|Foremost Furniture Limited – Whistle Blowing Policy|
Disclosures of Wrongdoing – Whistle Blowing
Under certain circumstances, employees have legal protection if they make disclosures about their organisation. These employees are commonly referred to as ‘whistle blowers’. An example of whistle blowing is when an employee, who believes that their employer is disposing toxic waste illegally, may have ‘blown the whistle’ directly to the press or television, perhaps because of concern for the environment, a belief that the organisation would attempt a ‘cover-up’ if asked to stop, or for financial gain.
Employees who blow the whistle are often treated detrimentally by their employer which can discourage them from whistle blowing even where such action would be for the good of the public. Therefore, legislation has been designed to protect employees from suffering any detriment or termination of employment for whistle blowing.
A wrongdoing is any of the following: –
- A criminal offence has been or is likely to be committed.
- A person has failed, is failing or is likely to fail to comply with a legal obligation.
- A miscarriage of justice has happened, is happening or is likely to happen.
- The health and safety of an individual has been, is being or is likely to be damaged.
- Damage to the environment has occurred, is occurring or is likely to occur.
- Information showing any of the above has been is being or is likely to be deliberately concealed
If you become aware of a wrongdoing at work please inform a Director. Any information disclosed in this manner will be received in absolute confidence and will be promptly investigated to deal with any potential wrongdoing.
If you are not satisfied with the explanation or reason given to you, you should raise the matter with the appropriate organisation or body, e.g. the Police, the Environment Agency, Health and Safety Executive or Social Services Department etc.
The Public Interest Disclosure Act 1998 prevents you from suffering a detriment or having your contract terminated for ‘whistle blowing’ and we take very seriously any concerns which you may raise under this legislation.
If your concern relates to your employment, you should use the Grievance Procedure.
We encourage you to use the procedure if you are concerned about any wrong doing at work, however, if the procedure has not been invoked in good faith (e.g. for malicious reasons or in pursuit of a personal grudge), then you may be liable to disciplinary action, including dismissal.