backgrounds.
4. Be aware of the procedures for reporting concerns and incidents and should familiarize themselves with the contact details of designated personnel and appropriate authorities.

This Organisation has a duty to:

1. Eliminate unlawful racial, disabled, religious, age, sex and any other form of discrimination.
2. Promote equality of opportunity.
3. Promote good race, disabled, religious, age, sex and other forms of relations between people of different racial, disabled, religious, age and sexual backgrounds.

This organization recognizes that discriminatory behaviour and personal harassment can seriously damage working and social conditions for staff, members, pupils and students. Any such incidents will be regarded extremely seriously and will be dealt with in accordance with the appropriate organizational procedures.

Where there is a complaint of discriminatory actions against any of the Organization’s staff, member and employees, there will be one or all of three types of investigation. Firstly there will be a disciplinary or misconduct investigation by the Department concerned. Secondly, the Department will propose a further investigation by the Equal Opportunities Committee who in turn will refer the case to the Equal Opportunity Commission who will be in a position to undertake or engage an investigation by the legislative authority. Any suspicion of discriminatory behaviour by staff, members, pupils, sub-contractors or volunteer of the organization should be reported to a member of the Equal Opportunities Committee. A meeting of said Committee will then be convened in order to investigate such discriminatory behaviour. A Report will be prepared and if necessary contact will be made with the appropriate legal or discriminatory authorities. In all cases, the Equal Opportunities Committee will make decisions on the appropriate form of action. Equal Opportunities Committee This organization has an Equal Opportunities Committee that is responsible for all matters relating to equal opportunities. The committee includes representatives of all departments of this organization. Its core duty is to monitor this Organization’s policies and practices on a regular basis with a view to making changes or improvements where necessary. It will be responsible for ensuring that this organization meets fully its responsibilities under the Race Relations (Amendment) Act (2000), and the implementation in full of the Disabilities Discrimination Act (1995), the Special Educational Needs and Disability Act (2001), the Sexual Discrimination Act () and the Ageism Act (2007).

The Reggae Exhibition, as an Organisation is committed to practices that protect children from harm. All staff and volunteers of this organisation recognise and accept our responsibilities to develop the awareness of the issues that may cause harm to children.

For the purposes of these policies and procedures children are deemed to be any person under the age of 18 years or those whom are considered vulnerable.

The aim of this Child Protection Policy is to promote good practice: Providing children and young people with appropriate safety and protection whilst in the care of this organization. Allow all our staff and volunteers to make informed and confident responses to specific child protection issues. The Organisation will endeavour to safeguard children, young people (and vulnerable adults) by:

1. Adopting (this) Child Protection Policy, Good Practice Guidelines and Code of Behaviour for all our staff and volunteers.
2. Sharing information about concerns with the appropriate agencies and involving parents and children.
3. Ensuring that the Criminal Record Bureau, in accordance with their guidelines, checks all staff and volunteers with responsibility for children.
4. Making all new staff and volunteers aware of our child protection procedures and policies.
5. Appointing two designated people to enable any concerns to be reported in accordance with our procedures.
6. A constant review of our policy, good practice guideline and code of behaviour at regular intervals. Good Practice Guidelines

All personnel are encouraged to demonstrate exemplary behaviour in order to protect themselves from false allegation. The following are examples of how to create a positive culture and climate. Good Practice means all staff and volunteers of this organization should; Always working in an environment without private and unobserved situations and encouraging open communication. Treating all young people and vulnerable adults equally with respect and dignity. A commitment to put the welfare of each young person first.

Maintaining a safe and appropriate distance with young people, (e.g. it is not appropriate for staff and volunteers to have an intimate relationship with a child or to share a room with them). Adopting and maintaining a balanced relationship based on mutual trust and empowering children to share in decision making. To make sure that any form of manual aid required is provided, however, where physical help is required, young people should always be consulted and their agreement obtained (as well as the views of parents). Keeping up to date with technical development, qualifications and insurance.

Involving parents/carers wherever possible. Ensuring that adult staff/supervisors of both sexes are present whenever mixed groups of young people are away from home. Ensuring that adults are not allowed in children’s changing/sleeping rooms or invite children into their room. No smoking or consuming of alcohol in the company of young people. To recognize the developmental needs and capacity of young people and vulnerable adults, and to consistently encourage them towards their aims without excessively doing so against their will.

The following should be observed and avoided except in emergencies. If a case arises where these situation are unavoidable (e.g. a child sustains an injury and needs to go to the hospital, or a parent fails to arrive to pick a child up), it should be with the full knowledge and consent of someone in charge or the child’s parents. Staff and volunteers should not spend excessive amounts of time alone with children away from others. Meetings with individual children should be avoided or take place within sight of others. If privacy is needed, the door should remain open and other staff or volunteers should be aware of the meeting. Staff and volunteers are advised not to make unnecessary physical contact with children. There are times however, when physical contact is unavoidable, such as providing comfort at times of distress or where physical support is need.

In all such cases contact should only take place with the consent of the child. Staff and volunteers should avoid taking children alone in a car, however short the journey. Where this is unavoidable, it should be with the full consent and knowledge of the parents/carers and the Organisation’s Child Protection Officer or designate. Staff and volunteers should not meet children outside of organized activities, unless it is with the knowledge and consent of the parents and the Child Protection Officer – or designate – of the organization. Staff and volunteers should not start an investigation or question anyone after an allegation or concern has been raised. This is the job of the authorities. You should record the facts and report these to a designated person.

Staff and volunteers should never (even in fun)

1. Initiate or engage in sexually provocative conversations, gestures or activities
2. Allow the use of inappropriate language to go unchallenged.
3. >Do things of a personal nature for children that they can do themselves.
4. Allow any allegations made by a child go without being reported and addressed, or either trivialize or exaggerate child abuse issues.
5. Make promises to keep any disclosure confidential from relevant authorities.

Staff and volunteers should not show favouritism to any child, nor should they issue or threaten any form of physical punishment, nor reduce a child to tears as a form of control Staff and volunteers must not invite children to stay with them (in their homes) without supervision. Incidents that must be reported/recorded.

The following should be reported immediately to another colleague and record the incident as well as informing the parents of the child involved:

1. If a child is accidentally hurt
2. If he/she seems distressed in any manner
3. If he/she appears to be sexually aroused by your actions
4. If he/she misunderstands or misinterpret something you have done
5. If he/she makes an allegations of abuse Recruitment and training of staff and volunteers

The Organisation recognizes that anyone may have the potential to abuse children in some way and that all reasonable steps are taken to ensure unsuitable people are prevented from working with children Pre-selection checks must include the following: All staff/volunteers should complete an application form. The application form will elicit information about an applicant’s past and a self-disclosure about any criminal record. Consent should be obtained from an applicant to seek information from the Criminal Records Bureau. Two confidential references, including one regarding previous work with children. These references must be taken up and confirmed through telephone contact. Evidence of identity should be provided (e.g. passport or driving licence with photo). Interview and induction

All staff and volunteers will be required to undergo an interview carried out to acceptable protocol and recommendations. All staff and volunteers should receive formal or informal induction during which:

1. A check should be made that the application form has been completed in full (including sections on criminal records and self-disclosures).
2. Their qualification should be substantiated.
3. The job requirements and responsibilities should be clarified.
4. They should sign up to The Organisation’s Code of Ethics and Conduct.
5. Child protection procedures are explained and training needs identified.

In addition to pre-selection checks, the safeguarding process includes training after recruitment to help staff and volunteers to:

1. Analyse their own practice against established good practice, and to ensure their practice is likely to protect them from false allegations.
2. Recognize their responsibilities and report any concerns about suspected poor practice or possible abuse.
3. Respond to concerns expressed by a child, young person or young person or vulnerable adult.
4. Work safely and effectively with children.

The Organisation requires that:

1. All staff involved with young people and vulnerable adults should attend a recognized 3 hour good practice and child protection awareness training workshop, to ensure their practice is exemplary and to facilitate the development of a positive culture towards good practice and child protection.
2. Relevant personnel to receive advisory information outlining good practice and informing them about what to do if they have concerns about the behaviour of an adult towards a young person.
3. Relevant personnel to undergo national first aid training (where necessary).
4. Attendance of update training when necessary. Information about meeting training needs can be obtained from the Organization’s Child Protection Officer or designate and/or the NSPCC. Responding to allegations or suspicions It is not the responsibility of anyone working for this organization, either as a member of staff or volunteer, to decide whether or not child abuse has taken place. However, there is a responsibility to act on any concerns through contact with the appropriate authorities.

The Organisation assures all staff and volunteers that it will fully support and protect anyone who in good faith reports his/her concern that a colleague is, or may be, abusing a child. Where there is a complaint against a member of staff, there may be three types of investigation:

1. A criminal investigation
2. A child protection investigation
3. A disciplinary or misconduct investigation The result of the police and child protection investigation may well influence the disciplinary investigation, but not necessarily.

If, following consideration, the allegation is clearly about poor practice, the Child Protection Officer will deal with it as a misconduct issue. If the allegation is about poor practice by the Child Protection Officer, or if the matter has been handled inadequately and concerns remain, it should be reported to the relevant officer who will decide how to deal with the allegation and whether or not to initiate disciplinary proceedings. Concerns about suspected abuse Any suspicion that a child has been abused by either a member of staff or a volunteer should be reported to the Child Protection Officer, who will take such steps as considered necessary to ensure the safety of the child in question and any other child who may be at risk.

The Child Protection Officer will refer the allegation to the social services department which may involve the police, or go directly to the police if out of hours. The parents/carers of the child will be contacted as soon as possible following advice from the social services department which may involve the police, or go directly to the police if out of hours. The parents/carers of the child will be contacted as soon as possible following advice from the social services department. The Child Protection Officer should also notify the relevant authorities and will deal with any media enquiries. If the Child Protection Officer is the subject of the suspicion/allegation, the report must be made to the appropriate Manager or in her/his absence, her/his designate.

Every effort should be made to ensure that confidentiality is maintained for all concerned. Information should be handled and disseminated on a nee to know basis only. This includes the following people:

1. The Child Protection Officer
2. He parents of the person who is alleged to have been abused
3. The person making the allegation
4. Social services/police
5. The alleged abuse
6. The Manager of the organization (Social services will advise on who should approach the alleged abuser) In line with data protection laws (e.g. that information is accurate, regularly updated, relevant and secure), information should be stored in a secure place with limited access to designated people.

The Child Protection Officer will make an immediate decision about whether any individual accused of abuse should be temporarily suspended pending further police and social services inquiries. Irrespective of the findings of the social services or the police inquiries, a Disciplinary Committee will assess all individual cases to decide whether a member of staff or volunteer can be reinstated and how this can be sensitively handled.

This may be a difficult decision, particularly where there is insufficient evidence to uphold any action by the police. In such cases, the Disciplinary Committee must reach a decision based upon the available information, which could suggest that on a balance of probability, it is more likely than not that the allegation is true. The welfare of the child should remain of paramount importance throughout.

Consideration should be given to the kind of support that children, parents and members of staff may need. Use of helplines, support groups and open meetings will maintain an open culture and help the healing process. Allegations of previous abuse Allegations of abuse may be made some time after the vent (e.g. by an adult who was abused as a child or by a member of staff who is still currently working with children). Where such an allegation is made, the organization should follow the procedures as detailed herein and report to the social services or the police. This is because other children, either within or outside the activities of the organization, may be at risk from this person. Anyone who has a previous criminal conviction for offences related to abuse is automatically excluded from working with children. This is reinforced by the details of the Protection of Children Act 1999.

Concerns outside the immediate activities of the organization (eg a parent/carer) Report your concerns to the Child Protection Officer, who should contact social services or the police as soon as possible. If the Child Protection Officer is not available, the person being told of or discovering the abuse should contact social services or the police immediately. Social services and the Child Protection Officer will decide how to involve the parents/carers. The Child Protection Officer should also report the incident to the governing body. The governing body should ascertain whether or not the person(s) involved in the incident play a role in the investigation. Maintain confidentiality on a need to know basis only.

To ensure that this information is as helpful as possible, a detailed record should always be made at the time of the disclosure/concern, which should include the following:

1. The child’s name, age and date of birth
2. The child’s home address and telephone number
3. Whether or not the person making the report is expressing her/his concerns or those of someone else
4. The nature of the allegation, including dates, times, any special factors and other relevant information
5. Make a clear distinction between what is a fact, opinion or hearsay
6. A description of any visible bruising or other injuries. Also any indirect signs, such as behavioural changes
7. Details of witnesses to the incidents
8. The child’s account, if it can be given, of what has happened and how any bruising or other injuries occurred
9. Contact the parents and record details of conversation
10. Record details of anyone else who have been contacted

1. If the child did not report the incident, speak with her/him and record details of the conversation
2. Record details of who is the alleged abuser
3. Where possible, referral to the police or social services should be confirmed within 24 hours and the name of the contact who took the referral should be recorded
4. If there are concerns with sharing information about with a senior colleague, contact social services, the police, the NSPCC (0808 800 5000) or Childline (0800 1111) direct