Understanding Whistle-Blowing.

Whistle-blowing is when a worker reports suspected wrongdoing at work. Officially this is called ‘making a disclosure in the public interest’.

A worker can report things that are not right, are illegal or if anyone at work is neglecting their duties, including:

•          Someone’s health and safety is in danger
•          Damage to the environment
•          A criminal offence
•          The company is not obeying the law (like not having the right insurance)
•          Covering up wrongdoing

Whistle-blowing encourages and enables employees to raise serious concerns within the organisation rather than overlooking a problem or 'blowing the whistle' outside.

Employees are often the first to realise that there is something seriously wrong with the Council. However, they may not express their concerns as they feel that speaking up would be disloyal to their colleagues or to the organisation. The policy applies to all employees, (including those designated as casual hours, temporary, agency, authorised volunteers or work experience), and those contractors working for the organisation on business Premises, for example, agency staff, builders, drivers. It also covers suppliers and those providing services under a contract with the organisation in their own premises, for example, distribution and stakeholders. The policy also covers Members exclusively.

This policy has been discussed with the relevant trade unions and professional organisations and has their support. The policy aims to achieve the following in a more thorough way:

·         To encourage you to feel confident in raising concerns and to question and act upon concerns about practice.

·         To provide avenues for you to raise concerns in confidence and receive feedback on any action taken.

·         To ensure that you receive a response to your concerns and that you are aware of how to pursue them if you are not satisfied.

·         To reassure you that you will be protected from possible reprisals or victimisation if you have a reasonable belief that you have made a disclosure in good faith.

Types of concerns that this policy cover are as listed below:

•          Conduct which is an offence or a breach of law.
•          Failure to comply with a legal obligation.
•          Disclosures related to miscarriages of justice.
•          Health and safety risks, including risks to the public as well as other employees.
•          Damage to the environment.
•          The unauthorised use of public funds.
•         Possible fraud and corruption.
•         Sexual, physical or other abuse of clients.

                                                                                                                                                                  Other unethical conduct.

•          Actions which are unprofessional, inappropriate or conflict with a general understanding of what is rights and wrong.
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NB. Other procedures are available to employees e.g. the Grievance procedure which relates to complaints about your own employment. This policy also does not replace other corporate complaints procedures which are for public use. Check with your statutes on how to deal with such cases because in most cases there are stipulated avenues to settle such cases internally.

Safeguards and Victimisation to the vulnerable - The organisation recognises that the decision to report a concern can be a difficult one to make. If what you are saying is true, you should have nothing to fear because you will be doing your duty to your employer and those for whom you provide a service.

The organisation will not tolerate any harassment or victimisation (including informal pressures) and will take appropriate action to protect you when you raise a concern in good faith. Measures like these will surely make it almost certain that employees will be protected at all times and share their concerns freely.

All concerns will be treated in confidence and every effort will be made not to reveal your identity if you so wish. At the appropriate time, however, you may need to come forward as a witness.

Confidentiality is a great mandate to have so that everything is formally directed and dealt without any cynicism.  This policy encourages you however to put your name to your concern whenever possible. Please note that:

• Staff must disclose the information in good faith.
• Staff must believe it to be substantially true.
• Staff must not act maliciously or make false allegations.
• Staff must not seek any personal gain.

How to raise your concerns should be a private and direct clear way. As a first step, you should normally raise concerns with your immediate supervisor/manager or their superior. This may depend, however, on the seriousness and sensitivity of the issues involved and who is suspected of the malpractice.