Staff are hereby provided with a procedure, which is clear and independent , by which concerns can be raised without reprisals in any form. Staff may raise a concern giving their name or they may raise a concern anonymously. In an ethical organisation, the career and values of the professional and the organisation's culture, policies and procedures should converge. Because the individual desire to conform and the organizational demands on conformity are so powerful the management of this organisation is taking steps to ensure that such conformity does not work against public interest objectives. It is always possible that in some situations those who uphold the stated values of the organisation will be ostracised by the majority adhering to misconceived ideas of reward and praise within the organisation.
All employees have a right and a moral responsibility to report improper actions and omissions.
A workplace culture is now developing in which employees who act in good faith and in compliance with the law are protected from interference in or retaliation for reporting improper actions and cooperating with subsequent investigations or proceedings. Procedures The UK's Public Interest Disclosure Act 1998 became law in July 1999 and this organisation is fully apprised of its content and intent. In the case of many public employers such as local authorities a 'Public Interest Procedure' may be in place which complements other procedures such as Grievance and Complaints and does not replace them. Every manager in the Department has a duty to ensure that staff are easily able to express their concerns. Where possible, concerns about malpractice by others should be reported to the relevant manager through defined channels or through Stage 1 of the Grievance Procedure.