Policy Statement

Educate GM encourages a free and open culture in dealings between its managers, employees, agency workers and all people with whom it engages in business and legal relations. In particular, this company recognises that effective and honest communication is essential if concerns about breaches or failures are to be addressed and the company’s success ensured.
 

This policy is designed to provide guidance to all those who work with or within the company who may from time to time feel that they need to raise certain issues relating to the company with someone in confidence.
 

Workers who, in the public interest, raise genuine concerns under this policy will not, under any circumstances, be subjected to any form of detriment or disadvantage as a result of having raised their concerns.
 

Background

The Public Interest Disclosure Act 1998 recognised that workers have the right to “blow the whistle” and disclose certain information, e.g. fraudulent activities, malpractice and/or concerns about health and safety.
 

The Act introduced specific rights for those who disclose information to a third party about an alleged wrongdoing in defined circumstances. There is no general right for all so-called whistle-blowers to receive special protection. To qualify, the following issues must be met:
 

• The Disclosure in question must relate to one of the specified categories contained within the Act; and

• The Disclosure must be made in one of the ways specified.
   

Procedure

This policy will apply in cases where workers genuinely believe that one of the following sets of circumstances is occurring, has occurred or may occur within the company and that it is in the public interest for the employee/agency worker to disclose it. The matters that may be disclosed in this way are:
 

• A criminal offence has been committed, is being committed or is likely to be committed; or

• A person has failed, is failing or is likely to fail to comply with any legal obligation to which s/he is subject; or

• A miscarriage of justice has occurred, is occurring or is likely to occur; or

• The health or safety of an individual has been, or is being or is likely to be endangered; or

• The environment has been, is being or is likely to be damaged, or

• Information tending to show any massive failing within any one of the preceding paragraphs has been, is being or is likely to be deliberately concealed.
   

We aim to encourage anyone with a genuine concern to raise it by providing the facility to make the complaint to someone who has no direct involvement with the issue. The issue should be reported to a director or another responsible person in a senior position (see contact details below). If there is not a sufficiently senior person within the organisation to deal with the complaint, external routes should be considered, as set out in the Act (see contact details below). The matter will be dealt with objectively and in confidence. If you have a concern, do not wait until you have proof or investigate the matter yourself; a reasonable suspicion will suffice, i.e. where you reasonably believe that the information disclosed is substantially true. You will generally need to provide the following information as a minimum:
 

• The nature of the concern.

• Why do you believe it to be true?

• The background and history of the concern, and

• Relevant dates, where possible
   

There are two important exceptions where the Disclosure will not qualify for protection:

• If the person making the Disclosure commits an offence by making it, or
   

• It is a matter in which a legal, professional privilege would apply, namely, correspondence between the employer and their lawyers regarding a specific case.
   

Educate GM will not take action against anyone who raises a concern under these policies in good faith; however, employees who make false allegations maliciously may be subject to appropriate disciplinary action.
 

This Whistle Blowing Policy does not cover private grievances, including complaints about individual employment matters. A ‘whistleblower’ is a witness, not a complainant.
 

Key Contacts (Internal)

Sam Waterhouse – Managing Director – Tel: 0161 327 1782

Email: sam@educategm.co.uk

 

Kat Thompson - People and Operations Lead – Tel: 0161 327 1782

Email: Info@educategm.co.uk
 

Key Contacts (External)

Protect is the UK’s leading whistleblowing charity. It provides confidential advice to whistleblowers.

Website: https://protect-advice.org.uk

Free helpline: 020 3117 2520

 

The Advisory, Conciliation and Arbitration Service (ACAS) is the UK’s independent public body that helps improve workplace relations by giving free, impartial advice.

Website: www.acas.org.uk

Free helpline: 0300 123 1100

 

If you are a member of a recognised trade union, you can also seek information and advice from your trade union representative.