This policy and procedure provides a formal process and direction for staff who have genuine concerns about what is happening at work, or where concerns already raised have not been addressed appropriately. WFM as a non-profit organization working in the field of protection of children and vulnerable adults, places great importance on safeguarding its identity, that of staff members and that of members of the target community and the general public.
This policy incorporates our organization's whistleblower and concern reporting process. We have already mentioned that whistleblowing refers to a situation where a person involved in the organization has failed. "This policy ensures that whistleblowers are protected from termination and suffer no harm for reporting abuse."
This policy demonstrates WFM's commitment to addressing misconduct and wrongdoing to ensure staff feel comfortable and safe to speak up and raise concerns in the workplace. This should be considered normal routine for all management team and staff members.
The intent of this policy is to provide mechanisms by which anyone serving in WFM can speak up about bad practices with confidence that their concerns will be thoroughly investigated and appropriate action taken. The policy also demonstrates our assurance that staff who speak out under this policy are protected and that they will not risk losing their jobs or being victimized or harmed in any way.
This policy attempts to describe the type of concerns that fall within and the breadth of scope to which this policy applies. It applies to everyone involved in the work of WFM. This includes full-time or part-time employees, volunteers, those who provide services such as consultants, suppliers, etc. The scope of concerns is constituted, without being limited to the following subjects: a criminal offence; an act creating a security and safety risk; an act that damages WFM's property and the environment; breach of legal obligations and acts; Gross mismanagement of funds; Treatment of a member of staff or volunteers of WFM; Compromising the care of WFM staff, volunteers and volunteers; Avoidable damage to WFM equipment, personnel; may include emotional and physical harm or neglect; A worker or officer showing disregard for this policy or the law; A worker in contact with vulnerable people is arrested and/or cautioned by the police for criminal activity; Suspicion of fraudulent activity: Suspicion of terrorist/extremist activity.
All individuals engaged in WFM's work have the right and duty to report to their employer genuine concerns regarding professional misconduct, financial impropriety, or any other serious risk that they consider to be in the public interest.
For any concern at all levels of services, the executive committee will deal with your concerns quickly and as close as possible to the source of the problem.
It is not necessary for the workers to have proof of the act – a reasonable belief is sufficient. Workers are encouraged to raise concerns as soon as possible so that they have time to assess issues in a supportive environment.
The works has no responsibility to investigate the matter. It is the responsibility of the executive committee to ensure that an investigation takes place.
The executive committee encourages workers to raise their concerns using the associated procedure in the first place.
In all cases, workers are encouraged to raise concerns within the executive committee rather than neglecting an issue to report.
Any issues raised under this policy will be investigated thoroughly, promptly and confidentially, and the outcome of the investigation will be reported to the worker raising the concern.
The executive committee, the legal representative and the workers are committed to this policy. If a worker raises a genuine concern under this policy, they will not risk losing their job or suffering harm. If a staff member (who has raised concerns under this policy) is deemed to be at risk of harm or potential harm by continuing to work in their current role and place of employment, opportunities appropriate redeployment plans will be considered.
The Trust will consider it a serious disciplinary matter if a staff member has knowingly made false allegations under this policy. 6.10. No victimization by other staff of anyone for making a qualified disclosure will be tolerated. Workers should not agree to remain silent for such cases, even when perpetrated by a staff member in a managerial position. Workers should report the issue to a senior manager or certainly use other channels outlined in the procedure under the policy.
All concerns will be investigated promptly and, depending on the nature of the concern raised, the investigation and process will be managed in accordance with relevant policies and procedures.
The Executive Committee recognizes that it is difficult to set specific timelines for investigating concerns raised under this policy, as timelines for investigation will differ and will depend on the nature of the concern raised and the type of investigation required.
The investigation will be objective and evidence-based, and will produce a report that will focus on identifying and correcting any problems, and learning lessons to prevent problems from recurring. Where possible, consideration should be given to sharing the investigation report with the worker (while respecting the confidentiality of others).
The investigation will focus on improving the service we provide to beneficiaries. When it identifies improvements that can be made, we will follow up on them to ensure that the necessary changes are made and working effectively. Lessons learned will be shared with teams across the organization, or more broadly, as appropriate.
With all of the above assurances, we hope that workers will raise their concerns openly. However, there may be circumstances where workers can request that their identity not be revealed. In this case, the executive committee will not disclose their identity without their consent, except as required by law. Sometimes the trust may not be able to solve a problem without revealing the identity of the workers, for example where personal evidence is essential. In such cases, the Executive Committee will discuss with the person if and how the matter can be better handled.
Where an anonymous complaint is received, a designated contact will always review the content of the concern with the relevant senior management and investigate if possible. However, without speaking to the worker and obtaining other facts, a full investigation can be difficult to conduct. In these circumstances, it may also mean that it will be more difficult for the Committee to protect the worker or give feedback. As a result, the worker cannot obtain the assurances offered if a concern is reported anonymously.
If a worker feels unable to raise the issue themselves, the Committee provides staff with a Guardian whom they can approach. The staff-side speaking gatekeeper will be independent and provide immediate support and guidance to staff who wish to raise concerns. To do this, he/she must:
The Executive Committee will not tolerate the harassment or victimization of a staff member who has raised a concern. If a staff member believes they are being subjected to such treatment as a result of a raised concern, they should inform the manager handling their concern. The Executive Committee will take action in accordance with Disciplinary Policy and Procedure against those who cause individual harm for raising a concern.
Le Comité exécutif ne tolérera pas le harcèlement ou la victimisation d'un membre du personnel qui a soulevé une préoccupation. Si un membre du personnel estime qu'il est soumis à un tel traitement à la suite d'une préoccupation soulevée, il doit en informer le responsable qui traite sa préoccupation. Le Comité exécutif prendra des mesures conformément à la politique et à la procédure disciplinaire contre ceux qui causent un préjudice individuel pour avoir soulevé une préoccupation. Examples of punishments could include (but are not limited to):
The overriding principle of this policy and procedure is that all staff members should be aware that the Committee strives to establish a culture of openness and dialogue which, at the same time, preserves the confidentiality of staff and the public. target, does not unreasonably undermine confidence in the service and respects the obligations of staff to their employer.
The Executive Committee informs all new staff of the importance of raising concerns and of the various supports available to staff.
The Committee provides training to managers to investigate concerns under relevant WFM policies.
The Executive Committee is responsible for this policy and will renew it annually. A central record of all whistleblower concerns raised within the Committee will be maintained. Quarterly updates will be provided to the committee on all whistleblower cases.
To. An employee, or a person on behalf of the employer, who reports to a public body or is about to report to a public body on a matter of public interest; Or b. an employee who participates in a legal action, inquiry, hearing or inquiry held by a public body on a matter of public interest.
The organization may not terminate, threaten, or in any way discriminate against any employee with respect to compensation, terms of employment, workplace, employment privileges.
The organization may not disqualify an employee or other person who raises a matter of public interest, or participates in a proceeding related to a matter of public interest, before a public body or court, because of the report or participation, the right to tender; contracts with the organization or receive any other right, privilege or other benefit.
To. compel the organization to compensate an employee for his or her participation in a legal action or an investigation, hearing or inquiry conducted by a public body;
prohibit the organization from compensating an employee for his or her participation in a legal action or an investigation, hearing or inquiry by a public body; vs. authorize the disclosure of information whose confidentiality is legally required,
d. diminish or impair an employee's rights under a collective agreement.
To. A person is not entitled to the protections provided under this policy unless they reasonably believe that the reported information is, or is about to become, a matter of public interest; and reports information in good faith. b. A person is only entitled to the protections provided under this policy if the public interest matter is not the result of conduct of the person seeking protection, but results of conduct of the person required by his or her employee.
vs. Before an employee initiates a report to be given to a public body on a matter of public interest under this policy, the employer must submit a written report regarding the matter to the Chair of the Executive Committee. However, the employee is not required to submit a written report if he believes with reasonable certainty that the activity, policy or practice is already known to the CEO or that it is an emergency.
If an employee has knowledge or fears of illegal or dishonest/fraudulent activity, the employee should contact their immediate supervisor or the Director of Human Resources. All reports of illegal and dishonest activity will be promptly submitted by the Supervisor upon receipt and forwarded to the Administrative Officer, who is responsible for investigating and coordinating any necessary corrective action with the members of the Executive Committee.
The whistleblower is not responsible for investigating the alleged illegal or dishonest activity, or for determining wrongdoing or corrective action, the appropriate management officials are assigned these responsibilities.
Examples of illegal or dishonest activities include violations of national laws; billing for unperformed services or undelivered goods and other fraudulent financial reports. The employee must use good judgment to avoid baseless allegations. An employee who intentionally files a false report of wrongdoing will be subject to disciplinary action.
