Whistleblowing
Whistleblowing
It is important to the Company that any fraud, misconduct or wrongdoing by colleagues, officers or suppliers of the organisation is reported and properly dealt with. The Company therefore encourages all colleagues to raise any concerns that they may have about the conduct of others in the Company or the way in which the business is run.
A qualifying disclosure is one made in the public interest by you if you have a reasonable belief that:
a criminal offence
someone’s health and safety is in danger
risk or actual damage to the environment
a miscarriage of justice
the Company is breaking the law
you believe someone is covering up wrongdoing
is being, has been, or is likely to be, committed. It is not necessary for you to have proof; a reasonable belief is sufficient. The Company will ensure that an investigation takes place.
If you make a protected disclosure, you will not to be dismissed, subjected to any other detriment, or victimised, because you have made a disclosure.
Maliciously making a false allegation is a disciplinary offence.
The Company encourages you to raise your concerns under this procedure in the first instance. If you are not sure whether or not to raise a concern, you should discuss the issue with your Line Manager.
This procedure is for disclosures about matters other than a breach of your own contract of employment. If you are concerned that your own contract has been, or is likely to be, broken, you should use the Company’s grievance procedure.
Any concerns should be raised with your Line Manager. If you believe your Line Manager to be involved, or for any reason do not wish to approach your Line Manager, then you should proceed straight to stage 3.
Your Line Manager will arrange an investigation into the matter. You and other individuals involved may need to give a written statement as part of the investigation. Your statement will be taken into account, and you may be asked to comment on any additional evidence obtained. The person investigating will report to the Area General Manager or Director, who will take any necessary action. On conclusion of any investigation, you will be told the outcome of the investigation and what has been done, or is proposed to happen. If no action is to be taken, the reason for this will be explained.
If you are concerned that your Line Manager is involved in the wrongdoing, or the person investigating has failed to conduct a proper investigation or has failed to report the outcome of the investigation to the Area General Manager/ Director, you should inform the Area General Manager/ Director who will arrange for another manager to review the investigation carried out, make any necessary enquiries and make their own report to the Area General Manager/ Director.
If for any other reason, you do not wish to approach your Line Manager, you should contact the General Manager/ Director.
If no conclusion of stages 1, 2 and 3 you reasonably believe that the appropriate action has not been taken, you should report the matter to the Director of Operations.
There may be instances where outside sources contact the company and make disclosures of potential whistleblowing accusations. In this instance, the company may choose to pursue this accusation and follow the whistleblowing procedure with the alleged concerned colleagues by following the internal grievance process.