WHISTLEBLOWING POLICY - Royal Devon & Exeter Hospital

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CONTENTSSectionPage1 Introduction 52 Aims 53 Scope 64 Our Assurances to You 65 How to Raise a Concern Internally 76 How We Will Handle the Matter 97 External Advice 98 If You Are Dissatisfied 109 References 10AppendicesAppendix A Other Relevant Trust Policies/Procedures/Guidelines 11Appendix B Statutory Bodies/Organisations 12Appendix C Management Guidelines 13-14Appendix D Sample Letter of Response to Employee (Whistleblower) 15Appendix ESample Letter to Employee Enclosing Note of InvestigatoryMeeting16Appendix F Whistleblowing – Process Flowchart 17Appendix G Constitution of Panels/Actions to be Taken 18Appendix H Investigation template and guidance 19-21Whistleblowing PolicyJSCNC Approved October 2008OMG Approved November 2008Trust Exec March 2009Governance Committee September 2009Trust Exec September 2009 4 of 21JSCNC October 2008
GUIDELINES FOR EMPLOYEES WISHING TO RAISE WORK RELATEDCONCERNS“If workers bring information about a wrongdoing to the attention of their employers or arelevant organisation, they are protected in certain ways under the Public Interest DisclosureAct 1998. This is commonly referred to as “blowing the whistle”.” www.acas.org.uk1. INTRODUCTION2. AIMSAll of us, at one time or another, may have concerns about what is happening atwork. Usually, these concerns are easily resolved, however, when they are about:• Unethical/Unlawful conduct• Financial malpractice• Dangers to the public or the environment• Breaches of confidentiality and/or security• Concerns about the provision of care to a patient, or care group• Concerns about a colleague’s professional conduct and performance• Deliberate covering up of information about any of the above six mattersit can be difficult to know what to do.You may be worried about raising such issues, or may want to keep the concerns toyourself, perhaps feeling that it is none of your business, or that it is only a suspicion.You may feel that raising the matter would be disloyal to colleagues, managers or tothe organisation. You may decide to say something but find that you have spoken tothe wrong person or raised the issue in the wrong way and are not sure what to donext.The Trust has produced this policy to make clear both your entitlement to raiseconcerns and the way in which you can do this at an early stage and in the right way.We would rather that you raised the matter when it is just a concern, at an earlystage rather than delay and wait for proof. You should, where possible, raiseconcerns within 14 days of the incident or issue.If something is troubling you that you think we should know about or look into, pleaseuse these guidelines. If, however, you are aggrieved about your personal position,please use the Grievance/Dispute Resolution Policy & Procedure, which you can getfrom your Manager or Human Resources Department. These guidelines areprimarily for concerns where the interests of others, patients or employees or of theTrust itself are at risk.If in doubt we would encourage you to raise any issue promptly through the pathwaysdescribed in this policy.Other Trust policies that may be relevant to whistle blowing are shown in Appendix A.Through implementing this policy the Trust aims to protect employees frombeing subjected to a detriment by their employer for making a protected disclosure.In so doing the Trust is complying with the Employment Rights Act 1996 and thePublic Interest Disclosure Act 1998.Whistleblowing PolicyJSCNC Approved October 2008OMG Approved November 2008Trust Exec March 2009Governance Committee September 2009Trust Exec September 2009 5 of 21JSCNC October 2008
Page 1 and 2: WHISTLEBLOWING POLICYPost holder re
Page 3: BRIEFING SHEET FOR MANAGERSWHISTLEB
Page 7 and 8: obligations and responsibilities to
Page 9 and 10: 5.6 Fraud and CorruptionIf your con
Page 11 and 12: APPENDIX AOTHER RELEVANT TRUST POLI
Page 13 and 14: APPENDIX CWHISTLEBLOWING - MANAGEME
Page 15 and 16: APPENDIX DSAMPLE LETTER OF RESPONSE
Page 17 and 18: APPENDIX FWHISTLEBLOWING - PROCESS
Page 19 and 20: Appendix HInvestigation interview t
Page 21: Outline process for the meeting Wit

WHISTLEBLOWING POLICY - Royal Devon & Exeter Hospital

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