Whistleblowing

Line Managers’ role

Line Managers must create an open and fair culture within their area of responsibility and ensure that employee concerns are listened to, and action taken where necessary. They are responsible for ensuring that there is a safe environment for employees to raise concerns and that there is no retribution as a result of doing so.

Many reports from staff will be matters which are appropriate to resolve within the team. However, you must escalate the report where it appears to concern, or may concern:

• Any criminal offence, particularly fraud or corruption
• a miscarriage of justice
• A failure to comply with a legal obligation
• The endangering of an individual’s health and safety
• Unnecessary damage to the environment (for example, by pollution)
• Deliberate concealment of information relating to any of the above

Reports must be escalated in writing.

You must not:

• Approach or accuse any individuals directly.
• Escalate to anyone other than those indicated in section 2 above.
• Try to investigate the matter yourself. Investigations by employees who are unfamiliar with the requirements of evidence are highly likely to jeopardise a successful outcome. They may also alert the suspect and result in the destruction of evidence.

Role of Whistleblowing Reporting Officers

The WRO’s shall:

• If the whistleblower is an employee, reassure them that they will not suffer recrimination by raising reasonably held suspicions.
• Take early action if they consider this is necessary (subject to the rest of this procedure). Delay may cause the Council to suffer further financial loss or make further enquiry more difficult.
• Get as much information as possible from the whistleblower and encourage them to provide a written statement and/or copies of any notes they have already taken.
• Request documentary evidence which may exist to support the allegations made, but do not interfere with this evidence in any way.
• Ask the whistleblower to declare any personal interest in the concern raised.
• Produce a written record of the whistleblower’s concerns, which should include:
  • Details of the job and areas of responsibility of the individuals implicated;
  • Background details and nature of the concerns (including relevant names, dates and locations);
  • Why the person raising the matter is concerned; and
  • Action taken to date, if any.
• Carry out an Initial Review, in which they shall:
  • Determine what if any further steps shall be taken.
  • Be objective when evaluating the issue, and consider the facts as they appear based on information to hand.
  • Take care to ensure that any suspect(s) are not alerted to the potential investigation, and the confidentiality of the whistleblower is maintained as far as possible.
• Oversee the steps to be taken following the Initial Review; and
• Provide information to the whistleblower as appropriate during and at the conclusion of any further steps