• No products in the cart.

Public Interest Disclosure Policy and Procedures

1. ABOUT THIS POLICY

1.1 The  Berkeleyme is  committed to conducting its  business with honesty and  integrity and  in  a  responsible manner, taking into account the requirements of the funding bodies and  the standards in public life set out in the report of the Committee on Standards in Public  Life.  We expect all  staff to maintain  high  standards, including in  accordance with the Berkeleyme’s Instruments  of  Governance and  its  policies and  procedures. However, all organisations face  the risk of things going  wrong from time to time, or  of  unknowingly harbouring  illegal   or  unethical  conduct. A culture of openness and  accountability is essential in order to prevent such situations occurring and  to address them when they do occur.

1.2 The aims  of this policy  are:
(a) To encourage staff and  students to report suspected wrongdoing as soon  as possible, in  the knowledge that their concerns will  be taken  seriously and   investigated  as  appropriate, and   that their confidentiality will be respected.
(b) To  provide staff and  students with guidance as  to how   to raise those concerns.
(c) To reassure staff and  students that they are able  to raise genuine concerns without fear of reprisals, even if  they turn  out to be mistaken.

1.3 This  policy  is not  designed to provide a route through which the financial or business decisions taken by the Berkeleyme may  be questioned; nor  may it be used  to reopen matters that have  been dealt with under harassment, grievance, disciplinary or  complaint procedures; nor  should it  be  used  as an alternative to those procedures in respect of matters which would more appropriately be  considered under them.  Action taken under this policy may  of course lead  to the invocation of those policies.

1.4 This policy covers all employees, officers, consultants, contractors, volunteers, interns,  casual workers and   agency workers. The Berkeleyme has decided that it shall also apply to students and members of the Berkeleyme Council.

 

2. PERSONNEL RESPONSIBLE FOR THE POLICY

2.1 The Berkeleyme’s Council, acting through the Audit  Committee, has  overall responsibility for this policy,  and  for reviewing the effectiveness of actions taken in response to concerns raised under this policy.

2.2 The  Director of Internal Audit acts as the Berkeleyme’s Whistleblowing Officer, and  has day-to-day operational responsibility for this policy, and must ensure that all managers and other staff who may deal with concerns or   investigations under this  policy receive regular and appropriate training.

2.3 The  Whistleblowing Officer, in conjunction with the Audit Committee should review this policy from a legal and  operational perspective once a year.

 

3. WHAT IS WHISTLEBLOWING?

3.1 Whistleblowing is the disclosure of information which  relates  to suspected wrongdoing or dangers at work. This may  include:
(a) criminal activity;
(b) failure  to comply with  any   legal   or  professional obligation or regulatory requirements;
(c) miscarriages of justice;
(d) danger to health and  safety;
(e) damage to the environment;
(f) bribery under our  Anti-corruption and  Bribery  Policy;
(g) financial fraud, malpractice or impropriety;
(h) negligence;
(i) Failure  to comply with the Charter, Ordinances or Regulations of the Berkeleyme;
(j) breach of our  internal policies and  procedures;
(k) academic malpractice;
(l) conduct likely  to damage our  reputation; or
(m) the deliberate concealment of any of the above  matters.

 

4. CONFIDENTIALITY

4.1 The Berkeleyme hopes that staff will feel able to voice whistleblowing concerns openly under this policy. However, if  you  want to raise your concern confidentially, we will make every reasonable effort to keep your identity secret. However, the investigation process may reveal the source of the information and  the individual making the disclosure may  need to make a statement as part of the evidence required. If it is necessary for anyone investigating your concern to know your identity, we will discuss this with you.

 

5. RAISING A WHISTLEBLOWING CONCERN

5.1 The  Berkeleyme hopes that  in  many cases  you  will  be  able  to raise any concerns with your line  manager or the Berkeleyme Secretary. You may  tell them in  person or  put the matter in  writing if you  prefer. They  may  be able  to agree a way  of resolving your concern quickly and  effectively. In some cases they may  refer the matter to the Whistleblowing Officer.

 

6. INVESTIGATION AND OUTCOME

6.1 Once you have raised a concern, an initial assessment will be carried out to determine the scope of any  investigation. You  will be informed of the outcome of the assessment. You  may be required to attend  additional meetings in order to provide further information.

6.2 In  some  cases   the  Berkeleyme may   appoint  an   investigator or  team  of investigators including staff with relevant experience of investigations or specialist knowledge of the subject matter.  The  investigator(s)  may  make recommendations for change to enable the Berkeleyme to minimise the risk of future wrongdoing.

 

7. IF YOU ARE NOT SATISFIED

7.1 While  the  Berkeleyme cannot  always   guarantee  the  outcome  you   are seeking, it will  try to deal  with your concern fairly  and  in  an  appropriate way. By using this policy  you can help the Berkeleyme to achieve this.

 

8. EXTERNAL DISCLOSURES

8.1 The aim of this policy is to provide an  internal mechanism for reporting, investigating and  remedying any  wrongdoing in  the Berkeleyme. In most cases  you should not find  it necessary to alert anyone externally.

 

9. PROTECTION AND SUPPORT FOR WHISTLEBLOWERS

9.1  It  is  understandable  that  whistleblowers are sometimes worried about possible repercussions.  The  Berkeleyme aims  to encourage openness and will  support staff who  raise genuine concerns under this policy,  even  if they turn out  to be mistaken.

9.2 Whistleblowers must not  suffer any  detrimental treatment as  a result of raising a  concern. Detrimental treatment  includes dismissal, disciplinary action, threats or  other unfavourable treatment  connected with raising a concern. If you  believe that you  have  suffered any  such treatment,  you should  inform  the  Whistleblowing Officer   or   your  Human  Resources Partner  immediately. If  the matter is  not remedied you  should raise it formally using the Grievance Procedure.

Copyright © 2020 - Berkeleyme School of Management & Sciences. All rights reserved.
X