WHISTLEBLOWING POLICY - Royal Devon & Exeter Hospital

APPENDIX GCONSTITUTION OF PANELS/ACTIONS TO BE TAKENACTION UNDERTAKEN BY TIMESCALEComplaint raised withChief ExecutiveEmployee Where possible, within 14days of incident or issueInvestigationComplaint heardChief Exec or nominateddeputy + HR Director tonominate Senior Manager+ HR ManagerSenior Manager + HRManager to meet withemployee whereappropriate. Employeehas right to berepresented by staff siderep. or work basedcolleague. Non ExecutiveDirector to overseeprocess + to receiveregular updates at leastevery 2 weeks.arising.To begin within 14 days ofnominationcomplaint heard within 21 daysof commencement ofinvestigation.Report to Chief Executive Investigation Panel Within 7 days of completion ofinvestigationReport to GovernanceCommittee for commentInvestigation Panel Within 7 days of completion ofinvestigation where allegationsAppealChairman and HR Directorto discuss with Board.foundWithin 15 days of receipt ofoutcome letterActions undertaken as aresult of complaint + reportto Chair and ChiefExecutive.ORFurther investigationundertaken.Report to Chairman +HR DirectorReport to Board (ifcomplaint allegations arefound).Outcome letter toemployee with actions tobe taken.Oversee actions to betaken and report to Chairand Chief Exec.HR DirectorSenior member of Trustteam + experienced HRManager. (Must not havebeen involved in originalinvestigation).Investigation Panelto prepareInvestigation PanelHR DirectorWithin 21 daysTo begin within 21 daysWithin 7 days of completion ofthe investigationWithin 7 daysWithin 7 daysReport within 7 days ofcompletion of actionsWhistleblowing PolicyJSCNC Approved October 2008OMG Approved November 2008Trust Exec March 2008Governance Committee September 2009Trust Exec September 2009 18 of 21Page 18 of 21