A12d: Main page
How we can formally address any instances of alleged wrongdoing by colleagues.
1. Introduction
We are committed to maintaining an honest, fair and open culture which promotes public confidence, and to dealing effectively with any malpractice. This section sets out the procedure by which you should raise issues with a view to their resolution. It takes into account the provisions of the Public Interest Disclosure Act 1998 which gives protection from victimisation and dismissal for workers who disclose information about specific categories of actual or alleged wrongdoing within the employing organisation. 'Worker' has a special wide meaning in the case of whistleblowing; as well as employees it includes agency workers and people who aren't employed but are in training with employers.
Our whistleblowing procedures encourage and enable workers to raise serious concerns internally rather than overlooking a problem or 'blowing the whistle' outside. Employees are often the first to realise that there is something seriously wrong; however, they may not express their concerns as they feel that speaking up would be disloyal to their colleagues or detrimental to their career.
See appendix A12d.1 for further guidance. Your establishment may also have a Code of Conduct that you should consult before taking action.
Last updated 18/07/12
Amendment 145 - July 2012