Policies

Cherry Willingham Parish Council (CWPC) 

Whistleblowing Policy – Challenging Bad Practice at Work

1.0    Policy Statement

 All Councillors have an important role in helping CWPC promote good practice, prevent wrongdoing at work and protecting the vulnerable.  

There are many ways of promoting good practice at work, sometimes you may encounter situations where you feel that standards or the conduct of Councillors gives you cause for concern or you may see bad practice taking place.  You have a duty to raise issues of this kind when you become aware of them. If a problem is not addressed it will probably get worse and services may suffer. In this situation the person who knows or suspects that a problem exists but does nothing to try to put it right becomes as culpable as those directly responsible.

Ideally you will be able to resolve any concerns through discussion with those involved or via line management. However, you may feel unable to challenge practice in this way but you are still under a duty to take further steps to draw Councillors attention to your concerns.  This policy aims to provide you with guidance on raising your concerns in these circumstances.

Telling other people about your concerns and/or reporting concerns to others  is known as ‘whistle blowing’.  If you have concerns at work it is your duty to raise them with the people listed in this policy.  We want you to raise your concerns and you will be provided with support if necessary to do so.  You have the right to be protected from victimisation as a result of raising your concerns.  

CWPC will listen to your concerns and investigate them promptly and confidentially.  You will be told the outcome of the investigation and where necessary appropriate further action will be taken to address your concerns.

You will also be protected from victimisation or reprisal at work as a result of raising your concerns.  Victimisation of a worker for whistleblowing is a serious disciplinary offence.  

An instruction to cover up wrongdoing is a disciplinary offence. If told not to raise or pursue any concern, even by a person in authority such as a Councillor, workers should not agree to remain silent. They should report the matter externally.

This policy sets out what steps you should take if faced with the need to challenge bad practice. Its purpose is to provide a simple mechanism by which staff can bring concerns quickly to the attention of Councillors so that they can be dealt with. It also goes on to describe steps that can be taken if you feel that CWPC has not responded adequately.

2.0    Procedure

There are a number of ways in which you can raise concerns about bad practice or any aspects of our work.

If you have a concern about the service received by a member of the public, you can complain on behalf of this person using the CWPC Complaints Procedure.

If your concern is about your own working conditions, or the way you have been treated as an employee then you can use the Grievance Procedure.  This is available in your workplace.

If your concern is of a more general nature or is what may be called bad practice at work, or the standards of service, conduct of other employees or Councillors. It may be conduct that you think is against the law, or standards of practice. In these circumstances, CWPC recommends that you follow the steps set out in this Policy.

If you are not sure how to raise your concern, or which policy is most appropriate, you should discuss the matter with your manager or Human Resources committee.

3.0    How to Blow the Whistle

Where possible you should raise your concerns with your manager in the first instance, however, we recognise that this may not always be appropriate.

If you cannot raise your concerns with your managers you can report them to any of the following:

• Any Councillor

• Anyone in the Human Resources Committee

• West Lindsey District Council

Your concerns can be raised in writing or orally.  We recommend that you put your concerns in writing if possible and provide as much detail as possible, to answer the questions: what, when, where, why, who and how.  The more information you are able to provide, the easier it will be to investigate your concerns and take action to address them quickly.

4.0    What Happens Next?

We take all concerns very seriously, whether they are about actions or inactions of others or conditions of work.

Once you have raised a concern the matter will be promptly investigated by an appropriate, impartial, Councillor or committee. 

The Councillor conducting the investigation may need to interview you or ask you to provide a written statement.  They may also need to interview other people or review documentary records.  

On the conclusion of the investigation the investigating manager may recommend further action, such as formal disciplinary action in respect of the alleged perpetrators. You may be required to take part in any subsequent action, for example by acting as a witness. 

5.0    Support

We recognise that for many people it can be difficult to blow the whistle and we provide support to help you in this process.

If you would rather receive support from someone within CWPC you should speak to the Councillor who you raised your concerns with or the Councillor who is investigating your concerns.  They will either provide you with support themselves or identify another appropriate individual, with their agreement, to provide you with support.

6.0    Confidentiality

We will take all steps possible to protect your identity, such as anonymising witness statements and your identity will not be disclosed by Councillors without your consent.

Unfortunately confidentiality cannot be guaranteed in all circumstances.  In many cases people will be able to work out who has blown the whistle.   

7.0    Victimisation

If you experience any reprisals as a result of raising your concerns you should immediately report the matter to your manager, Human Resources or the Councillor investigating your concerns.  Your concerns about victimisation will also be investigated and formal disciplinary action will be taken against the perpetrators.

8.0    Feedback

The Councillor conducting the investigation will keep you updated regarding the progress of the investigation and they will notify you of the outcome, in writing, upon the conclusion of the investigation.  The rules of confidentiality may require that this information is given to you in general terms only.

9.0    What if my concerns are not substantiated?

If insufficient evidence if found to substantiate your concerns no further action will be taken, however, that does not mean that raising your complaint was not worthwhile.  It could be that the process of raising your concerns and the subsequent investigation is sufficient to change people’s behaviour and thereby stop the conduct that prompted your concerns.

No action will be taken by CWPC against any person ‘whistle blowing’ who acts in good faith, even if their concerns or suspicions turn out, on investigation, to be groundless. Disciplinary action may however be taken against a ‘whistle blower’ if there is a reasonable belief that they acted maliciously making a false allegation, or deliberately withheld important information. 

10.0    What if you are not satisfied with the outcome?

If you are not satisfied that the investigation was conducted appropriately or if you are not satisfied with its conclusions you can raise the matter with another Councillor.  They will ensure that your concerns are re-investigated.  You will again be provided with feedback regarding the outcome of the re-investigation.

If you remain concerned following the conclusion of the second stage you should report the matter to the appropriate authorities.

11.0    Further Information

    Any queries regarding this policy should be addressed to the HR Committee.