Whistleblowing Policy 

Preamble 

Officers are often the first to realise that there may be something seriously wrong within the Authority. However, they may not express their concerns because they feel that speaking up would be disloyal to their colleagues or to the Authority. They 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 Authority is committed to the highest possible standards of openness, probity and accountability. In line with that commitment we expect Officers, and others that we deal with, who have serious concerns about any aspect of the Authority’s work to come forward and voice those concerns. It is recognised that most cases will have to proceed on a confidential basis.   

This policy is intended to encourage and enable Officers to raise serious concerns within the Authority rather than overlooking a problem or ‘blowing the whistle’ outside. This policy document makes it clear that you can do so without fear of victimisation, subsequent discrimination or disadvantage.    

The policy applies to all Members, Officers and Officers of the Authority and its committees, and contractors working for the Authority. It also covers suppliers with the Authority.   

Aims and Scope of this Policy   

This policy aims to:  

1. encourage you to feel confident in raising serious concerns and to question and act upon concerns about practice;   

2. provide avenues for you to raise those concerns and receive feedback on any action taken;   

3. ensure that you receive a response to your concerns and that you are aware of how to pursue them if you are not satisfied; and   

4. reassure you that you will be protected from possible reprisals or victimisation if you have a reasonable belief in the substance of your disclosure and have acted in good faith.   

There are existing procedures in place to enable you to lodge a grievance relating to your own employment. The Whistle-blowing Policy is intended to cover major concerns that fall outside the scope of other procedures. These include:  

1. conduct which is an offence or a breach of law;    

2. disclosures related to miscarriages of justice;    

3. health and safety risks, including risks to the public as well as other Officers;    

4. damage to the environment;    

5. a misuse of Authority or other public money;    

6. possible fraud and corruption and other unethical conduct.   

Thus, any serious concerns that you have about any aspect of service provision or the conduct of Officers or Members of the Authority or others acting on behalf of the Authority can be reported under this Whistle-blowing Policy. This may be about something that:  

1. makes you feel uncomfortable in terms of known standards, your experience, or the standards to which you believe the Authority subscribes; or   

2. is against the Authority’s Constitution or policies; or   

3. falls below established standards of practice; or   

4. amounts to improper conduct.   

This policy does not replace the Authority’s Anti-Fraud and Corruption Policy, but rather complements it.   

Safeguards Against Harassment or Victimisation   

The Authority is committed to good practice and high standards and wants to be supportive of Officers.   

The Authority recognises that the decision to report a concern can be a difficult one to make. If what you are saying is true, or you in good faith believe it to be true, you should have nothing to fear because you will be doing your duty to your employer and those for whom you are providing a service.   

The Authority will not tolerate any harassment or victimisation (including informal pressures) and will take appropriate action to protect you when you raise a concern in good faith.   

Any investigation into allegations of potential malpractice will not influence or be influenced by any disciplinary or redundancy procedures that already affect you. 

Confidentiality

All concerns will be treated in confidence and every effort will be made not to reveal your identity if you so wish. At the appropriate time, however, you may need to come forward as a witness.   

Anonymous Allegations   

This policy encourages you to put your name to your allegation whenever possible.   

Concerns expressed anonymously are much less powerful but will be considered at the discretion of the Authority.   

In exercising this discretion the factors to be taken into account would include the seriousness of the issue raised, the credibility of the concern, and the likelihood of confirming the allegation from attributable sources. 

Untrue Allegations

If you make an allegation in good faith, but it is not confirmed by the investigation, no action will be taken against you. If, however, you make an allegation frivolously, maliciously or for personal gain, you may be subject to disciplinary action.    

How to Raise a Concern   

As a first step, you should normally raise concerns with your immediate line manager or their manager. This depends, however, on the seriousness and sensitivity of the issues involved and who is suspected of the malpractice. For example, if you believe that management is involved, you should approach the Monitoring Officer.   

Concerns may be raised orally or in writing. Officers who wish to make a written report about their concerns are requested to provide the following information:   

1. the background to and history of the concern (giving relevant dates); and    

2. the reason why you are particularly concerned about the situation.   

The earlier you express a concern, the easier it is to take action.