1. AIM OF THIS POLICY
Clubland is committed to the highest standards of openness, probity, and accountability. If a member of staff discovers evidence of malpractice or wrongdoing within the organisation, they can disclose this information internally without fear of reprisal. Our whistleblowing policy is intended to cover concerns such as:
- Financial malpractice or fraud
- Failure to comply with a legal obligation
- Dangers to health and safety or the environment
- Criminal activity
- Improper conduct or unethical behaviour
This policy should not be used to question business decisions made by Clubland, or to raise any matters that are covered under other policies (e.g., discrimination or racial harassment). Any allegations relating to child protection will follow the procedures set out in the Child Protection Procedure. Any concerns relating to the employment conditions of an individual member of staff should be raised according to the procedures set out in the Staff Grievance Policy.
2. RAISING A CONCERN
Ideally the staff member should put their allegations in writing, setting out the background to the situation, giving names, dates and places where possible, and the reason why they are concerned about the situation.
In the first instance concerns should be taken to the Playscheme Manager. If, due to the nature of the problem, this is not possible, concerns should be raised with the Senior Management Team.
If this person or body is unwilling or unable to act on the concern, the staff member should then raise it with:
- Ofsted (if it concerns the safe and effective running of the setting)
- The Local Authority Designated Officer (LADO) or the Local Safeguarding Partnership (if it concerns a child protection issue and is not already covered by the procedure set out in Clubland’s Child Protection Procedure)
- Ultimately, with the police (if a crime is thought to have been committed)
If the member of staff is still uncertain about how to proceed with the concern, they can contact the whistle-blowing charity ‘Protect’ for advice.
3. RESPONDING TO A CONCERN
Initial enquiries will usually involve a meeting with the individual raising the concern, and will decide whether an investigation is appropriate and, if so, what form it should take. If a concern relates to issues which fall within the scope of other policies, it will be addressed under those policies.
If the initial meeting does not resolve the concern, further investigation is required. The appropriate person will investigate the concerns thoroughly, ensuring that a written response can be provided within ten working days where feasible, or if this is not possible, giving a date by which the final response can be expected. The response should include details of how the matter was investigated, conclusions drawn from the investigation, and who to contact if the member of staff is unhappy with the response and wishes to take the matter further.
4. RIGHTS AND RESPONSIBILITIES OF THE WHISTLE-BLOWER
All concerns will be treated in confidence with Clubland will make every effort not to reveal the identity of anyone raising a concern in good faith. At the appropriate time, however, the member of staff may need to come forward as a witness.
If a member of staff raises a concern in good faith which is then not confirmed by the investigation, no action will be taken against that person.
If the investigation concludes that the member of staff maliciously fabricated the allegations, disciplinary action may be taken against that person.
5. CONTACT INFORMATION
Local Authority Designated Officer (LADO): 0300 123 1650, Monday to Friday from 09:00-17:00 or lado@surreycc.gov.uk
Local Safeguarding Partnership (LSP): 0300 470 9100 or cspa@surreycc.gov.uk
Ofsted: 0300 123 1231
Protect (formerly Public Concern at Work): 020 3117 2520 (website: https://protect-advice.org.uk)
6. RELATED POLICIES
See also our related policies: Child Protection Procedure and Staff Grievance Policy.
