25/04/16 WE HAVE DONE IT AGAIN!!!!! 
Right Care have come in the top 10 of most recommended agencies in the East of England for the second year in a row in the prestigious Home-care awards.  
We would like to thank all of our staff and service users for a brilliant year and hope to continue providing High quality care and being involved in community projects. 
18/04/16 Right Care would like to say a big well done to our Staff and Service users who took part in the pier to pier walk. It was for a brilliant cause and Sponsor money is on way to you all. 
15/04/16 Look out for Right Care Senior Manager Keaz Kadar and Director Angela Milburn in the Evening gazette.  
We were asked as a leading home-care provider on our opinion on the investment for community care please check full report here... 
03/02/2016 Wow ! the busiest January in our 9 year history!! 
last month proved Right Care Ltd is leading the way in providing home-care for the elderly and people with learning disabilities we have had a massive 43% increase in people using our services then in the same period in 2015.  
People have commented that Right Care is always at the top of the list when considering Home-care options and advice in the North Essex Area. Our solid reputation in providing safe and high quality services has given confidence to service users when choosing us as their care provider.  
We would like to thank all our dedicated team and hope to continue our efforts in being the best Home-care provider. 
Keaz Kadar 
Senior Manager 
02/02/2016 Early-50s Are 'Most Anxious' And 'Least Happy' 
02/02/2016 My daughter's autism diagnosis took six years' 
29/01/16 Winter pressures: A detailed look at how the NHS is coping 
20/01/16 Commission to review health and care funding proposed in Commons 
Following pressure from a group of health and social care organisations, a cross-party commission to review the future funding and structure of health and care services in England has been proposed in the House of Commons. 
Former care minister Norman Lamb has tabled a bill calling for a cross-party commission to review the future of health and social care in England, which is supported by two former health secretaries, Conservative minister Stephen Dorrell and Labour minister Alan Milburn. The bill was approved for a second reading by the House of Commons on 8 January and is expected to have its second reading debate on 11 March 2016. 
In an open letter signed by nearly 40 organisations and addressed to prime minister David Cameron, Norman Lamb called for a commission on the future of health and social care to be established, so that the Government can build a model that is “fit for purpose to meet the challenges posed by an ageing society and an underfunded care system”. 
The open letter, which was signed by organisations including the National Care Forum (NCF), Independent Age, Care England, Carers UK, Macmillan Cancer Support, the Alzheimer’s Society and the National Council for Palliative Care, called on the Government to make the commission a reality, address monumental demographic challenges in the UK that mean nearly a quarter of the population will be over the age of 65 in just over 20 years, and ensure there is an NHS and social care system that is fit for purpose. He said that if action is not taken, it is the elderly, disabled people and their carers who will bear the brunt of inaction. 
NCF executive director Des Kelly explained his organisation’s support for the proposal: “Despite several attempts to agree the structure to properly integrated care and health and a long-term plan for future funding, this fundamental issue remains in the ‘too difficult to do’ pile. As a consequence services in both the care and health sectors are under severe strain and quality is beginning to suffer. The NCF urges the prime minister to support the proposal to establish a new commission so that we can ensure that care and health services are made fit for the 21st century.” 
The proposal was welcomed by NHS Confederation chair Stephen Dorrell, who wrote to Norman Lamb outlining four arguments that support the case for “a new Beveridge Report”, that Norman Lamb called for in his party September 2015 conference speech. 
He made the case for a new report, citing a need to develop new funding and management structures to deliver more joined-up and supportive care; to consider implications of the less than 10% growth in public funding for health and social care against the expected 50% increase in cumulative demand and “artificial distinction” between health and social care; a need to ensure “sufficient breadth of political and professional support” for a framework that is agreed across the political parties; and a need to look at how “the whole health and care spend” can be used to best value. 
Care England chief executive Professor Martin Green said: “After a wholly insufficient spending review announcement, we are staring into the abyss of an outdated and unfair system, which offers no stability to providers or care users. Norman Lamb’s bill, proposing a cross-party commission on health and social care, is a positive start to the New Year.” 
More information about the “National Health Service and Social Care (Commission) Bill 2015–16” is available on the Government’s website. 
10/04/2015 Right Care makes donation to local charity after awful crime. 
27/05/2015 We have won another prestigious award !!!! Right Care are pleased to announce we are listed in the top 10 recommended homecare agencies in East of England and the only agency to make it from the Colchester area. 
We would like to thank all of our staff for their hard work and dedication. http://www.homecare.co.uk/awards/ 
Cancer Research UK has traced an increase in skin cancer rates in older people to the popularity of affordable package sunshine holidays, and the fashion for tanning in the 1960s and 70s. 
According to data collected by the charity, today’s pensioners are seven times more likely to develop malignant melanoma than older people in the 1970s. The data suggests that older men in particular are 10 times more likely to develop the disease than their parents’ generation. Women are around five times more likely. 
The charity state that around 5,700 older people are diagnosed with melanoma each year, compared with around 600 cases a year in the mid-1970s. Overall, around 13,300 people are diagnosed annually in the UK, with 2,100 people dying from the disease. 
Cancer Research UK state that, while age is one of the biggest risk factors for melanoma, the huge increase in older people developing the disease is likely to be linked to the cheap package holiday boom dating from the 1960s, and a culture that saw people seeking suntans even at the expense of painful sunburn. 
Sunburn is considered a significant risk factor for melanoma and skin health experts have long argued for people to be more “sun aware” and take more care of their skin while in the sun. 
Following recent consultations, the Care Quality Commission (CQC) has now published its final guidance for providers on meeting the new requirement to display CQC ratings both online and in their premises. The regulator has also published the final and complete guidance on the regulations introducing the new fundamental standards. 
One of the key points to take from the guidance is that, following an inspection, providers must display their ratings in each and every premises used to deliver a regulated activity. These ratings must be displayed in the main place of business, in an area where people will be sure to see it, as well as on the provider’s website. This is a legal requirement from 1 April 2015. 
An exception to this rule is made in instances where care is being delivered to someone in their own home. When the CQC comes to inspect the service it will assess whether or not the ratings for these services are displayed legibly and conspicuously at a head office, or other appropriate location. 
The CQC is developing a way to automatically generate its posters in A4 and in colour. Providers will be able to access the posters from the CQC’s website from 1 April 2015, when information about how to download and print the posters will also be available. 
A maximum of 21 calendar days from the date that the inspection report is published on the CQC website is given for providers to display ratings. Providers who have already received a CQC rating will have 21 calendar days from 1 April 2015 to download, print and display the posters and to meet the online display requirement. 
The CQC has also published the finalised regulations guidance, including the remaining regulations on which they consulted in January. This document sets out CQC guidance on meeting two groups of regulations: the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014 (Part 3) and the Care Quality Commission (Registration) Regulations 2009 (Part 4). The guidance applies from 1 April 2015 and will replace the CQC’s “Guidance about Compliance: Essential Standards of Quality and Safety” and its 28 outcomes. 
Both the regulations guidance and the consultation response document are available on the CQC’s website. 
The piloting of the Care Certificate, which has been developed from the recommendations of the Cavendish Review, has now been completed. There should follow a short period of revision of its structure and contents before it is rolled out from March 2015 onwards but this seems quite a short timeframe in which to iron out inevitable glitches for what is a major innovation in training, writes Chris Payne. 
“The start of a career journey” 
The Care Certificate is the first practical attempt to apply a common framework of occupational standards and competences across the entire field of health and social care. It is described as the start of a career journey for anyone taking up a caring role in any health or social care occupation. 
Attainment of the new Care Certificate will be obligatory for all new healthcare assistants and social care workers if they are to be allowed to carry out their work unsupervised. Care service providers and managers will be asking: What do we have to do differently to put our new staff through the Care Certificate? Will it take up more time and will it cost more? 
The Care Certificate will replace the Common Induction Standards, which are by now firmly established, and the National Minimum Training Standards, which, as they were only launched in March 2013, have not really taken root. 
It consists of 15 occupational standards, some of which are similar to the Common Induction Standards, and some new topics that reflect the much broader scope of the certificate target group; standard “basic life support” being an obvious example here. The Care Certificate does not replace the requirement to provide all new workers with an induction programme for the particular work setting, though there are plenty of crossover points, eg in terms of learning about health and safety, which is a certificate standard requirement. 
The 15 Care Certificate standards 
Understand your role 
Your personal development 
Duty of care 
Equality and diversity 
Work in a person-centred way 
Privacy and dignity 
Fluids and nutrition 
Dementia and cognitive issues 
Safeguarding adults 
Safeguarding children 
Basic life support 
Health and safety 
Handling information 
Infection prevention and control 
As with the Common Induction Standards, the Care Certificate is expected to be completed within 12 weeks of the person starting his or her employment. This timescale will probably need to be reviewed as it seems too tight and might not be practical in many situations without compromising the quality of the learning and assessment. 
Only health and care workers who are new to the work will be required to achieve the Care Certificate, although there would seem to be nothing in principle to prevent existing staff from achieving it too, by showing that they have met all the standards. 
Non-care staff might also achieve part of the Care Certificate by meeting specific standards, where relevant. For example, everyone working in services for people with dementia and involved in some way with their care and support could be expected to achieve Standard 9: Dementia and cognitive issues. However, the certificate guidance makes it clear that, to be awarded the certificate, “the person must meet all of the outcomes and assessment requirements”. 
Given that not all of the required standards are applicable to every health and social care setting and corresponding roles, this requirement could prove problematic to the attainment of the Care Certificate in some cases. 
For example, care home and care at home providers will need to pay particular attention to Standard 12: Basic life support, which requires them to provide training to all new staff (and, by implication, existing staff) in basic life support at level 2 as specified by the UK Resuscitation Council. Although the need for a person to be resuscitated might occur at any time and in any place, to make this a mandatory requirement for every new care worker in every setting might be stretching the matter too far. 
Not an accredited qualification 
It is surprising to find that, as with the Common Induction Standards, the Care Certificate will not be accredited by a recognised awarding body, but will be awarded by the staff member’s employer following assessment by a “professionally approved assessor”. As with the Common Induction Standards, certificate holders can then use their achievement as contributory evidence for further qualification (eg Diploma in Health and Care) purposes. 
The Cavendish Review made some trenchant criticisms about the lack of consistency in the application of the Common Induction Standards as a result of assessments being the responsibility of individual employers. It recommended the Care Certificate as a means of assuring that all healthcare and social care workers would be able to attain comparable levels of competent and kind care wherever they were employed. 
Without the Care Certificate being formally accredited, which would show achievement of a common national standard, it is difficult to see how the recommended consistency will be realised. This is a fundamental weakness as it calls into question whether the changes required to implement the Care Certificate are worthwhile. 
As with the Common Induction Standards, it will be left to the Care Quality Commission (CQC) to make sure that new staff are being trained to certificate standards and meeting its requirements. Given that the CQC is embarking on its new inspection ratings-based approach at the same time that the Care Certificate is being rolled out, it is difficult to see how it will find the time and space to assess the standards with sufficient rigour. 
Also, inspectors are not appointed for their training expertise, so in no way can they take the place of a proper accreditation system. One can only assume that the complexity and costs of providing an accredited certificate have overruled all other considerations. 
Achieving the Care Certificate 
New staff will achieve their Care Certificate through a combination of training, supervision and assessments of their learning and competence. 
It is recognised that the assessment will “differ dependent upon the component part of the Care Certificate”. As with the Common Induction Standards, candidates will be able to meet the knowledge requirements through formal and informal training, e-learning and other accepted forms of learning. They will have their learning assessed following the templates included in documents provided for assessors. 
For example, to show their “understanding of the importance of equality and inclusion” (Standard 4.1), they must explain to their assessor (verbally or in writing) what is meant by diversity, equality, inclusion and discrimination. Verbal evidence can be provided from a one-on-one discussion or as a group exercise. The written evidence will feature in a workbook or portfolio. 
Assessment issues 
Assessors should accept evidence from simulations and role-plays only where it is impossible to observe the candidate directly for those elements that require assessment by observation. It is not permissible to make assessments via Skype or from videos, presumably because of difficulties of verifying the evidence. (This would be less problematic in the use of Skype, one would have thought, for assessing some knowledge elements, where candidates have to “describe”, “list” or “explain”.) 
As is conventional with all vocational qualifications, certificate candidates must have their practice observed to meet some of the criteria. For example, the assessor will have to decide from observation if the candidate is showing respect for people’s “beliefs, culture, values and preferences” in his or her work with them (Standard 4.2b). The assessment will be recorded in the candidate’s workbook/portfolio. 
This example shows how the assessment methods have been refined compared with the Common Induction Standards, which had no required observational component in the equivalent standard. On the whole, the assessment requirements are clear for each standard and elements. 
What is less clear is who should be doing the assessment. The documentation states that assessment should be carried out by an assessor who is “occupationally competent”. It does not specify whether occupational competence means that the assessor must or should have a recognised qualification to carry out the role, and who might be external to the individual’s supervisory or line management relationships. 
The Assessor Document implies that the assessment is best done by a single assessor, with whom the candidate will have a formal working agreement on what will be assessed and when. It does accept, however, that it will not always be practical for one assessor to assess everything. 
Where more than one assessor is required, there would always be a lead assessor to check and pull together with the candidate the agreed assessment plan. Assessment is expected to be carried out with the same rigour as for an accredited qualification. The assessor will notify the registered manager or responsible individual that the candidate has successfully completed the assessment. The manager or responsible individual will then sign off the candidate and award the Care Certificate. The employing organisation therefore will be responsible for the quality of the certification process. 
Supervision and assessment 
There is a crucial distinction to be made in the certification process between supervision and assessment. 
A key principle of the Care Certificate in line with the Cavendish Review is that new and inexperienced staff should not be allowed to work unsupervised until they have shown that they are competent to do so. Once they have obtained the Care Certificate they will be considered sufficiently competent to carry out the work without being under direct supervision. 
The assessment framework does allow for phased assessment, so that if a candidate successfully completes one standard or elements he or she could be allowed to carry out the work associated with that standard unsupervised. 
The Technical Document includes this statement: “A care worker who has not yet successfully completed any standard of the certificate must be supervised directly for this standard and always be in the line of sight of the individual providing supervision. Indirect/ remote supervision of the HCSW/ASCW will still be required following award of the certificate.” 
From a study of the standards, the idea of flexible supervision relative to standard achievements does not seem very realistic, in general. One standard that might be assessed early through observation, with competence in it assumed thereafter and therefore not requiring further direct supervision, is Standard 15.2b: Infection control — “demonstrate effective hand hygiene”, ie “make sure you wash your hands”. 
Not all of the standards require supervised practice and those that do (mainly relating to Standard 5: Work in a person-centred way) will need to be assessed as a whole rather than in terms of their individual elements. 
There are several elements requiring observed assessment that it is acknowledged might not present opportunities for assessment during the 12-week period. Assessments can then be made using simulation or role-play. If it is likely that a new care worker will not be experiencing these situations in this period, one wonders why they are included in the assessment framework as this will lead to unnecessary complications in the certification process. 
Employers’ considerations 
One implication of the certification process is that, in some services, new workers could be seen as supernumerary for up to 12 weeks, with the costs of this having to be taken into account. This is in addition to the costs of the Care Certificate itself. 
Employers will be expected to keep records of certification and presumably should be prepared to verify the certification of employees who are leaving to take up similar jobs elsewhere. Certificate holders will, of course, carry their certificates with them from one job to another so that they do not have to start their training afresh every time. 
The principle is, in line with The Cavendish Review, that by achieving the certificate they will have the right caring attitudes and be deemed competent in the fundamentals of care to take up any related role, eg as healthcare assistant, or care home or domiciliary care worker. 
Any changes to the certificate framework following the pilots are awaited with interest. There is no doubt that a common framework of occupational standards for healthcare assistants and social care workers is a step in the right direction, not least because of the increasing interchangeability of these respective roles. 
The Care Certificate is arguably more of an innovation for healthcare assistants and the healthcare services than it is for social care, which at least has an established structure of training and qualifications. For social care, the Care Certificate does not appear to be the most helpful of developments, adding little or no educational value to the current Common Induction Standards, but at the same time requiring significant organisational change and costs. 
It is difficult to say at this stage, but one suspects that certificate programmes will increase care providers’ training costs, particularly where they have to buy in external training and assessment. Meanwhile, sources of funding remain unknown. 
Whether the lack of accreditation will erode the value of the new Care Certificate remains to be seen. One fears that it will. 
Supporting Social Care Employers to Prevent and Manage Abuse Towards Staff is a literature review combined with a survey of 1300 frontline staff in both public and independent adult care settings. 
The study by the Institute of Public Care for Skills for Care was commissioned to look at the extent that the social care workforce experienced different levels of abuse and violence across groups of people who receive care and support services, and to ascertain whether the nature of the type of violence experienced by them varies across groups of people who receive care and support services. 
It found that a quarter of frontline adult social care staff had experienced a physical assault in the last year, with nearly 6% having experienced a physical assault requiring medical assistance, including first aid. More than half of all respondents had experienced verbal abuse in the past year, and 25% experienced verbal abuse on a daily or weekly basis. 
Other respondents reported sexual abuse, being spat on, being urinated on or being imprisoned, and more than a third said they were working on their own when the incident happened. The most common triggers of an attack were a service user’s frustration or misunderstanding. 
Staff working with dementia sufferers were most likely to be physically assaulted and their employers were least likely to have a policy for dealing with abuse or violence. Staff working with people suffering mental illness were more at risk from abuse or violence but most incidents in the past year related to verbal abuse. 
The report goes on to make recommendations and provide employers with ideas for reducing risk to their staff. The authors said employers needed to have a range of mechanisms to support staff, including effective management and supervision, clear systems for reporting incidents, structured training programmes and practical help when incidents occur. 
Skills for Care CEO Sharon Allen said that the report was helpful in looking at the extent of incidents for the very first time and focusing on what can be done to reduce them. She added: “We must never think that violence or abuse aimed at care workers from whatever source is just part of the job.” 
Interestingly, although abuse and violence against staff came mainly from people receiving care and support, 19% of recent incidents were attributed to family and friends and 5% to other staff members. Also, most incidents were not reported to management, less than 30% of respondents had brought it up in discussions and of that number more than half said no help was forthcoming 
The Department of Health (DH) has published its response to the consultation on the Care Act 2014 regulations and guidance, together with revised statutory guidance and updated factsheets. 
Based on the feedback received on The Care Act 2014: Consultation on Draft Regulations and Guidance for Implementation of Part 1 of the Act in 2015/16, the government responsesaid that the regulations and guidance for local authorities have been strengthened. 
The consultation received over 4000 responses to the 84 questions posed. Most generally supported the ambition and principles set out in the Act, regulations and guidance although concerns were raised about adequate funding for social care. 
Following the extensive engagement the Government clarified issues in the adult safeguarding section, revised the eligibility criteria to focus on outcomes and better address social isolation and, after consultation with local authorities on the estimated cost of implementing the Care Act next year, said it will be reprioritising funding to support local government. 
Together with the response, Statutory Guidance to Support Implementation of Part 1 of the Care Act 2014 was published, to provide guidance on how the Act will work in practice when the first phase of the reforms comes into effect in 2015. 
It describes how a local authority should perform its care and support responsibilities and states that underpinning all of the individual “care and support functions” is the need to ensure that doing so focuses on the needs and goals of the person concerned. 
The Care Act factsheets have also been updated and provide an overview and the duties and powers local authorities will have in the future. 
Annexed to the response document are the proposed final versions of the regulations that will be laid in Parliament shortly, together with those that will be debated in Parliament. 
According to a Guardian article, “Is this a good time to dilute care home rules?”, changes are being made “deep in the detail” of the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014, which rationalise existing rules governing care homes and introduce the less prescriptive fundamental standards. 
It says: “Out goes a requirement that homes must inform residents of complaints procedures; out goes a stipulation that homes must offer a choice of food; and out, most extraordinarily, goes a requirement to plan for and have in place emergency procedures.” 
The article questions the wisdom of this move when recent Health and Social Care Information Centre data show that English councils investigated no fewer than 35,810 allegations of abuse in care homes in 2013/14. 
Disability Rights UK said the publication of the regulations and guidance was as important to disabled people as it was to professionals working in social care, stating: “The guidance gives us some ammunition to hold local authorities to account for their actions and decisions and gives an indication of what best practice should look like. Of course local authorities are chronically short of resources to do the job that the Care Act requires but we also need to see a cultural shift in the way our support needs are responded to.” 
The charity highlighted the importance of the provision for portability to be able to move from one local authority to another and continue to have support needs met, and the guidance concerning the transfer of the independent living fund (ILF). 
03/10/14 Right Care would like to welcome to the team Lauren, Amy, Kallie and Francis. 
01/10/14 Right care are pleased to offer live in care across Essex and Suffolk we currently have capacity to take more service users in these areas. 
21/08/14 We would like to congratulate Danni and Danielle for successfully completing the race for life. Great achievement and for a brilliant cause. 
Right Care Ltd, based in Colchester, has won a Scoot Headline Award in the national campaign to find Britain’s most successful companies. 
They competed against more than 400 other nominations in the Awards, and they will be presented with their trophy and certificate at a glittering presentation ceremony in Millbank Tower, London on April 28. 
As a result of this Scoot Headline Award success, they have been invited to have their winning paper published in The National Business Leaders Yearbook, the leading work of reference on successful business techniques and best practice, so that others can follow their lead and learn from their achievement. 
For additional information, please contact: Keaz Kadar at Right Care Ltd 01206 369900 
May 2014 
Cancer Research Race For Life Right Care Ltd are proud to sponsor Danni Coote our administrator and wish her the best of luck. Please sponsor her if you can http://www.justgiving.com/dannicoote 
01/12/13 Christmas is fast approaching please ensure your loved ones are not alone over Christmas. We are still taking bookings for one off care packages on Christmas day and Boxing day 
01/12/13 Good News !!!!!!! Right Care has signed up to the Social Care Commitment 
The Social Care Commitment's primary purpose is to ensure public confidence that people who need care and support services will always be supported by skilled people who treat them with dignity and respect. Employers promise to give their workers the development they need and staff promise to put social care values into practice in their daily work.https://www.thesocialcarecommitment.org.uk/ 
28/11/12 We would like to welcome Danielle Coote as our new Administrator. 
28/11/12 Thanks to everyone who has liked our facebook page please keep sharing our page. 
Keaz Kadar 
Business Manager 
We would like to announce that after a recent inspection from the Care Quality Commission who are the governing body for the care industry. Right Care scored the highest mark possible which means we were compliant in every care standard reviewed. 
This is down to the determination of the company and our staff to always provide the best care possible and hopefully we can be a bench mark for other agencies to offer the same quality care as Right Care. 
We will shortly be providing a link so you can view our results on line. 
14/03/2013 Right care would like to welcome to the team – A Kucel , K Glyde, G Smith and M Crosby. 
14/03/2013 Please listen out for our new recruitment radio advert on Heart Radio FM 
02/01/2013 Right Care would like wish all our Service users and staff a very happy 2013!. 
Recruitment Month All of January Please send CVs to info@right-care.co.uk or do you know someone who is looking for a job ? recommend them to us and earn up to £50. 
21/02/2012 Right Care would like to welcome Lucy, Mylinda, Jan, Samantha, Shadai, and Rhiannon to the Right Care team. 
Happy New Year to all our staff and service users. We are hoping for a great 2012 we are now very busy in 24 hour care and are covering a much larger area including all of Essex and Suffolk. Please feel free to check out or 24 hour care section on this website for more details. 
Our domiciliary care team are still providing the highest quality care and are going from strength to strength. I have to give a special thanks to Jan Swann and her team for making 2011 such a great year and I am truly looking forward to 2012. 
05/01/2012 Recruitment week starting 9th of January 2012 – If you are looking for a new job and career make an appointment to see one of our friendly team to discuss care work and its benefits. 
07/11/11 Right Care Would like to welcome to the team this week Mary, Pepola, Martha and Rohdina. We wish you every success with Right Care. 
07/11/11 Yes its nearly Christmas again! Please make sure you book early for any one off care packages over the Christmas period. Our aim is to make sure no one is completely on their own over the Christmas period. So if you need right care to visit please call 01206 369900 before the 1st of December 2011 
19/10/2011 Please listen out for our new radio adverts on Heart FM 96.1. 
7/10/2011 Due to our outstanding service and success Right Care have moved to larger offices so we can accommodate more staff and visitors. Our new address is unit 14, 1 George Williams way, Colchester, Essex, CO1 2JS 
7/10/2011 Right Care would like to congratulate Lauren on her recent promotion to care co-ordinator and wish her every success in her new role and well done for all your hard work. 
6/10/2011 Right Care is now providing high quality 24 hour live in care 7 days a week. Please call 01206 369900 for more information. 
11/07/11 Look out for Right Care Ltd over 60s Coffee mornings near you! 
They will be held locally around Colchester and anyone over 60 is welcome to come along please book a place/ask for information by calling 01206 369900. 
11/07/11 Right Care would like to welcome to our team this week Eleanor, Jessica, Mathew and Sean. We hope they have a long future with us. 
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