Whistleblowing Policy

Size: px
Start display at page:

Download "Whistleblowing Policy"

Transcription

1 Whistleblowing Policy Co-ordinator: Lead of Review Group Reviewer: GAPF Polices Subgroup Approver: Grampian Area Partnership Forum (GAPF) Date approved by GAPF: 9 February 2017 Review date: 9 February 2022 Uncontrolled When Printed VERSION 2 The provisions of this policy, which was developed by a partnership group on behalf of Grampian Area Partnership Forum, apply equally to all employees of NHS Grampian except where specific exclusions have been identified.

2 NHS Grampian Whistleblowing Policy This document is also available in large print and other formats and languages, upon request. Please call NHS Grampian Corporate Communications on Aberdeen (01224) or (01224) This Policy has undergone Equality and Diversity Impact Assessment. Revision History: Document Title Policy Version Date approved by GAPF Review Date 2

3 NHS Grampian Whistleblowing Policy Contents Contents Page 1. Introduction 4 2. Other Policies and Procedures 5 3. NHS Grampian s Commitment to Staff 6 4. The Confidence of Staff 6 5. Whistleblowing Champion 6 6. Independent Advice 7 7. Procedure Internal Mechanism Considering your options Stage I Stage II Stage III 9 8. How NHS Grampian will handle the matter Possible Outcomes Review and Evaluation External Mechanisms External Contacts Complaints about the Chief Executive Monitoring Oversight 12 Appendix 1(a) Stage I Flowchart 13 Appendix 1(b) Stage II Flowchart 14 Appendix 2 Record of Concern Form 15 Appendix 3 Whistleblowing Quick Reference Guide 17 Appendix 4 Further Information 18 3

4 NHS Grampian Whistleblowing Policy 1 Introduction NHS Grampian is committed to achieving the highest possible standards of service and ethical standards in health care and all aspects of practice. To achieve these ends, it encourages staff to use internal mechanisms for reporting any malpractice or illegal acts or omissions by its workers or ex-workers. This policy reflects the standards set out in the PIN Guideline published by the Scottish Partnership Forum. The intention of this policy is to encourage staff to raise concerns without fear of penalty or victimisation. Key to this is our commitment to a no blame culture and staff can be assured that concerns raised in good faith will be protected under the Public Interest Disclosure Act, 1998 (PIDA). What is Whistleblowing? A worker raising a concern about wrongdoing, risk or malpractice with someone in authority either internally and/or externally. This policy applies to all those who work for NHS Grampian: whether permanent, temporary, casual, contractors, full-time or part-time employees, self-employed, or employed through an agency or ex staff who have concerns relating to: the delivery of care; the health and safety of staff or visitors; or the impairment of the viability or integrity of the Organisation. Such concerns may relate to malpractice, including fraud, abuse in care, substantial poor performance or outcomes, danger to public safety or damage to the environment. The PIDA to which NHS Grampian is committed, ensures protection for an individual who raises a concern relating to any of the following: a criminal offence; a failure to comply with a legal obligation; a miscarriage of justice; endangering an individual s health & safety; damage to the environment; concealment of information relating to the above provided they are in the public interest as opposed to being interesting to the public. This policy should be used for any worker to raise a qualifying disclosure under the PIDA. This policy is available to all employees, workers and ex-employees of the organisation who have concerns about misconduct or wrongdoing. 4

5 Many staff will have concerns about what is happening at work. Usually these are easily resolved. However, when the concern feels serious because it is about a possible danger, professional misconduct or financial malpractice that might affect patients, colleagues, or NHS Grampian itself, it can be difficult to know what to do. Staff may be worried about raising such an issue and may think it best to keep it to themselves, perhaps feeling it is none of their business or that it is only a suspicion. Staff may also feel that raising the matter would be disloyal to colleagues, to managers or to the Board. It may be the case that a member of staff has said something but found that they have spoken to the wrong person or raised the issue in the wrong way and are not sure what to do next. NHS Grampian is committed to running the organisation in the best way possible. This is to reassure all staff that it is safe and acceptable to speak up. This will enable them to raise any concern which they may have at an early stage and in the right way. Rather than wait for proof, it is preferable if a matter is raised when it is still a concern. If a member of staff feels that something is of concern, and they feel that it is something which they think NHS Grampian should know about or look into, they should use this procedure. If, however, a member of staff wishes to make a complaint about their employment or how they have been treated, they should follow the Board s local policy developed in line with the Grievance policy or the Dealing with Bullying and Harassment policy. This can be obtained from their manager or on the intranet. This Whistleblowing Policy is primarily for individuals who work for NHS Grampian and have concerns where the interests of others or of the Board itself are at risk. If in doubt raise it! This policy does not remove the entitlements in terms and conditions of employment of some staff groups to publish and lecture without the prior consent of NHS Grampian. 2 Other Policies and Procedures NHS Grampian has a range of policies and procedures which deal with standards of behaviour at work. These include: Employee Conduct; Framework for Support for Medical and Dental Employees; Grievance; Dealing with Bullying and Harassment and Recruitment and Selection. Employees are encouraged to use the provisions of these procedures when appropriate. There may be times when your concern is not about your personal employment position and the matter needs to be handled in a different way. Examples include: malpractice, or ill treatment of a patient/client/customer by a member of staff; a criminal offence which has been committed, is being committed, or is likely to be committed; suspected fraud (please see The Prevention, Detection and Investigation of Suspected Fraud, Theft and Corruption Policy which details a number of contacts if you suspect fraud); disregard for legislation, particularly in relation to health and safety at work; 5

6 the environment has been, or is likely to be, damaged; a breach of standing financial instructions; undue favour being shown over a contractual matter; a breach of a code of conduct; instances of information on any of the above having been, being, or likely to be concealed; concerns that a patient/member of staff is being potentially radicalised. 3 NHS Grampian s Commitment to Staff The Board, the Chief Executive and the trade unions/professional organisations are committed to this policy. If a member of staff raises a genuine concern under this policy, they will not be at risk of losing their job or suffering any detriment (such as a reprisal or victimisation). NHS Grampian will not tolerate the harassment, or victimisation, of any member of staff who raises a concern (including informal pressures). NHS Grampian will treat any instances of such action as serious misconduct. Provided the staff member acts in good faith, it does not matter if they are mistaken or if there is an innocent explanation for their concerns. A member of staff raising a concern will not be asked to prove their claim. However, this assurance will not be extended to a member of staff who maliciously raises a matter they know to be untrue. 4 The Confidence of Staff With these assurances, the Board hopes that staff will raise concerns openly. However, it is recognised that there may be circumstances when staff would prefer to speak to someone in confidence first. If this is the case, the member of staff raising the concern should say so at the outset. If the organisation is asked not to disclose someone s identity, we will not do so without that person s consent unless required by law. Staff should understand that there may be times when the organisation will be unable to resolve a concern without revealing someone s identity e.g. where personal evidence is essential. In such cases, it will discuss with the member of staff whether and how the matter can best proceed. It should be remembered that if staff do not disclose their identity, it will be much more difficult for NHS Grampian to look into the matter. It will also not be possible to protect the staff member s position or give them feedback. Accordingly, a member of staff raising a concern should not assume that the Board can provide the same assurances where a concern is reported anonymously. 6

7 5 Whistleblowing Champion In line with all NHS boards in Scotland NHS Grampian has appointed a Non-Executive Board Member as the Board s Whistleblowing Champion. This role will act predominantly as an oversight and assurance mechanism. The Whistleblowing Champion will also act as a conduit to ensure that internal mechanisms within the Board are working effectively to support whistleblowing arrangements and staff in raising concerns. 6 Independent Advice If members of staff are unsure about raising a concern, they can get independent advice at any stage from their trade union/professional organisation, or from one of the organisations listed at the end of this Policy (Appendix 4). Staff should also remember that they do not need to have firm evidence before raising a concern. However, they should explain as fully as possible the information or circumstances that gave rise to the concern. General information and advice relating to the PIDA can either be obtained internally through the HR Operational Team, or from various external sources including Public Concern At Work, Scotland and the Advisory, Conciliation and Arbitration Service (ACAS). 7 Procedure 7.1 Internal Mechanism 7.1 (a) Before raising a concern under this policy, an individual should carefully consider: whether or not the concern is serious; whether or not there are issues of patient confidentiality; personal confidentiality for themselves and colleagues since anonymity may not always be possible. 7.1 (b) This policy ensures that individuals are protected from reprisals and victimisation, including unfair dismissal, as a consequence of raising a concern. This is provided that the person raising the concern: does so in good faith; reasonably believes that the concern raised, and the allegation it contains, are substantially true; does not do so for personal gain; believes that the concern is of a serious nature. 7

8 Individuals should be aware that if they maliciously raise unfounded allegations this may be treated as a disciplinary matter. However, individuals who come forward in good faith have nothing to fear and their concern will be looked into thoroughly and dealt with appropriately. It should be noted that victimising an individual who raises a serious concern in good faith will be treated as a disciplinary matter if proven. The act of discouraging someone from raising such a concern may also be treated as a disciplinary matter. 7.1 (c) An individual may raise a concern externally and still receive protection through PIDA provided that he or she: believes that if he/she were to disclose the matter to his/her employer they would be subject to a detriment; believes that evidence relating to the subject matter of the disclosure would be concealed or destroyed if disclosure were made to their employer; has already disclosed this information to their employer. 7.2 Considering your options/approach your line manager If, after due consideration of the above you decide to raise a concern, a number of options are open to you. In most cases you should approach your line manager in the first instance. However you may wish to pursue the issue through one of the alternative routes (see Appendix 1(a)) before raising the matter with your line manager. This may be done verbally or in writing. See Appendix Stage I Once you have decided that the issue of concern should be formally reported to your line manager, your manager may: deal personally with the issue; refer the issue to a more senior colleague; pursue the issue according to another relevant policy. Your line manager will inform you which course of action is being taken within 10 working days of you raising the concern formally. If for practical reasons this deadline cannot be met, you will be informed of the new timescale. While every effort will be made to deal with the issue as quickly as possible, this will not be at the expense of in-depth consideration. 8

9 Note: Appendix 1(b) illustrates Stage I and process in the form of a flow chart 7.4 Stage II If a member of staff feels unable to raise the matter with their line manager, for whatever reason, they should raise the matter with: Louise Ballantyne, Public Involvement and Feedback Manager or Dr Stephen Stott, Associate Medical Director for Clinical Quality Assurance and Improvement Stage lll If these channels have been followed and the member of staff still has concerns, or if they feel that the matter is so serious that they cannot discuss it with any of the above, they should contact: Chief Executive, Medical Director/Responsible Officer, Director of Nursing, Midwifery and Allied Health Professions, or Integration Joint Boards(IJB) Chief Officers. NHS Grampian recognises its accountability within NHS Scotland. In light of this you can also contact: Scottish Government Health Directorate, St Andrew s House, Edinburgh, EH1 3DG Tel: (0131) How NHS Grampian will handle the matter Once a concern has been raised, it will be assessed and consideration will be given as to what action may be appropriate. This may involve an informal review, an internal inquiry or a more formal investigation. The member of staff raising the concern will be advised who will be handling the matter, how they can contact them, and what further assistance may be needed. The organisation will write to the member of staff summarising the concern and advising how they propose to handle it, and providing a timeframe for feedback. If the concern has been misunderstood, or there is any information missing, the member of staff should highlight this. When raising a concern, it will be helpful to know how the member of staff thinks the matter might best be resolved. If the member of staff has any personal interest in the matter, they should confirm this at the outset. If it is felt that the concern falls more properly 9

10 within the scope of one of the other of the Board s policies, this will also be explained to the member of staff. Managers will give feedback on the outcome of any investigation. It should be noted that it may not be possible to give details of the precise actions taken where this would infringe a duty of confidence owed to another person. While it cannot be guaranteed that all matters will be responded to in the way that the member of staff might wish, NHS Grampian will strive to handle the matter fairly and properly. If at any time throughout the investigation it becomes evident that formal disciplinary action may be a possible outcome, the investigation will be conducted in accordance with the provisions of the disciplinary procedure. Should it be thought necessary to suspend an employee during the course of any such investigation, the procedure outlined in the NHS Grampian Employee Conduct Policy/Framework for Support for Medical and Dental Employees will be followed. The investigation will be concluded without unreasonable delay. However, NHS Grampian allows for flexibility given the possible complexity of concerns raised. Timescales should be reasonable and communicated to all parties. At all stages of the process any employee involved will have the right to be accompanied by a colleague or trade union/professional organisation representative. 8.1 Possible Outcomes If the investigation concludes that there are grounds for further action against individuals, the appropriate policy and procedure should be followed It may also be appropriate, during the course of the investigation, to report concerns to external agencies e.g. Police Scotland, Social Services, the Scottish Environmental Protection Agency, the Health & Safety Executive etc. In such an event, it may be necessary to suspend internal investigations until the outcome of external investigations and/or criminal procedures are known Where the investigation concludes that the concerns raised are of a malicious nature, disciplinary action against the original complainant may be appropriate Where the concern is established as being unfounded, no action will be required. 9 Review and Evaluation The Record of concern form (Appendix 2) should be completed by any individual within sections 7.3 to 7.5 to whom a concern has been raised. Information from submitted forms will be collated and reported anonymously, enabling the overall picture to be monitored and managed appropriately. The policy and procedure will be subject to review and amendment through the Grampian Area Partnership Forum in the light of experience of its operation. 10

11 10 External Mechanisms 10.1 If these internal procedures work well there should be no need for any member of staff to contact external persons or agencies. If, however, an individual believes that the internal procedures have failed, or if there are exceptional circumstances, it is reasonable to contact external agencies It must be remembered that contacting an external agency, in particular the press or media, could result in a breach of confidentiality for individuals and patients. To be sure of gaining the full protection which the PIDA provides, staff should consider using internal mechanisms in the first instance rather than approaching an external agency. The choice of external agency may depend on the particular concern being raised and a list of some relevant external bodies is attached at Appendix If you decide to contact an external agency, you may wish to take advice from Human Resources, your Trade Union or Professional Organisation or the Corporate Communications Department on the best way to proceed. 11 External contacts While NHS Grampian hopes that this policy gives the reassurance needed to raise a concern internally, it recognises that there may be circumstances where a member of staff can properly report a concern to an outside body. NHS Grampian would rather staff raised a matter with the appropriate regulator than not at all. Trade unions/professional organisations will be able to advise on such a course of action. The NHSScotland Confidential Alert Line (telephone ), a dedicated service for NHS staff in Scotland, provides a confidential service to staff should they have any doubt about whether or how to raise a concern, or worry about doing so. This provides an additional safe space for staff to discuss concerns with legally trained staff and if appropriate, have these concerns passed to the appropriate Regulatory body on their behalf. Other external organisations include, but are not limited to: Regulatory Bodies; Professional Organisations; Trades Unions; Elected Representatives; Statutory Bodies; Legal; Media. 11

12 12 Complaints about the Chief Executive If the concern is specifically about the Chief Executive, then it should be made (in the first instance) to the Chair of the NHS Grampian Board, who will decide on how the investigation will proceed. 13 Monitoring Oversight The Board is responsible for this policy and will review it regularly. The operation of this policy will be monitored by the Grampian Area Partnership Forum. If members of staff have any comments or questions, these should be brought to the attention of trade union/professional organisation representatives. 12

13 Appendix 1(a) Whistleblowing Considering your options NHSScotland Confidential Alert Line Contact Human Resources or OHS Approach your Line Manager Issue of Concern Approach your Line Manager s superior Contact a Trade Union or Professional Organisation Representative Contact Public Concern at Work (see Appendix 4 for contact details) Discuss with a trusted colleague Pursue the matter through another relevant policy (found on the HR intranet) 13

14 Appendix 1(b) Whistleblowing Stage I Issue raised with line manager Submit concern formally in writing to line manager and request response Is there agreement that this is serious and in the public interest NO YES Seek advice from Public Concern at Work (see Appendix 4 for contact details) Manager takes further action based on discussion Manager asks for concern to be submitted in writing and takes further action Concern is progressed by manager, according to the relevant policy, or in discussion with senior colleague Concern unresolved contact Board member 14

15 Appendix 2 Strictly Confidential Record of concern (Whistleblowing Policy) Name of Recorder (Report Writer): Date of Meeting: Concerned Individual (Reporter may elect to be anonymous): (staff member/ex-staff member/other e.g. independent contractor, relative, advocacy worker) Reporter s Staff Group/Discipline & Service Area: Date(s)/Timescale of Incident(s): 1. Description of Concern (Examples: malpractice or ill treatment of a patient, a criminal offence is being committed, suspected fraud, disregard for health and safety at work legislation, danger to public safety where, when, etc) 2. Action Taken to Date (Examples: reported to anyone, trail, photographs taken, doctor called, etc) 15

16 3. Agreed Way Forward (Example: time to think over options, report to appropriate line manager, etc) Signed: Signed: Recorder Reporter (optional) Date: Date: This summary form should be completed by both parties. Thereafter it will be held centrally in a secure file for monitoring purposes please send completed form to the Staff Governance Manager. In addition to this form, a separate statement, providing specific details, will normally be requested. 16

17 Appendix 3 Quick Reference Guide Whistleblowing If you are worried that something wrong or dangerous is happening at work, please don t keep it to yourself. Unless you tell us about any concerns you may have about fraud, safety risks including clinical safety, or other wrongdoing, the chances are we won t find out until it s too late. As some of you may be nervous about raising such matters, here are some tips: Raise it when it s a concern we won t ask you to prove it; Keep it in perspective there may be an innocent explanation; It will help us if you can say how you think things can be put right; Stay calm you re doing the right thing; and If for whatever reason you are worried about raising it with your manager, please follow the steps shown below. How to raise a concern about serious malpractice We hope that you will feel able to tell your line manager; If for whatever reason you are uneasy about this or your manager s response doesn t seem right, you should contact: your manager s manager, Trade Union or Professional Organisation, a trusted colleague, HR Operational Team or the Senior Leadership Team; If you want to talk to them in confidence, just say so. If you prefer to put it in writing, that s fine but please tell them who you are; and If you want confidential advice first, you can talk to your local trade union/professional organisation representative. You may also wish to contact some of the independent organisations listed at the end of this policy. 17

18 Appendix 4 Further Information Further information may be available from: BSI Code of Practice on Whistleblowing Arrangements: Organisations can download a free copy of the 2008 British Standards Institution s Code of Practice on Whistleblowing Arrangements from Public Concern at Work For information about the Public Interest Disclosure Act 1998, please visit: NHSScotland Counter Fraud Service (CFS) Fraud Hotline on cfs.scot.nhs.uk Health Improvement Scotland Elliott House 8-10 Hillside Crescent Edinburgh EH7 5EA Call Audit Scotland 110 George Street Edinburgh EH2 4LH Tel:

Whistleblowing Policy

Whistleblowing Policy Stanley Crook Primary School Wooley Terrace, Stanley Crook, Co. Durham, DL15 9AN Tel: (01388) 762 858 E-mail: stanleycrook@durhamlearning.net OUR MISSION: TO TRY OUR BEST, TO TELL THE TRUTH, TO LOOK AFTER

More information

Whistle Blowing Policy

Whistle Blowing Policy Whistle Blowing Policy Introduction The Code is intended to help employees in or working with or assisting Schools in Lambeth who have major concerns over any wrong-doing within such Schools relating to

More information

Whistleblowing Policy and Procedure

Whistleblowing Policy and Procedure Whistleblowing Policy and Procedure Document Control Version Number: 2 Applicable To: CMAT Committee: Personnel Approved By Personnel Committee 7 th May 2015 On: Review Cycle: 4 Yearly Date of Next Review:

More information

Whistle Blowing Policy

Whistle Blowing Policy Whistle Blowing Policy Rationale The policy is intended to help employees in or working with Washwood Heath Multi Academy Trust, to raise concerns about possible malpractice(s) at an early stage and in

More information

WHISTLE-BLOWING POLICY AND PROCEDURE

WHISTLE-BLOWING POLICY AND PROCEDURE WHISTLE-BLOWING POLICY AND PROCEDURE 1. Purpose 1.1. To set out the Governing Body's policy and procedure for dealing with concerns raised by employees which relate to suspected wrongdoing or dangers at

More information

HOVE JUNIOR SCHOOL WHISTLEBLOWING POLICY

HOVE JUNIOR SCHOOL WHISTLEBLOWING POLICY HOVE JUNIOR SCHOOL WHISTLEBLOWING POLICY Updated 2015 School Whistleblowing Policy (Raising Concerns in the Public Interest) A Confidential Reporting Policy for All Employees 1 Independent Advice 1.1 If

More information

Whistle Blowing (Draft)

Whistle Blowing (Draft) Whistle Blowing (Draft) Document Detail Type of Document (Stat Policy/Policy/Procedure) Policy Category of Document (Trust HR-Fin-FM-Gen/Academy) HR Index reference number Approved 30/03/17 Approved by

More information

WHISTLE BLOWING POLICY

WHISTLE BLOWING POLICY WHISTLE BLOWING POLICY Introduction The Tandridge Learning Trust is committed to the highest possible standards of honesty, openness, probity and accountability. It seeks to conduct its affairs in a responsible

More information

WHISTLEBLOWING: PROCEDURE & GUIDANCE FOR SCHOOL BASED STAFF

WHISTLEBLOWING: PROCEDURE & GUIDANCE FOR SCHOOL BASED STAFF WHISTLEBLOWING: PROCEDURE & GUIDANCE FOR SCHOOL BASED STAFF Adopted by. Governing Body On (Date). Signed.. Chair of Governors Date by which the procedure was last reviewed: February 2013 Anticipated review

More information

WHISTLEBLOWING POLICY

WHISTLEBLOWING POLICY WHISTLEBLOWING POLICY Date of last review: April 2015 Review period: 2 years Date of next review: April 2017 Owner: COO Type of policy: Network LGB or Board approval: Board Policy Agreed by Ark Schools

More information

Policy and procedure for the disclosure of information in the public interest (Whistleblowing in the NHS)

Policy and procedure for the disclosure of information in the public interest (Whistleblowing in the NHS) NATIONAL INSTITUTE FOR HEALTH AND CLINICAL EXCELLENCE SPECIAL HEALTH AUTHORITY Policy and procedure for the disclosure of information in the public interest (Whistleblowing in the NHS) Responsible Officer

More information

LONDON BOROUGH OF WALTHAM FOREST WHISTLEBLOWING POLICY

LONDON BOROUGH OF WALTHAM FOREST WHISTLEBLOWING POLICY LONDON BOROUGH OF WALTHAM FOREST WHISTLEBLOWING POLICY Policy Version 1 Date Approved by Audit & Governance Committee 17 th March 2011 Date Effective From 1 st April 2011 Policy Review Date March 2013

More information

Whistleblowing Policy & Procedures

Whistleblowing Policy & Procedures Whistleblowing Policy & Procedures Policy Date May 2016 (final version July 2016) Review Date May 2017 Page 1 of 14 Contents What is whistleblowing? The Trust s commitments to employees who whistle-blow

More information

Whistleblowing Policy

Whistleblowing Policy Whistleblowing Policy Date of Issue: January 2017 Review date: January 2020 Approved by Management Committee Signature: Published by: School Business Manager Introduction This policy and procedure has

More information

Policy and Procedure: WHISTLEBLOWING

Policy and Procedure: WHISTLEBLOWING Policy and Procedure: WHISTLEBLOWING Date Author Approved by January Jackie SMT and HR 2017 Geeson Committee Doc name Comment Responsible Committee HR-P-0002 January 2017: HR Committee Minor changes to

More information

Whistleblowing Policy

Whistleblowing Policy Whistleblowing Policy Reviewed by PPP Committee 26 September 2016 Date of next Review: September 2017 1 WHISTLEBLOWING POLICY (Public Interest Disclosure Act 1998) This policy is the Westminster City Council

More information

WHISTLEBLOWING POLICY FOR STAFF

WHISTLEBLOWING POLICY FOR STAFF WHISTLEBLOWING POLICY FOR STAFF 2016-2017 Purpose & overview The school is committed to maintaining a culture of openness, accountability and integrity. We seek to ensure that employees feel secure in

More information

Whistle-blowing. Policy and Procedure

Whistle-blowing. Policy and Procedure Whistle-blowing Policy and Procedure This document will be made available in other languages and formats upon request from employees and students (or their parents/carers) Date of Issue: September 2014

More information

WHISTLE BLOWING POLICY

WHISTLE BLOWING POLICY WHISTLE BLOWING POLICY Status Last reviewed: Review Date Recommended Spring 2017 Spring 2018 Resources and References Somerset County Council Policy adopted in full Updated August 2014 1. Introduction

More information

Whistle Blowing Policy

Whistle Blowing Policy Whistle Blowing Policy Introduction Whistle blowing occurs when an employee provides certain types of information, usually to their employer or a regulator, which has come to their attention through work.

More information

WHISTLE-BLOWING POLICY Guidance for Managers

WHISTLE-BLOWING POLICY Guidance for Managers WHISTLE-BLOWING POLICY Guidance for Managers Whistle-Blowing Policy Guidance for Managers Whistle-blowing is the term used when someone who works within or for an organisation raises a concern about a

More information

Whistleblowing Policy

Whistleblowing Policy Whistleblowing Policy Introduction Objective Scope Principals Raising a Concern Responding to a Concern Records Further Advice Introduction The County Council is committed to the highest possible standard

More information

Whistle-Blowing Policy SCHOOLS MODEL WHISTLE-BLOWING POLICY FOR SCHOOL BASED STAFF

Whistle-Blowing Policy SCHOOLS MODEL WHISTLE-BLOWING POLICY FOR SCHOOL BASED STAFF St Thomas Primary School Whistle-Blowing Policy Date adopted 23 rd June 2014 Version March13 Last Reviewed 23 rd June 2014 Review Cycle Annual Revision Ref Author/Owner Finance Committee SCHOOLS MODEL

More information

Whistle Blowing Policy

Whistle Blowing Policy Whistle Blowing Policy December 2012 1 Introduction 1.1 This policy is intended to help employees of the Focus-Trust who have major concerns over any wrong doing relating to unlawful conduct, financial

More information

Whistle Blowing Policy

Whistle Blowing Policy ST PETER S RC HIGH SCHOOL Whistle Blowing Policy This policy has been ratified by the Governing Body at its meeting on 14 th June 2016 and will be reviewed in June 2019. ST PETER S RC HIGH SCHOOL WHISTLE

More information

Whistleblowing Policy Severfield plc March 2016

Whistleblowing Policy Severfield plc March 2016 Severfield plc Revision: 1.0 Version:0 Owner: Mark Sanderson, Company Secretary Author: Mark Sanderson, Company Secretary Contents Item Page Policy 3 Scope 3 Defining Malpractice 3 We Will Protect You

More information

Staff Whistleblowing Policy

Staff Whistleblowing Policy Staff Whistleblowing Policy Policy: Whistleblowing Effective Date: November 2014 Revision Number : 4.0 Revised: January 2017 Reviewable: As required Author: Educate HR/Business Manager Revision History

More information

Whistleblowing Policy and Procedure

Whistleblowing Policy and Procedure South Gloucestershire and Stroud College Whistleblowing Policy and Procedure If you would like this document in an alternate format Please contact the Human Resources Department Policy and Procedure Prepared

More information

TDC WHISTLEBLOWER POLICY

TDC WHISTLEBLOWER POLICY TDC WHISTLEBLOWER POLICY May 1 2016 St. Kitts Nevis Anguilla T rading and Development Company Limited (T DC Ltd and Subsidiaries- hereinafter referred to as the Com pany ) Table of Contents A. Introduction..

More information

WHISTLEBLOWING POLICY

WHISTLEBLOWING POLICY Policy Devised: March 2013 Adopted on: 12 th September 2016 Review date: September 2017 WHISTLEBLOWING POLICY (Public Interest Disclosure) 1. Introduction PART A POLICY STATEMENT 1.1 The Governing Body

More information

Whistleblowing Policy

Whistleblowing Policy Whistleblowing Policy Reporting illegal or improper conduct (Disclosures under the Public Interest Disclosures Act 1998) or concerns about safeguarding children & young people Policy Date: June 2016 Policy

More information

people policies Whistleblowing Procedure

people policies Whistleblowing Procedure people policies Whistleblowing Procedure Contents About this procedure... 3 What is whistleblowing?... 3 How to raise a concern... 3 Confidentiality... 4 External disclosures... 4 Investigation and outcome...

More information

The term "Principal" refers to either the Chief Executive Principal or the Principal of an Academy.

The term Principal refers to either the Chief Executive Principal or the Principal of an Academy. POLICY STATEMENT: WHISTLE BLOWING PROCEDURE FOR STAFF DEFINITIONS The term employee refers to any member of the staff, whether teaching or not (with the exception of the Chief Executive Principal or Principal

More information

WHISTLEBLOWING POLICY

WHISTLEBLOWING POLICY 1. INTRODUCTION WHISTLEBLOWING POLICY 1.1 Wings staff are encouraged to work as a team, and are therefore accountable to each other for their working practices. It is expected that members of staff have

More information

BRATHAY TRUST WHISTLE BLOWING POLICY & PROCEDURES. This document is live as at date of printing 16/08/2013 Page 1 of 8

BRATHAY TRUST WHISTLE BLOWING POLICY & PROCEDURES. This document is live as at date of printing 16/08/2013 Page 1 of 8 BRATHAY TRUST WHISTLE BLOWING POLICY & PROCEDURES This document is live as at date of printing 16/08/2013 Page 1 of 8 DOCUMENT MANAGEMENT RECORD WHISTLE BLOWING POLICY & PROCEDURES Originated: March 2010

More information

Human Resources. Bullying and Harassment Policy and SOP. Document Control Summary. Replacing H/BLU/dr/01. Status: Version: V2.

Human Resources. Bullying and Harassment Policy and SOP. Document Control Summary. Replacing H/BLU/dr/01. Status: Version: V2. Human Resources Bullying and Harassment Policy and SOP Document Control Summary Status: Replacing H/BLU/dr/01 Version: V2.0 Date: Author/Owner/Title: Author: Sarah Guy, HR Manager Owner: Alyson Sargeant,

More information

ALAT and Bright Tribe Trust Whistleblowing Policy and Procedure

ALAT and Bright Tribe Trust Whistleblowing Policy and Procedure ALAT and Bright Tribe Trust Whistleblowing Policy and Procedure March 2017 Contents 1. Mission Statement... 2 2. Introduction... 2 3. What is Whistleblowing?... 3 4. Procedure... 3 5. Protecting Whistleblowers

More information

Individual and Collective Grievances Policy (Replacing Policy Number 073 and 108 Workforce)

Individual and Collective Grievances Policy (Replacing Policy Number 073 and 108 Workforce) Individual and Collective Grievances Policy (Replacing Policy Number 073 and 108 Workforce) POLICY NUMBER TPWF/216 VERSION 1 RATIFYING COMMITTEE DATE RATIFIED DATE OF EQUALITY & HUMAN RIGHTS IMPACT ANALYSIS

More information

Grievance Policy. Reviewer: GAPF Polices Subgroup. Review date: 9 February Uncontrolled When Printed. Version

Grievance Policy. Reviewer: GAPF Polices Subgroup. Review date: 9 February Uncontrolled When Printed. Version Grievance Policy Co-ordinator: Reviewer: Approver: Lead of Review Group Date approved by GAPF: 9 February 2017 GAPF Polices Subgroup Review date: 9 February 2022 Grampian Area Partnership Forum (GAPF)

More information

EAST RIDING OF YORKSHIRE COUNCIL WHISTLE-BLOWING POLICY (SCHOOLS)

EAST RIDING OF YORKSHIRE COUNCIL WHISTLE-BLOWING POLICY (SCHOOLS) EAST RIDING OF YORKSHIRE COUNCIL WHISTLE-BLOWING POLICY (SCHOOLS) Background Employees are often the first to realise that there may be something wrong within the School. However, they may decide not to

More information

WHISTLE BLOWING PROTOCOL FOR SCHOOL STAFF COUNTY POLICY ADOPTED BY ROSEBANK SCHOOL

WHISTLE BLOWING PROTOCOL FOR SCHOOL STAFF COUNTY POLICY ADOPTED BY ROSEBANK SCHOOL WHISTLE BLOWING PROTOCOL FOR SCHOOL STAFF COUNTY POLICY ADOPTED BY ROSEBANK SCHOOL Governors agreed to re-adopt this policy At a meeting of the Full Governing Body held on 1 st December 2016 SCHOOLS HR

More information

Whistleblower policy

Whistleblower policy Whistleblower policy Dear colleagues At MTG we are committed to living up to our values by creating a warm and welcoming environment for you to work in. In order to achieve this we need to make sure we

More information

Grievances Employee Guide

Grievances Employee Guide Grievances Employee Guide 1 Contents 1. Introduction 3 2. Support and assistance 3 3. When does the Grievance Policy apply? 4 3.1 Collective grievances 4 3.2 If you have left Nationwide 5 4. The grievance

More information

WHISTLEBLOWING POLICY

WHISTLEBLOWING POLICY FAIRFIELD SCHOOL OF BUSINESS REGULATIONS, POLICIES & PROCEDURES WHISTLEBLOWING POLICY Document title: Whistleblowing Policy Owner: Deputy CEO Approving body: Executive Committee Date of approval: 15/09/2016

More information

Approval Requirement Version No 1.0 Date December 2012 Next Review January Change Record

Approval Requirement Version No 1.0 Date December 2012 Next Review January Change Record Whistle Blowing Policy A whistle blowing policy is about the ways in which concerns about malpractices may properly be raised within the company and where necessary outside, whilst protecting the whistle

More information

GRIEVANCE PROCEDURE. For Coast Academies

GRIEVANCE PROCEDURE. For Coast Academies GRIEVANCE PROCEDURE For Coast Academies Approved 23 rd November 2015 1 Policy Statement Coast Academies encourages open communication between all employees. Our aim is to maintain constructive working

More information

POLICY. Grievance Policy for Schools

POLICY. Grievance Policy for Schools POLICY for Schools Please think before printing this document. Where printing is necessary, please ensure that it is printed double sided and in greyscale. Contents 1 Introduction... 1 1.1 What is the

More information

DEALING WITH HARASSMENT AND BULLYING AT WORK POLICY AND PROCEDURE FOR STAFF

DEALING WITH HARASSMENT AND BULLYING AT WORK POLICY AND PROCEDURE FOR STAFF Issue Date:- 8/9/09 Final DEALING WITH HARASSMENT AND BULLYING AT WORK POLICY AND PROCEDURE FOR STAFF 1. Policy statement The College is committed to the elimination of discrimination on the grounds of

More information

UNIVERSITY OF ST ANDREWS STUDENTS ASSOCIATION STAFF DISCIPLINARY PROCEDURE

UNIVERSITY OF ST ANDREWS STUDENTS ASSOCIATION STAFF DISCIPLINARY PROCEDURE UNIVERSITY OF ST ANDREWS STUDENTS ASSOCIATION STAFF DISCIPLINARY PROCEDURE 1. Introduction 1.1 In the Association, as in any organisation, issues may arise in relation to staff conduct. In the first instance

More information

Acas consultation. on the revision of paragraphs 15 and 36 of the Acas Code of Practice on Disciplinary and Grievance Procedures

Acas consultation. on the revision of paragraphs 15 and 36 of the Acas Code of Practice on Disciplinary and Grievance Procedures Acas consultation on the revision of paragraphs 15 and 36 of the Acas Code of Practice on Disciplinary and Grievance Procedures December 2013 Acas consultation on the revision of paragraphs 15 and 36 of

More information

Grievance Policy. Version: 2.3. Status: Final. Title of originator/author: Human Resources Directorate. Name of responsible director:

Grievance Policy. Version: 2.3. Status: Final. Title of originator/author: Human Resources Directorate. Name of responsible director: Grievance Policy Version: 2.3 Status: Title of originator/author: Name of responsible director: Developed/revised by group/committee and Date: Approved by group/committee and Date: Final Human Resources

More information

Grievance Policy/Procedure

Grievance Policy/Procedure Grievance Policy/Procedure Approved by The Executive Date approved October 2015 Status Approved Policy owner Head of HR Impact assessed Version 4 Date of next review Yes June 2018-1- 1.0 Purpose of Policy

More information

Dignity at Work Policy

Dignity at Work Policy Dignity at Work Policy Contents page: 1. Our commitment 1 2. Objectives 2 3. Key contact 2 4. Scope 2 5. What is bullying, harassment and victimisation? 3 6. Examples of bullying or harassment 4 7. Zero

More information

WHISTLEBLOWING POLICY

WHISTLEBLOWING POLICY WHISTLEBLOWING POLICY Presented for Approval: 10 December 2014 Equality Impact assessed: 28 November 2014 Approved by: Date Reapproved: Board Designate 9 December 2015 by the Board 22 November 2016 Audit

More information

UNIVERSITY HOSPITALS OF MORECAMBE BAY NHS TRUST DIGNITY AT WORK POLICY

UNIVERSITY HOSPITALS OF MORECAMBE BAY NHS TRUST DIGNITY AT WORK POLICY UNIVERSITY HOSPITALS OF MORECAMBE BAY NHS TRUST 1 Introduction DIGNITY AT WORK POLICY 1.1 For the vast majority of staff of the Morecambe Bay Hospitals NHS Trust, work is a challenging but rewarding experience.

More information

Fairness at Work (Grievance Policy & Procedure)

Fairness at Work (Grievance Policy & Procedure) Fairness at Work (Grievance Policy & Procedure) Publication Scheme Y/N Department of Origin Policy Holder Author Related Documents Can be Published on Force Website HR Head of HR Head of Employee Relations

More information

GRIEVANCE RESOLUTION PROCEDURE INDEPENDENCE GROUP NL

GRIEVANCE RESOLUTION PROCEDURE INDEPENDENCE GROUP NL GRIEVANCE RESOLUTION PROCEDURE INDEPENDENCE GROUP NL CONTENTS 1.0 PURPOSE... 3 2.0 SCOPE... 3 3.0 DEFINITIONS... 3 4.0 LEGISLATION... 3 5.0 RESPONSIBILITIES... 4 6.0 PROCEDURAL FAIRNESS... 5 7.0 PROCEDURE...

More information

Grievance and Workplace Conflict Policy

Grievance and Workplace Conflict Policy Grievance and Workplace Conflict Policy Date: December 2014 Document summary The aim of this policy is to identify what might give rise to a grievance, where to address things that are not grievances and

More information

St Thomas More Catholic Primary School

St Thomas More Catholic Primary School St Thomas More Catholic Primary School Grievance Policy In the development of this policy consideration has been given to the impact on protected characteristics under the Equality Act and the work life

More information

PROTECT INTERNAL USE GRIEVANCE POLICY

PROTECT INTERNAL USE GRIEVANCE POLICY GRIEVANCE POLICY POLICY STATEMENT 1. PHSO aims to create a working environment in which all employees can freely raise concerns relating to their employment and seek a resolution promptly, fairly and informally

More information

Fixed Term Staffing Policy

Fixed Term Staffing Policy Fixed Term Staffing Policy Who Should Read This Policy Target Audience All Trust Staff Version 1.0 October 2015 Ref. Contents Page 1.0 Introduction 4 2.0 Purpose 4 3.0 Objectives 4 4.0 Process 4 4.1 Recruitment

More information

Grievance Policy and Procedure

Grievance Policy and Procedure Grievance Policy and Procedure Document Control Information Reviewed by the Strategic Management Team: - Date of Next Review: Mar 2016 Approved by the Board of Management: 24 Mar 2014 The Board of Management

More information

Discipline Policy and Procedure. Adopted by the Trust Board on 6 December 2016

Discipline Policy and Procedure. Adopted by the Trust Board on 6 December 2016 Discipline Policy and Procedure Adopted by the Trust Board on 6 December 2016 1 P a g e Whole Trust Discipline Policy and Procedure Contents 1. Purpose... 2 2. General Principles... 2 3. Acceptable Behaviour

More information

Whistle Blowing Policy

Whistle Blowing Policy Mode Training Limited Alima Centre 35 Sefton Street Liverpool L8 5SL 0151 709 4640 www.modetraining.co.uk Copies of all MTL policy and procedures may be obtained in large print please call 0151 709 4640

More information

Code of Conduct. Integral Diagnostics Limited ACN

Code of Conduct. Integral Diagnostics Limited ACN Code of Conduct Integral Diagnostics Limited ACN 130 832 816 Date: 1 October 2015 Code of Conduct Part A Scope and application 1 Purpose of the Code The Company is committed to a high level of integrity

More information

INSERT TITLE AND BRANDING Dr A Gill s signature and front cover to be placed on policy when received from Communications. (Policy fully ratified)

INSERT TITLE AND BRANDING Dr A Gill s signature and front cover to be placed on policy when received from Communications. (Policy fully ratified) Disciplinary Policy INSERT TITLE AND BRANDING Dr A Gill s signature and front cover to be placed on policy when received from Communications. (Policy fully ratified) Consultation Staff Forum August 2014

More information

SOLIHULL METROPOLITAN BOROUGH COUNCIL GRIEVANCE PROCEDURE

SOLIHULL METROPOLITAN BOROUGH COUNCIL GRIEVANCE PROCEDURE SOLIHULL METROPOLITAN BOROUGH COUNCIL GRIEVANCE PROCEDURE (1) This policy sets out the terms of agreement reached by those participating in the Council s Consultation and Negotiating Framework. and (2)

More information

GUIDANCE REGARDING CONDUCTING INVESTIGATIONS FOR SCHOOL BASED STAFF

GUIDANCE REGARDING CONDUCTING INVESTIGATIONS FOR SCHOOL BASED STAFF GUIDANCE REGARDING CONDUCTING INVESTIGATIONS FOR SCHOOL BASED STAFF Name of School: Date by which School have adopted procedure: Date by which the procedure was last reviewed: May 2012 Anticipated review

More information

Grievance and Disputes Policy. Target Audience. Who Should Read This Policy. All Trust Staff

Grievance and Disputes Policy. Target Audience. Who Should Read This Policy. All Trust Staff Grievance and Disputes Policy Who Should Read This Policy Target Audience All Trust Staff Version 3.0 September 2015 Ref. Contents Page 1.0 Introduction 4 2.0 Purpose 4 3.0 Objectives 4 4.0 Process 4 4.1

More information

Equal Opportunities (Staff) Policy

Equal Opportunities (Staff) Policy Equal Opportunities (Staff) Policy Academy Transformation Trust Further Education (ATT FE) Policy reviewed by Academy Transformation Trust on 25/07/13 Policy consulted on with Unions on 25/07/13 Policy

More information

Guernsey Employee Misconduct: How to Conduct an Internal Investigation

Guernsey Employee Misconduct: How to Conduct an Internal Investigation Guernsey Employee Misconduct: How to Conduct an Internal Investigation Introduction This memorandum considers the requirements for a fair investigation as part of a disciplinary process at work, including

More information

Disciplinary Policy and Procedure

Disciplinary Policy and Procedure Disciplinary Policy and Procedure Table of Contents Context. p.01 Scope. p.01 Key Principles.. p.01 Responsibilities.. p.03 Informal Support.... p.04 Formal Disciplinary Procedure p.05 Investigation..

More information

10.3 MANAGING DISCIPLINE

10.3 MANAGING DISCIPLINE ABERDEEN CITY COUNCIL 10.3 MANAGING DISCIPLINE POLICY & PROCEDURE Issue Number Date Approved Pages Amended 4 30 October 2012 4, 6, 8, 9 and 10 Originator Approved By KF/KT LNCT Contents Section 1: Introduction

More information

Equality and Diversity Policy

Equality and Diversity Policy Equality and Diversity Policy 1. Statement of Intent Centre 404 is committed to valuing and promoting equality and diversity at work and in our service delivery. We believe that everybody who is involved

More information

Managing a complaint at work A step-by-step guide

Managing a complaint at work A step-by-step guide Be prepared In running your business, you expect that at some point there could be a complaint from someone who works for you. It could be to do with their work, where they work, or who they work with.

More information

Equal Opportunities Policy

Equal Opportunities Policy Equal Opportunities Policy June 2013 Equal Opportunities Policy Issue date June 2013, Revision date June 2014 1 Contents 1. Policy statement... 3 2. Aim and purpose of the policy... 3 3. Scope of policy...

More information

EQUALITY OF OPPORTUNITY POLICY

EQUALITY OF OPPORTUNITY POLICY EQUALITY OF OPPORTUNITY POLICY Updated: June 2013 Version History Date Version Author/Editor Comments 17 Sept 2012 1.1 Draft Anthony Vage 25 Sept 2012 1.2 Draft Anthony Vage 20 March 2013 Initial first

More information

Computer Programs and Systems, Inc. Code of Business Conduct and Ethics

Computer Programs and Systems, Inc. Code of Business Conduct and Ethics (as of January 28, 2013) Introduction This sets forth the guiding principles by which we operate Computer Programs and Systems, Inc. (the Company ) and conduct our daily business with our stockholders,

More information

HARASSMENT AND BULLYING POLICY

HARASSMENT AND BULLYING POLICY HARASSMENT AND BULLYING POLICY Latest Revision October 2015 Reviewer: HR Dept Next Revision May 2018 Compliance Associated Policies Current legislation and guidance Grievance, Whistleblowing, Disciplinary

More information

Dignity and Respect Procedure

Dignity and Respect Procedure Dignity and Respect Procedure Purpose This document outlines the University s approach to dignity and respect at work and sets out a procedure for addressing issues of bullying or harassment Scope This

More information

Code of Conduct INTRODUCTION

Code of Conduct INTRODUCTION INTRODUCTION Kingspan Group plc is committed to acting responsibly in its business, and maintaining high standards of ethics and integrity in all its dealings with its stakeholders, be they investors,

More information

Grievance Procedure. Version: 4.0. Date Approved: 30 October Date issued: 30 October 2017 Review date: October 2022

Grievance Procedure. Version: 4.0. Date Approved: 30 October Date issued: 30 October 2017 Review date: October 2022 Grievance Procedure Version: 4.0 Bodies consulted: Approved by: Joint Staff Consultative Committee Executive Management Team Date Approved: 30 October 2017 Lead Manager: Responsible Director: HR Business

More information

Disciplinary procedure. 1. Introduction

Disciplinary procedure. 1. Introduction Disciplinary procedure 1. Introduction 1.1 This procedure is designed to encourage all employees to achieve high standards of conduct and work performance and also aims to provide a fair, effective and

More information

Managing your fitness to practise: a guide for registrants and employers

Managing your fitness to practise: a guide for registrants and employers Managing your fitness to practise: a guide for registrants and employers Executive Summary and Recommendations Introduction This documents stems from the work being done around health, disability and registration.

More information

Grievance Policy. Approved by governors. Chair Of Governors

Grievance Policy. Approved by governors. Chair Of Governors Grievance Policy Policy Document Control Sheet: Trust lead: Ian Hickman Key Staff lead for The Ferns Academy: Adele Young + Debra Murphy Portfolio Governor lead: Steve Dale Status: agreed and adopted Date

More information

MBS Code of Conduct. MBS places great importance on the values of ethical conduct, efficiency, fairness, impartiality and integrity.

MBS Code of Conduct. MBS places great importance on the values of ethical conduct, efficiency, fairness, impartiality and integrity. MBS Code of Conduct 1. Purpose MBS values diversity and is committed to achieving a workforce which is inclusive and respectful of each other s differences. We are expected to treat all people we deal

More information

Disciplinary & Grievance Policy Jan 2016

Disciplinary & Grievance Policy Jan 2016 Disciplinary & Grievance Policy Jan 2016 Disciplinary Procedure: Policy statement Greenwich Mencap wants to ensure employees clearly understand the standards of conduct and behaviour (See Code of Conduct

More information

Whistle Blowing Policy

Whistle Blowing Policy Whistle Blowing Policy Policy Title: Whistle Blowing Policy Name of Originator/Author: Human Resources Manager Director Lead: Target Audience: Version: Associate Director Human Resources This policy applies

More information

Archway Academy Independent School ARCHWAY ACADEMY INDEPENDENT SCHOOL DISCIPLINARY AND GRIEVANCE PROCEDURES. 24/10/14- Last Updated 15/12/16 1

Archway Academy Independent School ARCHWAY ACADEMY INDEPENDENT SCHOOL DISCIPLINARY AND GRIEVANCE PROCEDURES. 24/10/14- Last Updated 15/12/16 1 ARCHWAY ACADEMY INDEPENDENT SCHOOL DISCIPLINARY AND GRIEVANCE PROCEDURES 1 1.1 Disciplinary Rules We require high standards of discipline from our employees, together with satisfactory standards of work.

More information

Regulation pertaining to disciplinary & related procedures for academic staff

Regulation pertaining to disciplinary & related procedures for academic staff Regulation pertaining to disciplinary & related procedures for academic staff Table of Contents 1. Application... 2 2. Introduction... 2 3. General Principles... 2 4. Investigation... 3 5. Informal guidance

More information

ALL WALES GRIEVANCE POLICY

ALL WALES GRIEVANCE POLICY ALL WALES GRIEVANCE POLICY Policy Number: 142 Supersedes: Previous version Standards For Healthcare Services No/s 7 Version No: 1 Date Of Review: 2 March 2016 Reviewer Name: All Wales document Completed

More information

RESEARCH COUNCIL EQUALITY AND DIVERSITY POLICY

RESEARCH COUNCIL EQUALITY AND DIVERSITY POLICY RESEARCH COUNCIL EQUALITY AND DIVERSITY POLICY Content Policy statement 1. Principles 2. Definitions 3. Research Council commitment 4. Employee accountabilities and responsibilities 5. Recruitment 6. Training

More information

GRIEVANCE POLICY. NHS Ayrshire and Arran Organisation & Human Resource Development Policy. Policy Reference HRP/013

GRIEVANCE POLICY. NHS Ayrshire and Arran Organisation & Human Resource Development Policy. Policy Reference HRP/013 NHS Ayrshire and Arran Organisation & Human Resource Development Policy GRIEVANCE POLICY Policy Reference HRP/013 Reviewers Name Group/Name(s) Date Policy Review Group Scott Semple July 2013 Lead Responsibility

More information

Grievance Policy. Version: 2. Joint Consultation and Negotiating Committee

Grievance Policy. Version: 2. Joint Consultation and Negotiating Committee SH HR 25 Version: 2 Summary: Keywords (minimum of 5): (To assist policy search engine) Target Audience: This document provides a framework for the resolution of staff initiated grievances, disputes or

More information

CODE OF BUSINESS CONDUCT AND ETHICS. FRONTIER AIRLINES, INC. Adopted May 27, 2004

CODE OF BUSINESS CONDUCT AND ETHICS. FRONTIER AIRLINES, INC. Adopted May 27, 2004 1. Introduction CODE OF BUSINESS CONDUCT AND ETHICS FRONTIER AIRLINES, INC. Adopted May 27, 2004 The Board of Directors adopted this Code of Business Conduct ( Code ) to establish basic legal and ethical

More information

PEOPLE POLICIES EQUAL OPPORTUNITIES

PEOPLE POLICIES EQUAL OPPORTUNITIES PEOPLE POLICIES EQUAL OPPORTUNITIES The Elliott Group Limited is committed to providing equal opportunities in employment and to avoiding unlawful discrimination in employment and against customers. This

More information

Zero Tolerance Policy

Zero Tolerance Policy Zero Tolerance Policy Publication code: OD-0516-072 Publication date: May 2016 Page 1 of 14 Zero Tolerance Policy 1. Purpose A zero tolerance policy towards violence and aggression is expected throughout

More information

Highbury Grove School Disciplinary Procedure

Highbury Grove School Disciplinary Procedure Highbury Grove School Disciplinary Procedure The policy was adopted by the governing body of Highbury Grove School on 8 February 2017 Review date: Spring 2018 1 Contents 1. Purpose... 3 2. Application

More information

Equality and Diversity Policy

Equality and Diversity Policy Equality and Diversity Policy Hertfordshire, Bedfordshire and Luton Clinical Commissioning Groups Page 1 of 15 DOCUMENT CONTROL SHEET Document Owner: Director of Workforce Document Author(s): Louise Thomas,

More information

DIVERSITY AND INCLUSION POLICY

DIVERSITY AND INCLUSION POLICY DIVERSITY AND INCLUSION POLICY Definition Carillion will make every effort to ensure that staff and job applicants are treated with courtesy, dignity and respect irrespective of race (including colour,

More information