nce and information available. This will range from taking no further action, to dismissal or a decision not to use the person’s services in future. Following a substantiated allegation 405. If the allegation is substantiated and: • the person is dismissed; resigns, or otherwise ceases to provide his or her services, or • the employer ceases to use the person’s services. 406. In the case of a member of teaching staff at any school, sixth form college, or 16-19 academy, the case manager must consider whether to refer the matter to the TRA to consider whether the individual should be prohibited from teaching (paragraph 354-355 for further information).133 407. There is a legal requirement for employers to make a referral134 to the DBS where they consider an individual has engaged in conduct that harmed (or is likely to harm) a child; or if a person otherwise poses a risk of harm to a child (paragraph 350-353 for further information). Following a criminal investigation or a prosecution 408. The police should inform the LADO and the employer immediately when: • a criminal investigation and any subsequent trial are complete • it is decided to close an investigation without charge, or 133 Teacher Regulation Agency – guidance on Referrals to the TRA 134 Disclosure and Barring Service – guidance on Referrals to the DBS. 104 • it is decided not to continue to prosecute after the person has been charged. 409. In those circumstances, during the joint assessment meeting the LADO should discuss with the case manager whether any further action, including disciplinary action, is appropriate and, if so, how to proceed. The information provided by the police and/or local authority children’s social care should also inform that decision. The options will depend on the circumstances of th