8.08 Whistleblowing Policy
Policy Statement
It is important to Rattlesden Preschool that any fraud, misconduct or wrongdoing by employees, or people engaged in Preschool’s business, is reported and properly dealt with. We therefore encourage all individuals to raise any concerns that they may have about the conduct of others in the setting or the way in which the setting is run.
We recognise that effective and honest communication is essential if malpractice is to be effectively dealt with the Preschool’s success is ensured.
Whistleblowing relates to all those who work with, or within, Preschool, who may from time-to-time think that they need to raise with someone in confidence certain issues relating to the organisation.
Whistleblowing is separate from the grievance procedure. If you have a complaint about your own personal circumstances, you should use the normal grievance procedure. If you have a concern about malpractice within Preschool, then you should use the procedure outlined below.
Procedure
Report any concerns to your line manager. If this is not possible, then report your concerns to a committee member.
All employees and those involved with Preschool should be aware of the importance of preventing and eliminating wrongdoing within the organisation. You should be watchful for illegal, inappropriate or unethical conduct and report anything of that nature that you become aware of.
Any matter you raise under this procedure will be investigated thoroughly, promptly and confidentially, and the outcome of the investigation will be reported back to you.
You will not be victimised for raising a matter under this procedure. This means that your continued employment and opportunities for future promotion or training will not be prejudiced because you have raised a legitimate concern.
Victimisation of an individual for raising a qualified disclosure will be a disciplinary offence.
If misconduct is discovered as a result of any investigation under this procedure Preschool’s disciplinary procedure will be used, in addition to any appropriate measures.
If you make a malicious, vexatious or a false allegation then this will be considered to be a disciplinary offence and disciplinary action will be taken against you.
An instruction to cover up wrongdoing is itself a disciplinary offence. If you are told not to raise or pursue any concern, even by a person in authority such as a manager, you should not agree to remain silent. In this event you should report the matter to a more senior manager or committee member.