Staff Handbook Section 18 - Public Interest Disclosure (Whistleblowing)
Index to Section 18
1. The College maintains the highest standards of integrity and honesty, at all times during the conduct of its business. It expects you to maintain the same standards in everything you do. You are therefore encouraged to report any wrongdoing by the College or its members of staff that falls short of these principles.
2. The Public Interest Disclosure Act 1998 protects members of staff who report wrongdoing within the workplace. It is the aim of this policy to ensure that as far as possible College staff are able to inform the Director of College Services, the Bursar or other College Officer about any wrongdoing at work which they believe has occurred or is likely to occur.
3. The College recognises that you may not always feel comfortable about discussing your concerns internally, especially if you believe that the College itself is responsible for the wrongdoing. The aim of this policy is to ensure that you are confident that you can raise any matter that concerns you, in the knowledge that it will be taken seriously, treated as confidential and that no action will be taken against you.
4. You are encouraged to use the procedure set out below if you have any concerns at all about wrongdoing at work, including any criminal offence, a failure to comply with legal obligations, a miscarriage of justice, a health and safety danger, an environmental risk or a concealment of any of these.
5. If appropriate, you should discuss the matter with your Head of Department in the first instance.
6. An informal approach to your Head of Department will be treated as completely confidential and will not result in any report to anyone within the College unless you agree.
7. If the matter requires further investigation, such an investigation will be carried out and you will be informed of the outcome of the investigation and what, if any, action has been taken.
8. If you remain unhappy about the speed or conduct of the investigation or the way in which the matter has been resolved, you should refer the matter to the Director of College Services, the Bursar or other College Officer. When your complaint has been investigated you will be informed of the result of the investigation and what, if any, action has been taken.
9. The College undertakes that no member of staff who makes a bona fide report under this procedure will be subjected to any detriment as a result, in accordance with section 47B of the Employment Rights Act 1996.
10. In the event that you believe that, as a result of your decision to invoke the procedure, you are being treated detrimentally by any person within the College, you must inform your Head of Department immediately and appropriate action will be taken to protect you from any reprisals.
11. If it should become clear that the procedure has not been invoked in good faith, for example for malicious reasons or to pursue a personal grudge against another member of staff, this will constitute misconduct and will be dealt with in accordance with the terms of the College's Disciplinary Procedure. Failure to report your concerns may result in disciplinary action being taken against you.
12. The College is keen to hear of any concerns that you may have about wrongdoing at work and encourages staff members to use the procedure described above wherever possible.
13. The College recognises that there may be matters that cannot be dealt with internally and that external authorities may need to become involved. Where this is necessary the College reserves the right to make such a referral without your consent
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