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Adminstration

Clever Clogs Pre-school.

Whistleblowing

Definition:
Whistle blowing is raising a concern about malpractice within an organisation.

Protection:
Clever Clogs Pre-School is, as an organisation, committed to delivering a high quality pre-school service, promoting organisational accountability and maintaining public confidence.

The policy provides individuals in the workplace with protection from victimisation or punishment where they raise a genuine concern about misconduct or malpractice in the organisation. The policy is underpinned by the Public Interest Disclosure Act 1998, which encourages people to raise concerns about misconduct or malpractice in the workplace, in order to promote good governance and accountability in the public interest. The Act covers behaviour, which amounts to:

  • A Criminal offence
  • Failure to comply with any legal obligation
  • A miscarriage of justice
  • Danger to health and safety of an individual and/or environment
  • Deliberate concealment of information about any of the above

It is not intended that this policy be a substitute for, or an alternative to the formal Grievance Procedure, but is designed to nurture a culture of openness and transparency within the organisation, which makes it safe and acceptable for employees and volunteers to raise, in good faith, a concern they may have about misconduct or malpractice.

An employee or volunteer who, acting in good faith, wishes to raise such a concern should normally report the matter to the pre-school supervisor or deputy manager  who will advise the employee or volunteer of the action that will be taken in response to concerns expressed. Concerns should be investigated and resolved as quickly as possible.

If an employee or volunteer feels the matter cannot be discussed with the supervisor or deputy manager, he or she should contact owner/manager or alternatively OFSTED on 0300 123 1231 for advice on what steps to follow.

A disclosure in good faith to the pre-school owner will be protected. Confidentiality will be maintained wherever possible and the employee or volunteer will not suffer any personal detriment as a result of raising any genuine concern about misconduct or malpractice within the organisation.

 

This policy was adopted at a meeting of _____________________________________name of provider
Held on_______________________________________________________________date
Date to be reviewed_____________________________________________________date
Signed on behalf of the provider___________________________________________
Name of signatory______________________________________________________
Role of signatory (e.g. chair, director or owner)_______________________________

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