Whistle Blowing Policy
Employees who make a disclosure about their employer are commonly referred to as ‘whistle blowers.’
To prevent whistle blowers from being treated unfairly by their employer legislation has been designed to protect them.
For a whistle blower to be protected the disclosure must be in relation to a wrongdoing and have been made in the public interest, even if the wrongdoing turns out not to have taken place.
A wrongdoing is any of the following:
- A criminal offence has been or is likely to be committed.
- A person has failed, is failing or is likely to fail to comply with a legal obligation.
- A miscarriage of justice has happened, is happening or is likely to happen.
- The health and safety of an individual has been, is being or is likely to be put at risk.
- Damage to the environment has occurred, is occurring or is likely to occur.
- Information disclosing any of the above has been, is being or is likely to be deliberately concealed.
Procedure
If you become aware of a wrongdoing at work, please inform a Director. Any information disclosed in this manner will be received in absolute confidence and will be promptly investigated to deal with any potential wrongdoing. The Company takes any concerns which you may have under this policy, very seriously and will inform you of its’ findings.
We encourage you to use the procedure if you are concerned about any wrongdoing at work. However, if your concern relates to your employment in any way, you should first use the Grievance Procedure.
