The Public Interest Disclosure Act 1998 came into force on 2 July 1999. It is therefore necessary to have a policy to encourage anyone involved in the charity, trustees, employees, volunteers or associates to unburden grievance concerns without fear of discrimination. The term “whistleblower” is used to describe a person, usually an employee, who becomes aware of a serious problem in the organisation and raises the matter so it may be investigated and if necessary corrected. Sometimes this may involve bringing the problem to wider attention. Early disclosure may give the employer the opportunity to rectify the problem.
Trustees, employees, volunteers or associates of the charity.
Kelsall Wellbeing Hub is committed to the highest standards of quality, openness, and accountability. This manifests itself through team meetings, regular one to one’s between line managers and employees, complaints procedure, disciplinary and grievance procedures etc. As part of that commitment, we encourage all trustees, employees, volunteers and others with serious concerns about any aspect of the work to come forward and express their concerns. In many cases, concerns or complaints will be dealt with through the procedures mentioned.
The following procedures are proposed to make provision for anyone to disclose information of suspected malpractice within the charity on a confidential basis and to be protected against victimisation or dismissal.
The openness and accountability to which we commit to relates to any concerns regarding any of the following:
A criminal offence
Financial frauds, money laundering and malpractice
Other types of corruption
Attempts to deliberately cover up information
Abuse or neglect of vulnerable people
Damage to the environment
Failure to deliver proper standards of service
Damaging personal conflicts at senior level
Bullying, harassment or victimisation in the workplace
Breach of a legal obligation
Danger to health or safely of an individual
Concerns should be reported at an early stage before problems have a chance to become serious. We will support those concerned and protect them from reprisals or victimisation. Confidentiality will be respected.
Anyone found trying to discourage someone from coming forward to express a concern will be subject to disciplinary action. In the same way, anyone criticising or victimising an individual as a result of a concern being expressed will also face disciplinary action.
Who to Contact
In the first instance, anyone wishing to report a concern should do so, in confidence, to the chair of the Management Committee or to the Hub Manager.
In the case of abuse of vulnerable people – also refer to the safeguarding reporting procedures as laid out in the Safeguarding policy.
If policy and procedures within the organisation are working properly there should be no need for contact to be with an external agency to express concerns. However, if these internal procedures have been exhausted, then the concerns may be reported as follows:
• The Charity Commission for England & Wales;
• the Health and Safety Executive;
• the Environment Agency;
• the Serious Fraud Office;
• the Pensions Regulator;
• the Information Commissioner;
• the Financial Conduct Authority.
• HM Revenue & Customs;
A full list can be found in The Public Interest Disclosure (Prescribed Persons) Order 2014: www.gov.uk/government/uploads/system/uploads/attachment_data/file/496899/BIS-16- 79-blowing-the-whistle-to-a-prescribed-person.pdf
This policy was written September 2022
This policy will next be reviewed September 2024