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Public interest disclosure procedure
continued...
Disclosure
SECTION 3.21
POLICIES & PROCEDURES
A disclosure may be made by an employee, agency contract worker, or
casual worker, who is employed or engaged by the College and has
grounds to believe that malpractice has occurred, is occurring, or is likely
to occur in connection with the College, whether on the part of a
colleague or any other person.
The disclosure should be made as soon as practicable and in confidence
to the Bursar, or the Human Resources Officer (the Designated College
Assessors under this procedure), setting out grounds for the belief of
malpractice. This should be made in writing, but if this is not practicable,
an oral disclosure may be made. Any disclosure should be accompanied
by as much supporting written evidence as possible.
Upon receipt of the initial disclosure, the Designated College Assessor
will arrange to interview the discloser in confidence. The purpose of this
meeting will be to obtain as much information as possible about the
grounds of the belief of malpractice and to consult with the discloser
about further steps which could be taken. The discloser may be
accompanied by a work colleague at this interview, and the Designated
College Assessor may be accompanied by another College Officer who
will take notes and retain complete confidentiality.
Public interest
disclosure procedure
Further Steps
As soon as possible after the interview, or after the initial disclosure if no
interview has taken place, the Designated College Assessor will report to
the Master recommending what further steps, if any, should be taken.
Such recommendations may, without limitation, include one or more of
the following:
• that the matter should be reported to the Police;
• that the matter should be reported to the Department for Education and
Skills, the National Audit Office or other appropriate public authority;
STAFF HANDBOOK 117