Guidelines/Procedure/Methods Pages 3-5. Monitoring, Evaluation and Review Pages 5-6. Appendices Pages 8-12

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Guidelines/Procedure/Methods Pages 3-5. Monitoring, Evaluation and Review Pages 5-6. Appendices Pages 8-12"

Transcription

1 DOCUMENT CONTROL PAGE Title: Raising Concerns Policy Document Type: Policy Version Number as from December 2004: 5 Scope: Trust Wide Author: Karen Elmer, Divisional HR Business Manager updated by Ingrid Derbyshire, Acting Deputy Director of Workforce - May 2013 Groups Consulted: WF Senior Managers, Staff side, Executive representatives, JCC, WF Committee, Executive Board, Quality and Assurance Committee Validated By: Equality Impact Assessed: YES (If appropriate) Replaces Description of amendments: Change in name from Whistle blowing to Raising Concerns Policy Executive Summary has been re written Our Commitment to you new section National Whistle blowing helpline details added into the procedure Updated NED Champion to Mark Harrison Overall update based on the Speak up for a healthy NHS Whistleblowing arrangements guidance. Authorising Body: Quality Assurance Committee Date of Authorisation : 10 May 2013 Master Document Controller: Charlotte Eckersley - Personal Secretary to Suzanne Woolridge, Deputy Director of Workforce and OD Review Date: May 2015 Key Words: Raising Concerns, concerns, report, policy INDEX Executive Summary Page 1 Aim and Scope of the Policy Page 1 Definition of Raising Concerns Page 1 Responsibilities Page 2 Guidelines/Procedure/Methods Pages 3-5 Monitoring, Evaluation and Review Pages 5-6 Appendices Pages 8-12

2 RAISING CONCERNS POLICY If in doubt raise it!

3 RAISING CONCERNS POLICY 1. Executive Summary All of us at one time or another have concerns about what is happening at work. Usually these are easily resolved. However, when the concern feels serious because it is about a possible danger, professional misconduct or financial malpractice that might affect patients, colleagues, or the Trust itself, it can be difficult to know what to do. You may be worried about raising such an issue and may think it best to keep it to yourself, perhaps feeling it is none of your business or that it is only a suspicion. You may feel that raising the matter would be disloyal to colleagues, to managers or to the organisation. You may have said something but found that you have spoken to the wrong person or raised the issue in the wrong way and are not sure what to do next. The Board of Bolton Trust is committed to running the organisation in the best way possible and to do so we need your help. This policy is here to reassure you that it is safe and acceptable to speak up and to enable you to raise any concern you may have at an early stage and in the right way. Rather than wait for proof, we would prefer you to raise the matter when it is still a concern. 2. Aims and Scope of the Policy The Public Interest Disclosure Act 1998 gives significant statutory protection to employees who disclose information reasonably and responsibly in the public interest. It encourages people to raise concerns about malpractice in the workplace and will help to ensure that organisations respond by dealing with concerns thoroughly, fairly and expeditiously. This legislation states that it is unlawful to dismiss discipline or victimise a worker who blows the whistle on criminal behaviour or other malpractice. This policy sets out guidelines as to how employees of the Trust can highlight any concerns that they may have at an early stage and in the correct manner. This policy advises managers on how to handle any concerns which may be brought to their attention, and to reassure staff that if they raise a concern they will not suffer any form of retribution as a result. The policy applies to all workers in the Trust including substantive and temporary staff, bank workers, agency staff, volunteers and staff employed by on-site contractors. It is primarily for concerns where the interest of others, or of the organisation itself are at risk. It could be regarded as a mechanism for the Trust s internal complaints procedure. The Trust s formal Complaints Procedure will be utilised by those external to the Trust i.e., patients, carers, members of the public, other organisations etc. The policy does not cover issues relating to the employment of staff and staff are referred to the Trust Grievance Procedure for such matters. The policy does not cover issues relating to the treatment of staff at work and staff are referred to the Trust Dignity at Work Policy for such matters. If in doubt raise it!

4 3. Definition of Raising Concerns (Whistleblowing) Whistleblowing is the popular term used when someone who works in, or for an organisation, raises a concern about a possible fraud, crime, danger or other serious risk that could threaten the public or the organisation s reputation. The Trust prefer to use the term Raising Concerns Any concerns relating to service provision or the conduct of staff employed by the Trust can be reported under this policy. As an early warning system, Raising Concerns can help alert the Trust to risks such as: a danger in the workplace; fraud and corruption in, on or by the Trust; offering, taking or soliciting bribes; damage to the environment; misreporting performance data; medical negligence; Financial malpractice A miscarriage of justice Other unethical conduct. Deliberate covering up of information tending to show any of the above. 4. Responsibilities Every manager has a duty to ensure that staff are easily able to express their concerns. Managers have an obligation to ensure that these concerns are dealt with thoroughly, fairly and expeditiously. Managers should make sure they are visible within the organisation as this will help staff feel able to raise concerns at the earliest opportunity. Any concerns raised under this policy will be reported to the Workforce Committee or the Quality Assurance Committee. It is the responsibility of the Board of Directors to monitor the concerns raised by staff and to be satisfied that appropriate action has been taken. 5. Our Commitment to you Your Safety The Trust is committed to good practice and high standards whilst being supportive of employees. The Trust recognises that the decision to report a concern can be a difficult one to make. The Trust will not tolerate any harassment or victimisation and will take appropriate action to protect staff when a concern is raised in good faith. Any investigation into allegations of potential malpractice will not influence or be influenced by any disciplinary or redundancy procedures that are already in effect. Your Confidence This policy encourages staff to put their name to their concerns at the earliest opportunity wherever possible.

5 Concerns expressed anonymously are much less powerful, and a judgement would be made as to what, if any, further action should be taken. Staff who are concerned about their confidentiality are encouraged to take advice from their trade union/professional organisation or Public Concern at Work (See Section 13 of this policy). Should an individual who raises a concern not wish to be identified, then he/she has the right to remain anonymous. However, should an individual remain anonymous, the Trust will be less able to protect them against any reprisals or to provide feedback on the investigation of the issue. In some instances the Trust may not be able to investigate the concern without the individual s input. If an employee makes a disclosure and does not remain anonymous then the Trust will guarantee confidentiality by not disclosing the identity of the individual without their consent, unless required to by law. If the situation arises where the Trust is unable to resolve the concern without revealing the identity of the employee (for instance because your evidence is needed at a hearing or in court), this will be discussed with the individual before proceeding. As well as seeking support from your trade union/professional organisation, staff may feel the need for emotional help and support either whilst their concerns are being investigated or post investigation. Staff are therefore encouraged to contact the Workplace Health and Wellbeing team who are able to offer such support. 6. Untrue allegations If an employee raises a concern in the public interest, which following further investigation is found to be untrue, no further action will be taken against the employee. However, if during the investigation, it becomes evident that the complaint was made frivolously, maliciously or for personal gain, then action may be taken under the Trust s Disciplinary Procedure. 8. Fraud and corruption If the concern raised is regarding fraud and corruption, then the member of staff should immediately contact the Trust s Local Counter Fraud Specialist (LCFS) or the Director of Finance. In such cases it is requested that the line manager is not involved at this stage (in case they themselves may be implicated, or may attempt to suppress the allegation for whatever reason). Contact with the line manager will be at the discretion of the Local Counter Fraud Specialist. A list of Designated Officers and contact details can be found in Appendix 3, including the contact details for the LCFS. Under no circumstances should the member of staff investigate the allegation, prior to reporting it. 9. Procedure for Raising a Concern Staff who wish to raise concerns in line with Section 3 of this policy should utilise the following procedure. If, however, there is an immediate and urgent threat to the safety, health or well being of patients, clients or colleagues, staff should go to the stage they feel most appropriate. Please note Student Nurses are also able to raise concerns directly with their Professional Education Facilitators When you raise a concern it will be helpful to know how you think the matter might best be resolved. If you have any personal interest in the matter, we do ask that you tell us at

6 the outset. If we think your concern falls more properly within our grievance, dignity at work or other relevant procedure, we will let you know. If you are worried about whether or how to raise a concern about a risk, wrongdoing or malpractice you can also seek free advice from the National Whistleblowing Helpline on Stage One Informal Wherever possible, all matters of concern should initially be addressed at an informal level, with the employee s line manager. However, if this not appropriate please refer to the next stage. All concerns must be given full and sympathetic consideration. Staff should be treated with respect and understanding, as it must be recognised that raising a concern can be a difficult experience for some staff. Any allegation or expressed concern, made under this procedure will normally be the subject of a preliminary investigation, either by the person to whom the allegation is reported, or more usually, by a person or persons designated by him/her to undertake this task. The investigation should be carried out as speedily and as sensitively as possible. In acting upon the information given, a manager may, in the course of investigating the matter, need to seek advice from other health care professionals. However, the need for confidentiality must be respected as far as possible. The policy requires that stage one should normally be undertaken within 3 weeks of the complaint being notified. 11. Stage Two - Formal Divisional Manager/Clinical Lead If it would be inappropriate to report the concern to the employee s line manager or if, after stage one, the matter remains unresolved, the member of staff may refer his/her concerns (in writing) to the relevant Divisional Manager or Clinical Lead (if not already done at stage one). The Divisional Manager / Clinical Lead will convene a meeting to discuss the issues with the member of staff, who may wish to be accompanied by a representative of his/her trade union/professional organisation. Thorough and fair consideration will be given to the concerns and the member of staff should be treated with respect and understanding. Where appropriate, the Divisional Manager / Clinical Lead will ensure that the concern is fully investigated, if this has not already been done at stage one. The Trust is fully committed to observing the principles of natural justice in its handling of expressed concerns about healthcare matters. This applies equally to those against whom complaints are made, as well as to those who make them. It is important that early in the investigation of an allegation, the person or persons against whom it is made must be told of the allegation, shown the evidence supporting it and be allowed to comment, before the investigation is completed and a report made. It will be a matter of judgement at what stage this point is reached, in the light of the circumstances of the

7 case and the need to avoid giving the individual whom the allegations have been made the opportunity to interfere with the inquiry in some way. The policy requires that Stage two should normally be undertaken within 3 weeks of the complaint being notified at this level. 12. Stage Three - Formal - Chief Executive If the concern is so serious or if, after stage two, the matter remains unresolved, the member of staff may raise his/her concerns (in writing) to the Chief Executive, who will nominate an appropriate person to investigate. This will normally be a Non-Executive Director of the Trust. A thorough and fair investigation into the issues raised will be carried out. The nominated person will convene a meeting to discuss the issue with the member of staff who may wish to be accompanied by a representative of his/her Trade Union or Professional Organisation and then report back to the Chief Executive. Subject to the limitations of individual confidentiality, the complainant will be given a full explanation (in writing) of what action is to be taken or, if applicable, the reasons why action is not considered appropriate. In exceptional circumstances, where a member of staff reasonably feels that it would be inappropriate to raise the concern through the line management structure, perhaps because the line manager is directly involved with the cause of concern, then reference may be made directly to the Chief Executive. The policy requires that Stage three should normally be undertaken within 4 weeks of the complaint being notified at this level. At each stage whenever possible, we will give you feedback on the outcome of the investigation. Please note, however, that we may not be able to tell you about the precise actions we take where this would infringe a duty of confidence we owe to another person. While we cannot guarantee that we will respond to all matters in the way you might wish, we will strive to handle the matter fairly and properly. By using this policy you will help us to achieve this 13. Complaints about the most senior person If, exceptionally, the concern is about the most senior person in the Trust, i.e. the Chief Executive, then this should be raised with the Chairman of the Trust, who will decide on how the investigation, if appropriate, will proceed. This may include an external investigation. In addition Mark Harrison, Non-Executive Director is the Trust Raising Concerns champion Mark can be contacted via the Chairman s Personal Assistant 14. Independent advice If you are unsure whether to use this policy or you want independent advice at any stage, you may contact:

8 Your trade union/professional organisation representative who, if you so wish, may assist/accompany you in raising your concerns at any stage; or The independent charity Public Concern at Work on or Their lawyers can give you free confidential advice at any stage about how to raise a concern about serious malpractice at work. 15. Monitoring of Policy Any concerns raised under this policy will be reported to the Workforce Committee and the Quality and Assurance Committee. It is the responsibility of the Quality and Assurance Committee to monitor the concerns raised by staff and to be satisfied that appropriate action has been taken. 16. Policy Review It will be necessary to use several methods to communicate the contents of this policy effectively. Methods to be employed include:- Sending a copy of the policy/leaflet to all employees. Publishing articles in newsletters and Team Brief. Issuing leaflets on the policy. Placing posters in the workforce Providing training for Line Managers or awareness raising activities for all employees. Raising the issue at team/departmental meetings. Using or Intranet facilities. Workplace presentations by Workforce and Staff Side Representatives Communication of the policy is a regular requirement and not just a necessity at launch time, for example, awareness raising should be included in induction and learning opportunities for all staff. 17. Associated Policies Fraud and Corruption Policy Grievance Procedure Dignity at Work Policy Trusts Complaints Procedure (applies to patients and carers in relation to NHS services) Child Protection Policy Incident Reporting Policy

9 External Contacts Prescribed Persons Whilst we hope this policy gives you the reassurance you need to raise your concern internally with us, we recognise that there may be circumstances where you can properly report a concern to an outside body. In fact, we would rather you raised a matter with the appropriate regulator such as the Care Quality Commission, the independent Regulator of NHS Foundation Trusts (Monitor), your professional regulator, the Audit commission or the national Patient safety Agency than snot at all. Your union or Public Concern at Work will be able to advise you on such an option if you wish. You can also contact the prescribed persons at Appendix 3. Wider Disclosures Wider disclosures are protected if they are not made for personal gain and the concern must first have been raised with the Trust or a prescribed person mentioned in appendix 3 if: a) you reasonably believed you would be victimised if you did so, or b) there is no prescribed regulator and you reasonably believed there would be a cover-up, or c) the matter was exceptionally serious Examples of where such disclosures could be made are as follows: I. The Mental Health Act Commission Where you have a concern about the care of a patient/client detained under the Mental Health Act 1983 you may be able to refer the matter to the Mental Health Act Commission. II. The Health Service Ombudsman All staff should be aware that the Ombudsman may look into complaints by staff on behalf of a patient provided that he is satisfied that there is no-one more appropriate, such as an immediate relative, to act on the patient s behalf. III. Members of Parliament and the Media If you have exhausted the procedure and have taken account of advice which may have been given you might wish, as a constitutional right, to consult your member of parliament in confidence. You might also, as a last resort, contemplate the possibility of disclosing your concern to the media. Whilst the Trust does not wish to restrict the rights of any employees in this respect, any unjustifiable action which might undermine confidence in the Trust will be considered as a breach of discipline. In view of these considerations if you are contemplating making a disclosure to the media you are advised to first seek further specialist guidance from professional or other representative bodies and to discuss the matter further with your colleagues and, where appropriate, line and professional managers. However, in view of the principles and options contained in this procedure it is expected that any staff concerns can be addressed and dealt with without reference to the media.

10 Appendix One RAISING CONCERNS POLICY FLOWCHART Employee Wishes to Raise Concern Nature of Concern Incident/Near Miss All other concerns Treatment/Harassment Employment Health & Safety Policy Accident/Incident Reporting Inform Dignity at Work Policy Grievance Procedure Inform Stage 1 Stage 2 Stage 3 Person in Charge or Your Manager Your Manager Divisional Manager/ Clinical Director Chief Executive or or Risk and Assurance Managerof Safety Investigation Investigation Investigation Medical Director Response within three weeks Response within three weeks Response within four weeks Resolved? NON EXECUTIVE DIRECTOR (Raising Concerns Champion) Resolved YES Raise with Prescribed Bodies Resolved? Make wider Disclosures eg. MP. Matter ends

11 Appendix Two PRESCRIBED PERSONS Disclosures of information may be made to the following persons, who have been prescribed by the Government. 1. Health and Safety Risks: HSE and local authority 2. Environmental Issues: the Environment Agency 3. Utilities: OFTEL, OFFER, OFWAT, OFGAS, Rail Regulators 4. Financial Services & the City: Finances Services Authority (and pending its full operation, its predecessor bodies); HM Treasury (insurance) 5. Fraud & Fiscal Irregularities: Serious Fraud Office, Inland Revenue, Customs & Excise, Audit Manager 6. Public Sector Finance: NAO Audit Commission, Account Commission for Scotland, Director of Counter Fraud Services 7. Company Law: Department of Trade & Industry 8. Competition & Consumer Law: Office of fair trading and local authority 9. Others: Certification Officer (Trade Unions), Civil Aviation Authority, Clarity Commission, Criminal Cases Review Commission, Data Protection Registrar, Occupational Pensions Regulatory Authority CONTACT DETAILS AND TELEPHONE NUMBERS NATIONAL WHISTLEBLOWING HELPLINE LOCAL COUNTER FRAUD SPECIALIST Collette Ryan: Telephone: Mobile: Address: The Conference Centre, Wrightington Hospital, Hall Lane, Appley Bridge, Wigan, Lancashire, WN6 9EP FREEPHONE NHS FRAUD AND CORRUPTION REPORTING LINE The NHS Fraud and Corruption Reporting Line is All calls will be treated in confidence and investigated by professionally trained staff. THE NHS FRAUD AND CORRUPTION TEAM: HUMAN RESOURCES DEPARTMENT OF HEALTH (CUSTOMER SERVICE CENTRE), Department of Health, Richmond House, 79 Whitehall, London SW1A 2NS o o Telephone

12

1.0 Introduction. Whistleblowing Policy June 2011 Page 2 of 7

1.0 Introduction. Whistleblowing Policy June 2011 Page 2 of 7 Royal Bournemouth & Christchurch Hospitals NHS Foundations Trust WHISTLEBLOWING (PUBLIC INTEREST DISCLOSURE) POLICY Approval Committee Partnership Forum Version Issue Date Review Document Author Date 1.2

More information

Whistleblowing Policy

Whistleblowing Policy Whistleblowing Policy Number: THCCG00XX Version: 0d6 This policy covers the right and duty of members of the CCG and CCG employees to raise any matters of concern that they may have about health issues

More information

WHISTLE-BLOWING POLICY

WHISTLE-BLOWING POLICY APPENDIX 1 WHISTLE-BLOWING POLICY Please be aware that this printed version of the Policy may NOT be the latest version. Staff are reminded that they should always refer to the Intranet for the latest

More information

WHISTLEBLOWING GUIDANCE

WHISTLEBLOWING GUIDANCE WHISTLEBLOWING GUIDANCE 1 Whistleblowing Guidance Introduction 1. This guidance accompanies the NHS LA s Whistleblowing Policy, which deals with the process for staff to raise concerns about internal whistleblowing

More information

The best advice before you decide on what action to take is to seek the advice of one of the specialist Whistleblowing teams.

The best advice before you decide on what action to take is to seek the advice of one of the specialist Whistleblowing teams. Whistleblowing Policy (HR Schools) 1.0 Introduction Wainscott school is committed to tackling unlawful acts including fraud, corruption, unethical conduct and malpractice regardless of who commits them,

More information

Freedom to speak up: whistleblowing policy for the NHS Draft for consultation

Freedom to speak up: whistleblowing policy for the NHS Draft for consultation Freedom to speak up: whistleblowing policy for the NHS Draft for consultation Issued on 16 November 2015 Deadline for responses: 8 January 2016 Monitor publication code: IRG 34/15 NHS England Publications

More information

WIGAN COUNCIL WHISTLEBLOWING POLICY

WIGAN COUNCIL WHISTLEBLOWING POLICY WIGAN COUNCIL WHISTLEBLOWING POLICY 1 Introduction 1.1 Employees are often the first to realise that there may be something seriously wrong within the Council. However, they may not express their concerns

More information

Whistleblowing for a healthy practice. Whistleblowing: guidance for GPs

Whistleblowing for a healthy practice. Whistleblowing: guidance for GPs Whistleblowing for a healthy practice Whistleblowing: guidance for GPs Contents Public Concern at Work Suite 306 16 Baldwins Gardens London EC1N 7RJ Telephone 020 7404 6609 Fax 020 7404 6576 whistle@pcaw.co.uk

More information

Raising concerns (Whistleblowing) Policy and Procedure

Raising concerns (Whistleblowing) Policy and Procedure Raising concerns (Whistleblowing) Policy and Procedure The Public Interest Disclosure Act provides strong protection for workers who blow the whistle on or raise a genuine concern about malpractice. The

More information

In some cases, whistleblowers may bring a case before an employment tribunal, which can award compensation.

In some cases, whistleblowers may bring a case before an employment tribunal, which can award compensation. WHISTLEBLOWING Introduction This factsheet has been produced to provide advice on how to negotiate agreements and procedures on whistleblowing for branch officers and stewards. UNISON recognises that employees

More information

Whistle-blowing. Policy and Procedure

Whistle-blowing. Policy and Procedure Whistle-blowing Policy and Procedure This document will be made available in other languages upon request from employees of Version: 1 Date of Issue: November 2012 Review Date: October 2014 Lead Director:

More information

WHISTLE BLOWING POLICY

WHISTLE BLOWING POLICY POLICY DOCUMENT NUMBER 19 WHISTLE BLOWING POLICY POLICY NUMBER VERSION DATE APPROVER/EXO MEMBER SIGNATURE OF APPROVER 1.0 5 Aug 2013 Nick Vlok TABLE OF CONTENTS PAGE 1. PURPOSE OF THE POLICY 3 2. SCOPE

More information

WHISTLE BLOWING POLICY & PROCEDURE

WHISTLE BLOWING POLICY & PROCEDURE WHISTLE BLOWING POLICY & PROCEDURE Prepared by Reviewed by Approvals The signatures below certify that this procedure has been reviewed and accepted, and demonstrates that the signatories are aware of

More information

Whistleblowing Policy and Procedure

Whistleblowing Policy and Procedure Whistleblowing Policy and Procedure Paper Copies of this Document If you are reading a printed copy of this document you should check the Trust s Policy website (http://sharepoint/policies) to ensure that

More information

BOARD CHAIR: 3.0 PROCESS: 3.1 Process for Disclosure 3.1.1 The Hospital will retain the services of an external Ethics Helpline Provider.

BOARD CHAIR: 3.0 PROCESS: 3.1 Process for Disclosure 3.1.1 The Hospital will retain the services of an external Ethics Helpline Provider. 1 of 8 SECTION: TOPICS: Governance APPROVED: Governance: Sept. 29, 2008 APPROVED: Board of Directors: Oct. 6, 2008 MOST RECENT DATE: NEW OR SUPERSEDES: BOARD CHAIR: NEW 1.0 POLICY STATEMENT: It is the

More information

St John the Evangelist RC Primary School Whistle Blowing Policy

St John the Evangelist RC Primary School Whistle Blowing Policy St John the Evangelist RC Primary School Whistle Blowing Policy In the Light of Jesus we learn to love and love to learn. Our Mission Statement was created as part of a joint initiative between our staff,

More information

SPEAKING OUT WITHOUT FEAR WHISTLEBLOWING UNISON GUIDE TO

SPEAKING OUT WITHOUT FEAR WHISTLEBLOWING UNISON GUIDE TO SPEAKING OUT WITHOUT FEAR UNISON GUIDE TO WHISTLEBLOWING Written by UNISON Policy & Research with assistance from UNISON Service Groups and Public Concern at Work June 1999 CONTENTS INTRODUCTION 2 1 WHISTLEBLOWER

More information

WHISTLEBLOWING TO THE CHILDREN S COMMISSIONER FOR WALES

WHISTLEBLOWING TO THE CHILDREN S COMMISSIONER FOR WALES WHISTLEBLOWING TO THE CHILDREN S COMMISSIONER FOR WALES 1. What does the Children s Commissioner for Wales do? The Children's Commissioner for Wales is an independent children s rights institution established

More information

Guidance for Employers and Code of Practice

Guidance for Employers and Code of Practice WHISTLEBLOWING Guidance for Employers and Code of Practice MARCH 2015 Contents What is whistleblowing?... 3 What are an employer s responsibilities in regards to whistleblowing?... 3 Recognising workers

More information

WHISTLEBLOWER POLICY

WHISTLEBLOWER POLICY WHISTLEBLOWER POLICY 1. PURPOSE Brunel is committed to conducting all our business in an honest and ethical manner, having full commitment to open communications, and we expect all staff to maintain high

More information

MALAYSIAN TECHNOLOGY DEVELOPMENT CORPORATION SDN. BHD.

MALAYSIAN TECHNOLOGY DEVELOPMENT CORPORATION SDN. BHD. MALAYSIAN TECHNOLOGY DEVELOPMENT CORPORATION SDN. BHD. WHISTLEBLOWING POLICY AND GUIDELINES 16 March 2012 Version 1.0 TABLE OF CONTENTS WHISTLEBLOWING POLICY Page WHISTLEBLOWING GUIDELINES B1 DEFINITION

More information

ROYAL HOLLOWAY University of London. DISCIPLINARY POLICY AND PROCEDURE (for all staff other than academic teaching staff)

ROYAL HOLLOWAY University of London. DISCIPLINARY POLICY AND PROCEDURE (for all staff other than academic teaching staff) APPROVED BY COUNCIL September 2002 ROYAL HOLLOWAY University of London DISCIPLINARY POLICY AND PROCEDURE (for all staff other than academic teaching staff) Disciplinary Policy and Procedure September 2002

More information

Policy Guide & Template Whistleblowing

Policy Guide & Template Whistleblowing Policy Guide & Template Whistleblowing Created December 2002, Revised in 2008 Disclaimer: The information contained in this document is provided for information only and does not constitute advice. Neither

More information

WHISTLE BLOWING POLICY & PROCEDURES

WHISTLE BLOWING POLICY & PROCEDURES Management Circular No: GCSL/01.2013 Revised: 01/2014 WHISTLE BLOWING POLICY & PROCEDURES All rights reserved. No part contained in this Policy may be reproduced or copied in any form without the written

More information

Whistle Blower Policy

Whistle Blower Policy 22 Ulsoor Road, Bangalore - 42 Section No : WB-A Copy No : Page No : 1 of 9 Whistle Blower Policy 22 Ulsoor Road, Bangalore - 42 Section No : WB-B Copy No : Page No : 2 of 9 Contents Sl. No. Title Section

More information

I would also be grateful to receive the name of the contact we should liaise with.

I would also be grateful to receive the name of the contact we should liaise with. Your ref: Our ref: FOI 12/0880 Department of Energy & Climate Change Head of HR Policy 55 Whitehall London SW1A 2EY London SW1A 2HD E: @decc.gsi.gov.uk www.decc.gov.uk 6 July 2012 RE: FOI 12/0880 Further

More information

Whistleblowing Policy. Associate Director of Governance and Quality. The Governing Body or GCCG Executive

Whistleblowing Policy. Associate Director of Governance and Quality. The Governing Body or GCCG Executive Author(s) Associate Director of Governance and Quality Version 0.0 Version Date 26 June 2013 Implementation/Approval Date Review Date June 2016 Review Body The Governing Body or GCCG Executive Policy Reference

More information

Complaints Policy. Complaints Policy. Page 1

Complaints Policy. Complaints Policy. Page 1 Complaints Policy Page 1 Complaints Policy Policy ref no: CCG 006/14 Author (inc job Kat Tucker Complaints & FOI Manager title) Date Approved 25 November 2014 Approved by CCG Governing Body Date of next

More information

Raising and escalating concerns. Guidance for nurses and midwives

Raising and escalating concerns. Guidance for nurses and midwives Raising and escalating concerns Guidance for nurses and midwives We are the nursing and midwifery regulator for England, Wales, Scotland, Northern Ireland and the Islands. We exist to safeguard the health

More information

Whistleblower Protection Policy

Whistleblower Protection Policy Whistleblower Protection Policy TABLE OF CONTENTS EXECUTIVE SUMMARY... 3 Introduction... 3 Policy Objectives... 4 Policy Parameters... 4 OBLIGATION TO DISCLOSE REPORTABLE CONDUCT... 4 COMMITMENT TO WHISTLEBLOWER

More information

CARDIFF COUNCIL CYNGOR CAERDYDD

CARDIFF COUNCIL CYNGOR CAERDYDD CARDIFF COUNCIL CYNGOR CAERDYDD STANDARDS AND ETHICS COMMITTEE 18 th MARCH 2014 REPORT OF THE MONITORING OFFICER AGENDA ITEM: WHISTLEBLOWING POLICY Reason for this Report 1. To allow the Committee to consider

More information

DISCIPLINARY POLICY AND PROCEDURE

DISCIPLINARY POLICY AND PROCEDURE DISCIPLINARY POLICY AND PROCEDURE Date of Publication: April 2013 Agreed by: Vice Chancellor s Executive March 2013 Page 1 of 13 Policy 1.0 Introduction The purpose of the disciplinary policy and procedure

More information

Whistleblower Policy

Whistleblower Policy Whistleblower Policy The Feedback Group including Feedback Infra, its subsidiaries and associate companies, is committed to conducting its affairs ethically and lawfully. The Group's philosophy on ethics

More information

Staff Disciplinary Procedure. 1. Principles

Staff Disciplinary Procedure. 1. Principles Staff Disciplinary Procedure 1. Principles This procedure is to help ensure consistent and fair treatment for all staff and to ensure compliance with natural justice. The supervisor/manager will make preliminary

More information

Fairness at Work (Grievance Policy & Procedure)

Fairness at Work (Grievance Policy & Procedure) Fairness at Work (Grievance Policy & Procedure) Publication Scheme Y/N Department of Origin Policy Holder Author Related Documents Can be Published on Force Website HR Operations Head of HR Operations

More information

Policy C11 Staff Disciplinary Policy and Procedure

Policy C11 Staff Disciplinary Policy and Procedure Policy C11 Staff Disciplinary Policy and Procedure Providing a Clear Framework to Help Promote Good Employment Relations Disciplinary rules and procedures provide guidance to employees on the standards

More information

DISCIPLINARY PROCEDURE

DISCIPLINARY PROCEDURE DISCIPLINARY PROCEDURE This procedure accompanies Woking Mind disciplinary policy Document History Version Date Drafted by Authorised by Reason for revision This policy was approved on 10/08/2011 and will

More information

Grievance, Whistle blowing and Disciplinary, including Dismissals

Grievance, Whistle blowing and Disciplinary, including Dismissals eastsussex.gov.uk Grievance, Whistle blowing and Disciplinary, including Dismissals This document will provide you with information on Grievance, Whistle blowing and Disciplinary procedures, including

More information

Human Resources People and Organisational Development. Disciplinary Procedure for Senior Staff

Human Resources People and Organisational Development. Disciplinary Procedure for Senior Staff Human Resources People and Organisational Development Disciplinary Procedure for Senior Staff AUGUST 2015 1. Introduction 1.1 This procedure applies to Senior Staff. Senior Staff includes: 1.1.1 the Vice-Chancellor

More information

NHS England Complaints Policy

NHS England Complaints Policy NHS England Complaints Policy 1 2 NHS England Complaints Policy NHS England Policy and Corporate Procedures Version number: 1.1 First published: September 2014 Prepared by: Kerry Thompson, Senior Customer

More information

Issue: June 2009 GUIDANCE FOR PHARMACISTS ON RAISING CONCERNS

Issue: June 2009 GUIDANCE FOR PHARMACISTS ON RAISING CONCERNS Issue: June 2009 GUIDANCE FOR PHARMACISTS ON RAISING CONCERNS GUIDANCE FOR PHARMACISTS ON RAISING CONCERNS CONTENTS Status of this document About this document 1 Definition: What is whistleblowing? 2 The

More information

Transport for London. Code of Conduct MAYOR OF LONDON

Transport for London. Code of Conduct MAYOR OF LONDON Transport for London Code of Conduct Effective from 1 October 2008 MAYOR OF LONDON Transport for London This Code of Conduct describes TfL s ethical values and vision and sets out the behaviour that is

More information

DISCIPLINARY POLICY & PROCEDURE FOR SCHOOL BASED STAFF

DISCIPLINARY POLICY & PROCEDURE FOR SCHOOL BASED STAFF DISCIPLINARY POLICY & PROCEDURE FOR SCHOOL BASED STAFF Based on Leeds City Council recommendations January 2012 1 CONTENTS 1. Introduction 2. Scope of the Procedure 3. Core Principles 4. Management of

More information

External Whistleblowing (Protected Disclosures) Policy

External Whistleblowing (Protected Disclosures) Policy External Whistleblowing (Protected Disclosures) Policy 1. Introduction Monitor is the sector regulator for health care. Our main duty is to protect and promote the interests of patients by regulating the

More information

ISLE OF MAN PRISON SERVICE

ISLE OF MAN PRISON SERVICE ISLE OF MAN PRISON SERVICE CODE OF CONDUCT AND DISCIPLINE Isle of Man Prison Service Code of Conduct and Discipline Contents Statement of Purpose and Values Purpose Prison Service Objectives Values Definition

More information

Raising concerns. Guidance for nurses and midwives

Raising concerns. Guidance for nurses and midwives Raising concerns Guidance for nurses and midwives We are the nursing and midwifery regulator for England, Wales, Scotland and Northern Ireland. We exist to protect the health and wellbeing of the public.

More information

THE INTERNAL WHISTLEBLOWER AND CORPORATE WRONGDOING

THE INTERNAL WHISTLEBLOWER AND CORPORATE WRONGDOING Jeffrey Jupp who practises in commercial litigation and employment law explores the issues that arise when an employee blows the whistle on corporate wrongdoing. THE INTERNAL WHISTLEBLOWER AND CORPORATE

More information

Whistle Blower Policy National Engineering Industries Limited.

Whistle Blower Policy National Engineering Industries Limited. Whistle Blower Policy National Engineering Industries Limited. Khatipura Road, Jaipur 302006 Tel: 0141-2223221, Fax: 0141-2221926 Visit us at: www.nbcbearings.com 1 Introduction Our company has adopted

More information

TRUST POLICY AND PROCEDURES FOR THE USE OF SOCIAL NETWORKING SITES (INCLUDING ACCESS VIA MOBILE DEVICES) Status: Final. Version Date Author Reason

TRUST POLICY AND PROCEDURES FOR THE USE OF SOCIAL NETWORKING SITES (INCLUDING ACCESS VIA MOBILE DEVICES) Status: Final. Version Date Author Reason TRUST POLICY AND PROCEDURES FOR THE USE OF SOCIAL NETWORKING SITES (INCLUDING ACCESS VIA MOBILE DEVICES) Reference Number HR 2012 046 Version: 1 Status: Final Author: Jane Thomas Job Title HR Manager Amendment

More information

WHISTLEBLOWING POLICY. HR05 Version: V01 Eve Rowlands Head of HR

WHISTLEBLOWING POLICY. HR05 Version: V01 Eve Rowlands Head of HR WHISTLEBLOWING POLICY Document Reference: Document Owner: Accountable Committee: Ratified by: Date issued: Target audience: HR05 Version: V01 Eve Rowlands Head of HR Document Author: Eve Rowlands Head

More information

WHISTLEBLOWER PROTECTION

WHISTLEBLOWER PROTECTION Category: Governance Classification: Public First Issued: 24/1/06 Review Frequency: 4 years Term of Council Legislation: Whistleblower Protection Act 1993 Relevant Policies: Related Procedures: Signed:

More information

HDFC ERGO GENERAL INSURANCE COMPANY LIMITED WHISTLEBLOWER POLICY

HDFC ERGO GENERAL INSURANCE COMPANY LIMITED WHISTLEBLOWER POLICY HDFC ERGO GENERAL INSURANCE COMPANY LIMITED WHISTLEBLOWER POLICY Approved by the Board of Directors October 18, 2013 Reviewed by the RMC / Board October 21, 2014 Page 1 of 7 WHISTLEBLOWER POLICY OBJECTIVE:

More information

Disciplinary Policy and Procedure

Disciplinary Policy and Procedure Disciplinary Policy and Procedure Providing a Clear Framework to Help Promote Good Employment Relations Disciplinary rules and procedures provide guidance to employees on the standards and conduct expected

More information

Disciplinary Procedure

Disciplinary Procedure Disciplinary Procedure Human Resources 1 Introduction The University is committed to supporting its staff in carrying out their responsibilities within an environment which encourages productive, safe

More information

Employment Policies, Procedures & Guidelines for Schools

Employment Policies, Procedures & Guidelines for Schools DEALING WITH ALLEGATIONS OF ABUSE AGAINST TEACHERS, OTHER STAFF AND VOLUNTEERS GUIDANCE FOR LOCAL AUTHORITIES, HEAD TEACHERS, SCHOOL STAFF AND GOVERNING BODIES March 2012 1 ABOUT THIS GUIDANCE This is

More information

Disciplinary and Dismissals Policy

Disciplinary and Dismissals Policy Policy Purpose/statement/reason for being Disciplinary and Dismissals Policy E.G - MIP is designed to strengthen the effectiveness of individual s contribution to the Council s success. Purpose The Disciplinary

More information

STATE HOSPITAL QUALITY PROCEDURES MANUAL

STATE HOSPITAL QUALITY PROCEDURES MANUAL APPROVED BY: PAGE: Page 1 of 8 1.0 Purpose To define a complaints procedure which is as transparent, fair and impartial as possible to all users and providers of the services undertaken by the State Hospital.

More information

CHILDREN AND YOUNG PEOPLE SERVICE ALCOHOL, DRUG OR OTHER SUBSTANCE MISUSE OR ABUSE POLICY

CHILDREN AND YOUNG PEOPLE SERVICE ALCOHOL, DRUG OR OTHER SUBSTANCE MISUSE OR ABUSE POLICY CHILDREN AND YOUNG PEOPLE SERVICE ALCOHOL, DRUG OR OTHER SUBSTANCE MISUSE OR ABUSE POLICY KirkleesEdnet/Management/HumanResources APRIL 2008 Prepared by: Human Resources Strategy Unit Revised: November

More information

OUR CODE OF ETHICS. June 2013

OUR CODE OF ETHICS. June 2013 OUR CODE OF ETHICS. June 2013 OUR CODE OF ETHICS GUIDING PRINCIPLES Ethical behaviour is an integral part of the way we do business. It's crucial that all our stakeholders are able to trust us to treat

More information

DISCIPLINARY POLICY. 1. Introduction. 2. Structured support. 3. Formal action process 3.1. Investigations. 4. Notes of the Hearing and Investigation

DISCIPLINARY POLICY. 1. Introduction. 2. Structured support. 3. Formal action process 3.1. Investigations. 4. Notes of the Hearing and Investigation HUMAN RESOURCES DISCIPLINARY POLICY 1. Introduction 2. Structured support 3. Formal action process 3.1. Investigations 4. Notes of the Hearing and Investigation 5. Suspension 6. Grievance 7. Convening

More information

DISCIPLINARY POLICY AND PROCEDURE

DISCIPLINARY POLICY AND PROCEDURE DISCIPLINARY POLICY AND PROCEDURE Content Policy statement 1. Principles 2. Standards 3. Disciplinary procedure 4. Investigation

More information

Dispute Resolution/Complaints Handling Policy

Dispute Resolution/Complaints Handling Policy Dispute Resolution/Complaints Handling Policy Date of Authorisation 30.03.2016 Authorised by Board Chair Review Date Annually Next Review Date 30.03.2017 Policy Owner Islamic College of Brisbane Board

More information

Subject Access Request, Procedure, Guidance and Information

Subject Access Request, Procedure, Guidance and Information Subject Access Request, Procedure, Guidance and Information Updated: July 2015 Page 1 of 61 CONTENTS 1. Introduction 5 2. Legal Context 5 3. Subject Access Request to Personal Records Guidance 6 Guidance

More information

South Ayrshire Council. Report by Head of HR and Organisational Development to Leadership Panel of 19 April 2011

South Ayrshire Council. Report by Head of HR and Organisational Development to Leadership Panel of 19 April 2011 South Ayrshire Council Agenda Item No. 3 (2) (k) Report by Head of HR and Organisational Development to Leadership Panel of 19 April 2011 Subject: Disciplinary Procedures 1. Purpose 1.1 The purpose of

More information

NETHERAVON ALL SAINTS CE PRIMARY SCHOOL

NETHERAVON ALL SAINTS CE PRIMARY SCHOOL NETHERAVON ALL SAINTS CE PRIMARY SCHOOL DISCIPLINARY PROCEDURE FOR ACADEMY TEACHING AND SUPPORT STAFF Adopted by Netheravon All Saints Academy Trust on 23/9/15 Signed (Chair of Governors): 1 Index Section

More information

SUPPORT STAFF DISCIPLINARY AND DISMISSAL PROCEDURE

SUPPORT STAFF DISCIPLINARY AND DISMISSAL PROCEDURE SUPPORT STAFF DISCIPLINARY AND DISMISSAL PROCEDURE SUPPORT STAFF DISCIPLINARY AND DISMISSAL PROCEDURE 1. INTRODUCTION 1.1 The Procedure has been established to help and encourage members of staff to achieve

More information

DISCIPLINARY PROCEDURE

DISCIPLINARY PROCEDURE DISCIPLINARY PROCEDURE 1. Purpose and Scope 1.1 The Company s procedure is designed to help and encourage all workers to achieve and maintain standards of conduct, attendance and job performance. The Company

More information

QAHC Feedback and Conflict Management Policy and Procedures

QAHC Feedback and Conflict Management Policy and Procedures QAHC Feedback and Conflict Management Policy and Procedures Prepared By Erica Waters Consulting June 2000 Revised & Endorsed October 2000 Revised by QAHC September 2007 Policy Statement The Queensland

More information

UNIVERSITY OF BATH CHILD PROTECTION AND SAFEGUARDING POLICY

UNIVERSITY OF BATH CHILD PROTECTION AND SAFEGUARDING POLICY UNIVERSITY OF BATH CHILD PROTECTION AND SAFEGUARDING POLICY 1. INTRODUCTION 1.1. Purpose of Policy 1.1.1. The University aims to provide a safe environment for children and young persons (i.e. those aged

More information

Director of Organisational Development & Workforce DISCIPLINARY POLICY

Director of Organisational Development & Workforce DISCIPLINARY POLICY Directorate of Organisational Development & Workforce DISCIPLINARY POLICY Reference: OWP017 Version: 3.0 This version issued: 15/05/13 Result of last review: Major changes Date approved by owner (if applicable):

More information

BUCKINGHAMSHIRE COUNTY COUNCIL SCHOOLS GRIEVANCE POLICY AND PROCEDURE

BUCKINGHAMSHIRE COUNTY COUNCIL SCHOOLS GRIEVANCE POLICY AND PROCEDURE BUCKINGHAMSHIRE COUNTY COUNCIL SCHOOLS GRIEVANCE POLICY AND PROCEDURE Version 2 Page 1 of 16 Revised June 2012 BUCKINGHAMSHIRE COUNTY COUNCIL GRIEVANCE POLICY AND PROCEDURE FOR SCHOOLS 1. Introduction

More information

BUSINESS CONDUCT POLICY

BUSINESS CONDUCT POLICY BUSINESS CONDUCT POLICY Purpose The Greggs Values state that we will be enthusiastic and supportive in all we do, open, honest and appreciative, treating everyone with fairness, consideration and respect.

More information

This policy has been created using the WBC Model Policy Version December 2013.

This policy has been created using the WBC Model Policy Version December 2013. POLICY TITLE: REVISED: January 2013 NEXT REVIEW DATE: Autumn / 2015 APPROVED BY COMMITTEE: Full Governing Body This policy has been created using the WBC Model Policy Version December 2013. Principles

More information

Disciplinary and grievance procedures Draft Acas Code of Practice

Disciplinary and grievance procedures Draft Acas Code of Practice Disciplinary and grievance procedures Draft Acas Code of Practice June 2004 This Code of Practice provides practical guidance to employers, workers and their representatives on: The statutory requirements

More information

Disciplinary Policy and Procedure

Disciplinary Policy and Procedure Disciplinary Policy and Procedure Policy 1. Purpose of the policy and procedure Disciplinary rules are important for the running of the University so that everyone understands what is expected of them

More information

HUMAN RESOURCES POLICIES AND PROCEDURES DISCIPLINARY. Date of Policy 1993 Date policy to be reviewed 09/2014

HUMAN RESOURCES POLICIES AND PROCEDURES DISCIPLINARY. Date of Policy 1993 Date policy to be reviewed 09/2014 HUMAN RESOURCES POLICIES AND PROCEDURES DISCIPLINARY Date of Policy 1993 Date policy to be reviewed 09/2014 Policy written by SFC/HR Risk Register Ref (s) HR7 Impact Assessed EDG Date Impact assessed 10/2012

More information

Disciplinary Procedure

Disciplinary Procedure Disciplinary Procedure Table of Contents 1. Purpose... 2 2. Scope... 2 3. Policy... 2 4. Forms/Instructions... 12 5. Links/Dependencies... 12 6. Appendices... 12 Appendix 1: Examples of misconduct likely

More information

DISCIPLINARY POLICY. APPROVED BY South Gloucestershire Clinical Commissioning Group Quality and Governance Committee

DISCIPLINARY POLICY. APPROVED BY South Gloucestershire Clinical Commissioning Group Quality and Governance Committee DISCIPLINARY POLICY APPROVED BY South Gloucestershire Clinical Commissioning Group Quality and Governance Committee December 2015 Date of Issue: December 2015 Version No: 2.0 Date of Review: November 2017

More information

FACS Community Complaints Guidelines for Ageing and Disability Direct Services

FACS Community Complaints Guidelines for Ageing and Disability Direct Services FACS Community Complaints Guidelines for Ageing and Disability Direct Services Summary: This is designed to guide FACS staff when handling community complaints and is an extension of the FACS Community

More information

Newcastle University disciplinary procedure

Newcastle University disciplinary procedure Newcastle University disciplinary procedure Contents 1. INTRODUCTION... 1 2. RIGHT OF REPRESENTATION... 3 3. TRADE UNION REPRESENTATIVES... 3 4. SCHEDULING OF FORMAL MEETINGS AND APPEALS... 3 5. INVESTIGATION...

More information

Whistleblowing Policy. Page 2 of 15. Copyright statement. United Gulf Bank B.S.C. 2011

Whistleblowing Policy. Page 2 of 15. Copyright statement. United Gulf Bank B.S.C. 2011 Copyright statement Page 2 of 15 United Gulf Bank B.S.C. 2011 Unless explicitly stated otherwise, all rights including those in copyright in the content of this document are owned by or controlled for

More information

Star Union Dai-ichi Life Insurance Co. Ltd. Whistleblower Policy

Star Union Dai-ichi Life Insurance Co. Ltd. Whistleblower Policy Star Union Dai-ichi Life Insurance Co. Ltd. Whistleblower Policy Whistle Blower Policy ver 1.1 Page 1 DOCUMENT CONTROL Document version This Whistle Blower Policy document is version 1.1. Revision history

More information

Disciplinary and Performance Management Policy & Procedure October 2010

Disciplinary and Performance Management Policy & Procedure October 2010 Disciplinary and Performance Management Policy & Procedure October 2010 Policy control Reference Disciplinary & Performance Management Policy & Procedure Date approved 18 October 2010 Approving Bodies

More information

Otley Town Council. Disciplinary Policy. Date Approved: 17 th February 2014 Revision Date:

Otley Town Council. Disciplinary Policy. Date Approved: 17 th February 2014 Revision Date: Otley Town Council Disciplinary Policy Date Approved: 17 th February 2014 Revision Date: OTLEY TOWN COUNCIL DISCIPLINARY POLICY 1.0 Introduction 1.1 This policy is based on and complies with the 2009 ACAS

More information

Glasgow Kelvin College. Disciplinary Policy and Procedure

Glasgow Kelvin College. Disciplinary Policy and Procedure Appendix 1 Glasgow Kelvin College Disciplinary Policy and Procedure Document Control Information Status: Responsibility for Document and its implementation Responsibility for document review: Current version

More information

Walsall Children s Services. Disciplinary Policy and Procedure. 1. Introduction

Walsall Children s Services. Disciplinary Policy and Procedure. 1. Introduction Walsall Children s Services Disciplinary Policy and Procedure 1. Introduction 1.1 This procedure applies to all permanent, fixed term and temporary school based employees, it does not apply to contractors,

More information

POLICIES AND PROCEDURES DISCIPLINARY POLICY

POLICIES AND PROCEDURES DISCIPLINARY POLICY POLICIES AND PROCEDURES DISCIPLINARY POLICY Date Approved Version Issue Date Review Lead Person by Trust Board Date 27 Sept 2011 Three 01/10/2011 30/09/13 Head of Personnel Procedure/Policy Number PP08

More information

BISHOP GROSSETESTE UNIVERSITY. Document Administration

BISHOP GROSSETESTE UNIVERSITY. Document Administration BISHOP GROSSETESTE UNIVERSITY Document Administration Document Title: Document Category: Disciplinary Policy, Procedure and Guidance Policy, Procedure and Guidance Version Number: 2 Status: Reason for

More information

ASTH416 Develop practices which promote choice, well-being and protection of all individuals

ASTH416 Develop practices which promote choice, well-being and protection of all individuals Develop practices which promote choice, well-being and protection of Overview For this unit you will need to develop, maintain and evaluate systems, and support others to promote the rights, responsibilities,

More information

Contents. Appendices. 1. Complaints Relating to Commissioned Services Page 15

Contents. Appendices. 1. Complaints Relating to Commissioned Services Page 15 COMPLAINTS POLICY 1 Contents 1. Introduction Page 3 2. Purpose Page 3 3. Principles Page 4 4. Scope Page 4 5. Exclusions Page 5 6. Responsibilities Page 5 7. Complaints Management Process: Local Resolution

More information

UNIVERSITY OF MARYLAND WHISTLEBLOWER POLICY ON REPORTING FISCAL IRREGULARITIES, ILLEGAL ACTIVITY, AND VIOLATIONS OF POLICY

UNIVERSITY OF MARYLAND WHISTLEBLOWER POLICY ON REPORTING FISCAL IRREGULARITIES, ILLEGAL ACTIVITY, AND VIOLATIONS OF POLICY UNIVERSITY OF MARYLAND WHISTLEBLOWER POLICY ON REPORTING FISCAL IRREGULARITIES, ILLEGAL ACTIVITY, AND VIOLATIONS OF POLICY UM Policy VIII-7.11(B) Effective Date: June 1, 2011 I. Purpose and Scope of Policy

More information

DATA PROTECTION POLICY

DATA PROTECTION POLICY Reference number Approved by Information Management and Technology Board Date approved 14 th May 2012 Version 1.1 Last revised N/A Review date May 2015 Category Information Assurance Owner Data Protection

More information

Meeting Audit Committee Date 08/09/2014. Agenda item 7 Time 10 Minutes. Yes publication Reporting of fraud, whistleblowing and security incidents

Meeting Audit Committee Date 08/09/2014. Agenda item 7 Time 10 Minutes. Yes publication Reporting of fraud, whistleblowing and security incidents Meeting Audit Committee Date 08/09/2014 Agenda item 7 Time 10 Minutes Proactive publication Title Presenter ICO Plan aim Information rights strategy aim Issue Decision Yes Internal publication Yes Reporting

More information

Discrimination: What to do if it happens

Discrimination: What to do if it happens Discrimination: What to do if it happens Acas promoting employment relations and HR excellence August 2015 About Acas What we do Acas provides information, advice, training, conciliation and other services

More information

2014 Whistleblower Policy. Calibre Group Limited ABN 44 100 255 623. Version 1.5

2014 Whistleblower Policy. Calibre Group Limited ABN 44 100 255 623. Version 1.5 Version 1.5 Calibre Group Limited ABN 44 100 255 623 REVISION DATE AUTHOR APPROVED BY SIGNATURE 0 07-08-2014 M Silbert Chief Legal Counsel RELATED DOCUMENTS CHG-POL-CPL-05 Calibre Group Code of Conduct

More information

Complaints Policy and Procedure

Complaints Policy and Procedure Hinchingbrooke Health Care NHS Trust NHS Complaints Policy and Procedure Status: Draft Date: November 2004 1 Contents: 1 Introduction... 3 2 General Principles... 3 3 Local Resolution... 4 4 Healthcare

More information

STAFF DISCIPLINE, CONDUCT AND GRIEVANCE PROCEDURE

STAFF DISCIPLINE, CONDUCT AND GRIEVANCE PROCEDURE STAFF DISCIPLINE, CONDUCT AND GRIEVANCE PROCEDURE 1. Introduction Disciplinary issues arise when problems of conduct or capability are identified by the employer and management seeks to address them through

More information

Whistleblower Protection Policy

Whistleblower Protection Policy Whistleblower Protection Policy Contents Definitions... 3 1.0 Background... 5 2.0 Purpose of this Policy... 5 3.0 Policy commitment... 5 4.0 To whom does this Policy apply?... 5 5.0 Laws, regulations and

More information

SCHOOLS FRAUD RESPONSE PLAN

SCHOOLS FRAUD RESPONSE PLAN SCHOOLS FRAUD RESPONSE PLAN Author Jean Gleave, Chief Internal Auditor Date Last Agreed May 2012 Review Date May 2014 1 WARRINGTON BOROUGH COUNCIL SCHOOLS FRAUD RESPONSE PLAN Introduction The purpose of

More information

Whistleblowing. Some Relevant Considerations

Whistleblowing. Some Relevant Considerations Whistleblowing Some Relevant Considerations Contents Whistleblowing: some ethical and legal considerations 2 What is whistleblowing? 3 Whistleblowing duty 4 Whistleblowing in the Accounting Professional

More information