Aim and Purpose of the Policy
The aim of this Policy is to inform employees of the Companies commitment to the highest standards of openness, honesty and accountability. Where an individual discovers information which they believe shows serious malpractice, wrongdoing or neglect within the organisation then this information should be disclosed internally without fear of reprisal. Officially this is called 'making a disclosure in the public interest'.
The Company recognises that incidents of wrongdoing in the workplace are unacceptable and is therefore committed to ensuring that any such malpractice is prevented and immediately dealt with if it should arise.
Employees are often the first to realise that there may be something wrong within the Company, however, may not express concerns because of feelings that speaking up would be disloyal to colleagues or to the Company. Employees may also fear harassment or victimisation. In these circumstances it may be easier to ignore the concern rather than report what may be just a suspicion of malpractice.
The Company encourages its employees to raise genuine concerns about wrongdoing at the earliest practicable stage rather than wait for proof. Wrongdoing within the Company is taken very seriously.
This procedure is to provide safeguards to enable all employees to raise concerns about wrongdoing in connection with the Company. The aim is to provide a rapid mechanism under which genuine concerns made in good faith can be raised internally without fear of repercussions to the individual.
Customers & Suppliers
If an employee genuinely believes that the Company or any employee of the Company has taken, is intending or has failed to take action that is reasonably believed, will lead or amount to:
Employees should disclose this information in confidence through our externally provided confidential reporting service; Safecall (details on page 5), a multilanguage, externally managed reporting service. If such a disclosure is made, full details should be provided and, where possible, supporting evidence. It is important that these types of issues are dealt with sensitively and quickly. Anonymous disclosures are allowed but are strongly discouraged as they are likely to hinder effective investigation. If you disclose information in accordance with this procedure, in so far as it is reasonably practicable, your identity will be kept confidential.
Following receipt of an investigation report from Safecall: