Whistleblowing policy

Please click here for a BSL version of this policy

Purpose and Scope
The aims of this policy are:


To encourage colleagues to report suspected wrongdoing as soon aspossible

To provide assurance that concerns will be taken seriously and investigatedas appropriate, and that their confidentiality will be respected

To provide colleagues with guidance as to how to raise those concern.

To reassure colleagues that they should feel able to raise genuine concerns
without fear of reprisals, even if they turn out to be mistakenIt is important to note that:
This policy does not form part of any employee’s contract of employment

This policy should not be used for complaints relating to your own personal
circumstances, for example, how you have been treated at work (for which
RAD’s Grievance Procedure will apply)

The Whistleblowing officer is the Office of the Chief Executive.

What is Whistleblowing?
Whistleblowing is the disclosure of information by a person who believed that there issuspected wrongdoing or dangers at work.
The main whistleblowing legislation is the Public Interest Disclosure Act 1998.
When making a disclosure colleagues must reasonably believe two things:
1. They are acting in the public interest
2. The wrongdoing covers one or more of the following categories: Criminal activity (including financial fraud) Miscarriages of justice Danger to health and safety Damage to the environment Failure to comply with any legal or professional obligation or regulatory
requirements
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Reviewed: Office of the Chief Executive
August 2020

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Bribery (also see Bribery Policy)
Breach of internal policies and procedures including our Code of Conduct
Conduct likely to damage RAD’s reputation
Unauthorised disclosure of confidential information
Breach of Safeguarding regulations
Deliberate concealment of any of the above matters

If you are unclear about what can be raised under this policy, speak to theWhistleblowing Officer.

Raising a Whistleblowing Concern

In many cases, colleagues will be able to raise concerns with their line
manager either face: face or in writing. It is possible that the concern may beresolved by the line manager

If the allegation is against your line manager, colleagues should escalate theconcern to someone more senior – Director/ Office of the Chief Executive.

You must say immediately if you want your identity to remain confidential.
RAD will take all reasonable steps to maintain confidentiality unless requiredby law to do otherwise

If you decided to raise your concerns anonymously, it will limit the scope ofthe investigation and feedback. It will also make it more difficult for you toqualify for protection as a whistle-blower



If you, or your manager feels it is sufficiently serious, the Whistleblowing
Officer may be informed (of your concern)Once the concern is raised, the Whistleblowing Officer (or someone theyhave delegated to) will invite you to a meeting to discuss your concerns.
During the meeting, notes will usually be takenYou should not discuss your concerns with anyone other than theWhistleblowing Officer (or their delegate) in order to maintain confidentiality.
You must also fully cooperate with any investigations

A colleague or a representative from a trade union may accompany you tothis meeting.. No other person may accompany you, for example, friend,partner etc.

If you want to bring a companion to the meeting, you must make a request to
the designated person leading the meeting for prior approval andconfirmation. It is paramount that your companion respects the confidentialityof your disclosure and any subsequent investigation

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The designated person may refuse if the companion requested is deemed
unreasonable (for example their presence is prejudicial to this or anotherprocess)Following the meeting, you will be kept informed with the progress of theinvestigations, provided that by doing so it does not breach any otherobligations that RAD has, such a confidentiality

RAD will keep a record of all whistleblowing disclosures including a brief
explanation of the concern, together with the date and content of feedback to
the whistle-blowers



It is expected that the full process of investigation and feedback to thewhistle-blower will be completed within one month of the disclosure beingmade

If the allegation is against the office of the chief executive, the chair of theboard of trustees should be contacted (chair@royaldeaf.org.uk) who willinvestigate the disclosure and will advise on the procedure that will befollowed

RAD is committed to dealing with all disclosures appropriately, consistently, fairly andprofessionally. If, at the end of the investigation you are unhappy with the outcome,concerns should be raised with the Chair of Trustees or the Office of the Chief
ExecutiveIf, after following this process you are still unhappy, further advice is available fromACAS www.acas.org.uk/conciliation.

Protection for Whistle-blowers

RAD aims to encourage openness and honesty and will support colleagues
who raise genuine concerns under this policy, even if they turn out to bemistakenColleagues who have raised a concern must not suffer any detrimental
treatment. Detrimental treatment includes dismissal, disciplinary action,
threats or other unfavourable treatment connected with raising a concern



RAD will provide any mentoring or advice as support to the whistle-blower
during the process, if requestedColleagues must not threaten or retaliate against whistle-blowers in any way.
If found to be involved in such conduct, colleagues may be subject todisciplinary action. In some cases the whistle-blower could have a right toPage 4 of 5
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make personal claims for compensation in an employment tribunalOn the likelihood of any settlement agreements, there will be no clauses thatprevent colleagues from making disclosures in the public interestHowever, if RAD concludes that false allegations have been made maliciously
or with a view to personal gain; or that there has been a breach of RAD’s
confidentiality obligations or the confidentiality obligations in the contract ofemployment, colleagues may be subject to disciplinary action

Training
RAD ensures through induction, supervision and at team meetings that colleagues
have an understanding of the law related to whistleblowing and are familiar with theprocedures set out in this policy.

Disclosures outside of RADThe policy is a mechanism for dealing with internal cases of suspected
wrongdoing and concernColleagues who suspected that an external disclosure are advised to takeadvice from any of the following before taking any action:ooo

Advisory, Conciliation and Arbitration Services (ACAS)
The Whistleblowing Charity, Public Concern at Work
Citizens’ Advice

Associated policies

Adult Safeguarding Policy
Adult Safeguarding Procedures
Confidentiality
Data Protection
Dignity at Work
Grievance
Safeguarding Children Policy and Procedures

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