Tratos CAVI (UK) Ltd whistleblowing procedure

CONTACTS

Public Concern at Work
(Independent whistleblowing charity)
Helpline: (020) 7404 6609
E-mail: whistle@pcaw.co.uk
Website: www.pcaw.co.uk

1. ABOUT THIS POLICY

1.1 We are committed to conducting our business with honesty and integrity and we

expect all staff to maintain high standards. Any suspected wrongdoing should be

reported as soon as possible.

1.2 This policy covers all employees, officers, consultants, contractors, volunteers,

interns, casual workers and agency workers.

1.3 This policy does not form part of any employee’s contract of employment and we may

amend it at any time.

2. WHAT IS WHISTLEBLOWING?

Whistleblowing is the reporting of suspected wrongdoing or dangers in relation to our

activities. This includes bribery, fraud or other criminal activity, miscarriages of

justice, health and safety risks, damage to the environment and any breach of legal or

professional obligations.

3. HOW TO RAISE A CONCERN

3.1 We hope that in many cases you will be able to raise any concerns with your

manager. However, where you prefer not to raise it with your manager for any reason,

you should contact the Managing Director. Contact details are at the end of this

policy.

3.2 We will arrange a meeting with you as soon as possible to discuss your concern. You

may bring a colleague or union representative to any meetings under this policy. Your

companion must respect the confidentiality of your disclosure and any subsequent

investigation.

4. CONFIDENTIALITY

We hope that staff will feel able to voice whistleblowing concerns openly under this policy.

Completely anonymous disclosures are difficult to investigate. If you want to raise

your concern confidentially, we will make every effort to keep your identity secret

and only reveal it where necessary to those involved in investigating your concern.

5. EXTERNAL DISCLOSURES

5.1 The aim of this policy is to provide an internal mechanism for reporting, investigating

and remedying any wrongdoing in the workplace. In most cases you should not find it

necessary to alert anyone externally.

5.2 The law recognises that in some circumstances it may be appropriate for you to report

your concerns to an external body such as a regulator. We strongly encourage you to

seek advice before reporting a concern to anyone external. Public Concern at Work

operates a confidential helpline. Their contact details are at the end of this policy.

36. 6.1 6.2 6.3 6.4 6.5 PROTECTION AND SUPPORT FOR WHISTLEBLOWERS

We aim to encourage openness and will support whistleblowers who raise genuine

concerns under this policy, even if they turn out to be mistaken.

Whistleblowers must not suffer any detrimental treatment as a result of raising a

genuine concern. If you believe that you have suffered any such treatment, you should

inform the Managing Director immediately.

You must not threaten or retaliate against whistleblowers in any way. If you are

involved in such conduct you may be subject to disciplinary action. In some cases the

whistleblower could have a right to sue you personally for compensation in an

employment tribunal.

However, if we conclude that a whistleblower has made false allegations maliciously

or with a view to personal gain, the whistleblower may be subject to disciplinary

action.

Public Concern at Work operates a confidential helpline. Their contact details are at

the end of this policy.

7. CONTACTS

Public Concern at Work
(Independent whistleblowing charity)
Helpline: (020) 7404 6609
E-mail: www.pcaw.co.uk
Website: www.pcaw.co.uk