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My HR Knowledge Bank

Welcome to My HR Knowledge Bank.  You will find frequently asked questions on all current HR Policies and procedures, links to all policies, useful forms, guidelines and toolkits.

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WHISTLEBLOWING

Can concerns be reported to anyone other than a line manager?

Yes, if it is felt that reporting concerns to a line manager are inappropriate. Employees can contact the Director of Human Resources based at Clydach Vale on 01443 424000, or alternatively, a more senior manager within their service area or a trade union official.

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I have great concerns about malpractice at my workplace and want to report them but am worried about losing my job.

You should be assured that your concern will be treated seriously and you have statutory protection against victimisation and dismissal, as set out in the Whistleblowing Policy providing that the disclosure is made in good faith.

It will also be unlawful to subject you to any other kind of detriment, such as demotion just because you have made a protected disclosure.

The Council's Whistleblowing Policy can be accessed here.

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Is it possible to remain anonymous when reporting concerns under the Whistleblowing Policy?

Employees are encouraged to put their name to any concern that they report but if they wish to remain anonymous then every effort will be made to protect their identity.

Concerns raised anonymously will be more difficult to investigate and to provide feedback. More information is available in the Whistleblowing Policy.

The Council's Whistleblowing Policy can be accessed here.

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Is the process for reporting a Child Protection issue the same as Whistleblowing?

You should either contact the Director of Human Resources with your concern, or refer the complaint to Rhondda Cynon Taf Children's Services Duty Team on (01443) 490400.

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What are the next steps after concerns have been reported and a statement given?

When the inquiry process has been completed a report will be forwarded to the Head of Service/Service Director to consider and decide on the action to be taken. The whistleblower will be notified of the outcome (unless they have chosen to remain anonymous) setting out the action to be taken or that no further action is to be taken and the reasons why.

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What is 'Whistleblowing'?

When an employee has realised that there is something seriously wrong within the workplace and needs to disclose these concerns within the Council, rather than overlooking the problem or 'blowing the whistle' outside.

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What is the procedure for reporting serious concerns about malpractice within the workplace?

Employees should follow the procedure contained within the Whistleblowing Policy and initially speak to their manager (or if the concerns are about their manager they should speak to the manager above them).

The Council's Whistleblowing Policy can be accessed here.

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What will happen if an employee reports a concern maliciously?

If an inquiry shows that an allegation was untrue, malicious and / or vexatious or made for personal gain, then disciplinary action may be taken against the member of staff.

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What will happen if reported concerns within the workplace are not proven?

If an allegation is made in good faith but it is not proven by further inquiry, the matter will be closed and no further action taken.

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Will employees concerned be informed of who has made the complaint against them?

The Council will do its best to protect their identity if they do not want their name to be disclosed. If the investigation subsequently results in disciplinary action then their evidence may be important. However if they feel there is a genuine threat to their safety as a result of this, then it may be possible to withhold their name from the statement.

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