Whistleblowing Policy September 2024 - Legal Protection for Workers with Concerns at Work
In this section
- What is this about?
- What legal protection do I have?
- Will I be protected if I make a public disclosure?
- What support can I expect?
- What is the Council’s attitude to malpractice in the workplace?
- Who can blow the whistle?
- What can I blow the whistle about?
- How does the policy fit in with other Council policies?
- What if I am already involved in another HR procedure?
- How does this policy fit with the Members’ Code of Conduct?
- What if I want to make anonymous allegations?
- Is my identity kept confidential?
- How do I raise a concern?
- What happens after I have raised my concerns?
- How will we deal with your concerns?
- What happens if my concerns are not confirmed after an investigation?
- What happens if I am not happy with the Council’s response?
- Who is responsible for this policy?
- What happens to your ‘information’ and ‘personal data’?
- Appendices
What is the Council’s attitude to malpractice in the workplace?
11. We take any malpractice within the Council very seriously, as we are committed to maintaining the highest standards of openness, probity, and accountability. If you have serious concerns about any aspect of the Council’s work, then you are encouraged and expected to come forward and voice those concerns.
12. We understand that the decision to report a concern can be a difficult one to make, not least because of the fear of reprisal from those responsible for the malpractice. However, if you raise your concerns, you will have nothing to fear as you will be doing your duty to your employer, your colleagues and those to whom you provide a service.
13. Harassment or victimisation of individuals, who have raised concerns, including informal pressures, will not be tolerated, and will be treated as a serious disciplinary offence which will be dealt with under the disciplinary procedure.
14. We will not tolerate any attempt on the part of any worker, councillor, council contractor or supplier to apply any sanction or detriment to anybody who has reported to the Council any serious and genuine concern that they may have about apparent wrongdoing.
15. We will treat such conduct by an employee of the Council as a serious disciplinary matter, and any such conduct by a Councillor is liable to be reported as a breach of the Members Code of Conduct.
16. Where any such conduct is undertaken by any contractor or supplier of the Council, we will regard that as a serious breach of contract.
17. Any such behaviour by any recipient of a Council service will be regarded as a breach of the condition under which that service is provided.