Whistle blowing

Fyvie Playgroup is committed to developing a culture where it is safe and acceptable for all employees to raise concerns about poor or unacceptable practice or misconduct.

The purpose of this Policy is to provide a framework to promote responsible whistle blowing protecting employees wishing to raise a concern.

The law requires there be genuine doubt. If a concern is raised in good faith, the person raising the concern will not be at risk of losing their job or suffering any form of reprisal for doing so. To ensure the policy is adhered to and to assure the concern will be taken seriously, Fyvie Playgroup will:

  • not allow the person raising the concern to be victimised for doing so
  • treat victimisation of whistle blowers as a serious matter and take disciplinary action
  • not attempt to conceal evidence of poor or unacceptable practice
  • take disciplinary action if an employee destroys or conceals evidence of poor or unacceptable practice or misconduct
  • ensure confidentiality clause in contract does not forbid or penalise whistle blowing

If a concern is raised in confidence, they will have that confidence respected unless the issue cannot be resolved and evidence is needed in court. If this happens, it will be discussed with employee beforehand.

The policy does not release employees from their duty of confidentiality in the course of their work nor is it a route for taking up a grievance about a personal situation. Whistle blowing should not be used in place of grievance procedures or be a route for raising malicious or unfounded allegations against colleagues.

How to raise concern -

Employees can raise a concern with the Chairperson of Fyvie Playgroup. If concerns are raised, key points of concern will be noted and a check will be made regarding whether the matter has been raised with anyone else. It will be checked whether employee has access to Whistle Blowing Policy and their rights under Public disclosure Act will be explained. Whistle blower shall be assured about complete confidentiality unless at a later stage this becomes unavoidable e.g. legal proceedings taking place. There will be a detailed written record of areas of concern and how the whistle blower thinks the matter may be resolved. Next steps will be outlined and a timescale given for action. A copy of this will be given to the whistle blower and they will be kept informed of progress made. If the whistle blower is unhappy with the response to concerns, they may then follow the Complaints Procedure (see policy). The information will be recorded and stored in a locked cabinet.

The Public Interest disclosure Act covers malpractice for example, a criminal offence, breach of contract, negligence or causing damage to health and safety.