3.1 A whistleblowing concern should be raised with your line manager or, if this is not possible, your Assistant Director or Director. If there are specific reasons why you are unable to report your concerns within your own line management chain, there are named contacts at the end of this Policy to whom you may make a referral. You must advise the person you report to that you are making a disclosure under the Council's Whistleblowing Policy.
A confidential reporting e-mail is also available where your concern will be reviewed by Internal Audit in the strictest of confidence. A record of all whistleblowing concerns is maintained confidentially by the Monitoring Officer.
Email: [email protected]
3.2 All reports which indicate there may be possible criminal activity should be immediately reported to the Monitoring Officer / Head of Internal Audit & Risk Management and no further action taken without first seeking advice. It may be necessary to involve the police and any action taken may prejudice a criminal investigation.
3.3 Line Managers or Directors in receipt of a whistleblowing referral, should direct the complaint to one of the contacts listed in section 11 to ensure investigations are independently investigated. Assistant Director of Human Resources and Organisational Development (HR and OD) and the Workforce Planning & Employee Relations Manager must be included in all reports that relate to the conduct of a member of staff.
3.4 Once your referral is received, a suitable, independent investigating officer will be assigned to the referral, who will arrange a meeting with you to discuss your concern. You may bring a companion (for example, work colleague or Union representative) to any meetings under this Policy. Your companion must respect the confidentiality of your disclosure and any subsequent investigation.
3.5 Following the initial fact-finding exercise the investigating officer will determine if further investigation is required. The investigating officer will aim to complete this initial assessment within 10 working days of meeting with you and will provide ongoing communication if the process is delayed.
3.6 If an investigation is required it will be undertaken in line with this Policy (alongside the Council’s disciplinary process if relating to an employee of the Council). Subsequent investigations should be completed within 3 months. Again, if there are delays, you will be kept up to date on progress.
3.7 You will also be informed if it has been determined that no further action will be taken and, subject to confidentiality or any legal constraints, we will inform you of the outcomes of the investigation.