Whistle Blowing Policy - Rise Futures

Whistleblowing encourages and enables employees to raise serious concerns within the organisation rather than overlooking a problem or ‘blowing the whistle’ outside. Employees are often the first to realise that there is something seriously wrong within the organisation. However, they may not express their concerns as they feel that speaking up would be disloyal to their colleagues or to the organisation.

Rise Futures is committed to the highest possible standards of openness and accountability. In line with that commitment we expect individuals and others that we deal with, who have serious concerns about any aspect of the Rise Futures work to come forward and voice those concerns.

Rise Futures understand that so-called ‘gagging clauses’ in Settlement Agreements do not prevent workers from making disclosures in the public interest.

Rise Futures is committed to providing avenues for individuals to raise concerns in confidence and receive feedback on any action taken.

Rise Futures will ensure that you receive a response to your concerns and that you are aware of how to pursue them if you are not satisfied. Anonymous whistleblowers will not ordinarily be able to receive feedback and that any action taken to look into a disclosure could be limited – anonymous whistleblowers may seek feedback through a telephone appointment or by using an anonymised email address.

Rise Futures will reassure you that you will be protected from possible reprisals or victimisation if you have a reasonable belief that you have made a disclosure in good faith. A commitment to emphasise in a whistleblowing policy that victimisation of a whistleblower is not acceptable. Any instances of victimisation will be taken seriously and managed appropriately.

What Type Of Concerns Are Covered?

● Disclosure related to miscarriages of justice

● Health and Safety risks, including risks to the public as well as other employees

● Damage to the environment

● The unauthorised use of funds

● Possible fraud and corruption

● Sexual or physical abuse of clients

● Other unethical conduct

NB. Other procedures are available to employees e.g. The grievaI. One procedure which relates to complaints about your own employment. This policy also does not replace other complaints procedures.

The whistleblower does not need to provide evidence for the employer to look into the concerns raised.

Safeguards

Rise Futures recognises that the decision to report a concern can be a difficult one to make. Rise Futures will not tolerate any harassment of victimisation and will take appropriate action to protect you when you raise a concern in good faith.

Confidentiality

All concerns will be treated in confidence and every effort will be made not to reveal your identity if you so wish. At the appropriate time, however, you may need to come forward as a witness.

How To Raise Your Concern

As a first step, you should normally raise concerns either verbally or in writing with your immediate supervisor/manager. This may depend, however, on the seriousness and sensitivity of the issue involved and who is suspected of the malpractice. For example, if you believe that management is involved you should approach a more senior level of management or the trustee board.

Financial allegations require that the Treasurer shall be notified of all financial or accounting irregularities or suspected irregularities.

Please note that you:

● must disclose the information in good faith

● must believe it to be substantially true

● must not act maliciously or make false allegations

● must not seek any personal gai.

For independent advice please call: Public Concern At Work Website: www.pcaw.co.uk

Helpline: 020 7404 6609

Reviewed January 2021

Next review January 2022

Author: Sarah Hunter