whistleblowing policy
Legislation/Policy Document
Read the policy or information on the legislation and evidence your knowledge in the boxes below.
*Legislation/Policy Title: Whistle blowing policy
Where is the policy/information kept in your workplace?
In the office.
Who is your point of contact with regard to this policy/information?
My regards of contact is the manager or the deputy manager.
Date of Policy/last reviewed:
01/10/10
Summarise the main points of this policy, include current legislation:
The policy exists to protect individual staff the person who has the complaint and the company. Discretion and confidentiality will be maintained consistent with proper completion of the procedure. If any inappropriate behaviour that is observed needs to be addressed with the individual concerned. If the observer feels unable to speak to the individual they should tell the next level of management without delay. A reason to tell someone in management is any kind of abuse which can be, humiliation, name calling, ridiculing, threatening, physical abuse or shouting at staff. Regardless of your possession staff will be treated with respect and in a fair manner. Failure in observing this policy for any staff will result in disciplinary action being taken against the person(s) involved. Staff who see the abuse and fail to report concerns are in breach of the policy.
What are your responsibilities within this policy?
As a staff member I should respect others and expect to be respected so I don’t become a victim of abuse. If any concerns may arise I should speak to the manager immediately. If I see other staff members being abused I would report my concerns to the manager. If the manager is involved in the abuse I would contact human resources team and tell them as much as I can. If matters are not dealt to my satisfaction I would refer my problem to the next level of management.
How is this monitored, maintained and shared
Read the policy or information on the legislation and evidence your knowledge in the boxes below.
*Legislation/Policy Title: Whistle blowing policy
Where is the policy/information kept in your workplace?
In the office.
Who is your point of contact with regard to this policy/information?
My regards of contact is the manager or the deputy manager.
Date of Policy/last reviewed:
01/10/10
Summarise the main points of this policy, include current legislation:
The policy exists to protect individual staff the person who has the complaint and the company. Discretion and confidentiality will be maintained consistent with proper completion of the procedure. If any inappropriate behaviour that is observed needs to be addressed with the individual concerned. If the observer feels unable to speak to the individual they should tell the next level of management without delay. A reason to tell someone in management is any kind of abuse which can be, humiliation, name calling, ridiculing, threatening, physical abuse or shouting at staff. Regardless of your possession staff will be treated with respect and in a fair manner. Failure in observing this policy for any staff will result in disciplinary action being taken against the person(s) involved. Staff who see the abuse and fail to report concerns are in breach of the policy.
What are your responsibilities within this policy?
As a staff member I should respect others and expect to be respected so I don’t become a victim of abuse. If any concerns may arise I should speak to the manager immediately. If I see other staff members being abused I would report my concerns to the manager. If the manager is involved in the abuse I would contact human resources team and tell them as much as I can. If matters are not dealt to my satisfaction I would refer my problem to the next level of management.
How is this monitored, maintained and shared