Whistle blowing Policy
Policy Statement
Oxford Education and Services (OES) is committed to the highest standards of transparency, integrity and accountability in its inspection and accreditation work and the sharing of best practice in guardianship of international students. Concerns about poor practice within OES should usually be dealt with through the OES complaints procedure. However, serious allegations may be raised by following the whistle blowing policy. This policy is to encourage all Oxford Education staff to report any serious concerns about any aspect of the company in order to improve our practice. This policy is intended to provide a means of making serious allegations about standards, conduct, financial irregularity or possible unlawful action in a way that will ensure confidentiality and protect those making such allegations in the reasonable belief that it is in the public interest to do so from being victimised, discriminated against or disadvantaged.
Oxford Education Staff can raise their concern at any time about an incident that happened in the past, is happening now, or you believe will happen in the near future. They are protected by law. They will not be treatedunfairly or lose their jobs because they ‘blow the whistle’. If an employee does suffer detrimental or unfair treatments because they blew the whistle, they can complain to the Employment Tribunal and claim for compensation for the loss suffered.
Policy
Oxford Education Service Ltd encourages all staff to report a whistle blowing under those circumstances which follows the law and places the safety of others at the forefront of their duties. It is likely to occur in one of the following areas:
Child protection or safeguarding concerns
damage to the work environment
a criminal offence
negligence
danger to health and safety
financial fraud or mismanagement
the employer is failing to comply with his legal obligation
not obeying the law
covering up wrongdoing
Our company hopes that in many cases staff could report their concerns with the manager or director, speaking to them in person or putting the matter in writing first.However, if staff feel that the company will cover up, they could report their concerns to an external body such as regulator, environment agency and Health& safety Executive. We strongly encourage the staff to seek advice before reporting a concern to anyone external.The independent whistle blowing charity, Public Concern at Work, operates a confidential helpline. Please see the contact details below:
Public Concern at Work (Independent whistle blowing charity)
Helpline: 020 7404 6609
E-mail: whistle@pcaw.co.uk
Website: www.pcaw.co.uk
When a concern has been raised, the Managing Directors:
Have a responsibility to ensure all staff are aware of and comply with this policy;
will provide support for a member of staff who has raised a concern;
will provide support for a member of staff against whom allegations have been made;
must keep both parties informed of all progress during any investigation;
will take no action against a member of staff if, after investigation, their concern has not been confirmed;
will take disciplinary action if a concern is raised frivolously, maliciously or for personal gain;
has responsibility for ensuring that the school complies with all equalities legislation;
has responsibility for ensuring funding is in place to support this policy;
has responsibility for ensuring this policy and all policies are maintained and updated regularly;
has responsibility for ensuring all policies are made available to parents, schools and partners;
has responsibility for the effective implementation, monitoring and evaluation of this policy
When a concern has been raised,members of the Senior Management Team will:
ensure all staff and volunteers are aware of and comply with this policy;
encourage all staff and volunteers to raise any concerns they have regarding actual or potential breaches of duty or a failure by the company;
provide support for a member of staff who has raised a concern;
provide support for a member of staff against whom allegations have been made;
keep both parties informed of all progress during any investigation;
work closely with the Managing Directors;
provide leadership and vision in respect of equality;
provide guidance, support and training to all staff;
monitor the effectiveness of this policy;
annually report to the Managing Directors on the success and development of this policy.
Oxford Education services staff have a duty to speak out against and report any:
criminal offence that has been committed,is being committed or is about to be committed;
person who has failed, is failing or is about to fail compliance with any legal obligation that they are subject to;
miscarriage of justice that has occurred,is occurring or is likely to occur;
health and safety issue that has endangered, is endangering or is likely to endanger any person;
damage to the work environment that has been committed, is being committed or is about to be committed
Any Oxford Education services member of staff, who speak out against and report any of the above, will receive support from the Managing Directors.Oxford Education services will not tolerate any harassment or victimisation of members of staff who speaks out against and reports any of the above. Such behaviour will be treated as a serious disciplinary offence, which will be dealt with under the Disciplinary Rules and Procedure.
The Senior Management Team will give support to any member of staff against whom allegations have been made.
If the concern is about senior personnel in Oxford Education, an external contact (such as below) may be required to help you proceed. Expo link:http://expolink.co.uk/whistleblowing/whistleblowing-hotlineservice/
Public Concern at Work: http://www.pcaw.co.uk
All raised concerns are investigated and every effort is made to ensure confidentiality for all parties:
Stage 1
All concerns should be made in person or in writing.
The person raising the concern may wish to receive help from another member of the team or Senior Management Team, or external support including a Local Authority prescribed body (OFSTED, NSPCC,Children’s Commissioner)
At any future meeting the employee may be accompanied by a colleague or an external supporter if the selection of the external support is considered appropriate by the Managing Directors. If not,the staff member will be asked to select an alternative representative
Stage 2
Within 10 working days the person with whom the concern has been registered acknowledges receipt in writing.
The letter will state the following:
⮚ How the concern will be dealt with;
⮚ How long it will take to provide a final response;
⮚ Information on employee support services.
Stage 3
After initial enquiries have been conducted, a decision will be made if an investigation should take place.
After initial enquiries have been conducted, any false allegations will be considered for investigation.
The investigation will be either:
⮚ an internal investigation;
⮚ a referral to the police;
⮚ a referral to AEGIS;
⮚ an external independent enquiry.
Stage 4
The employee will be informed in writing of the outcome of the investigation by the Managing Directors.
The employee has the right to take their concern to an independent body if they feel it has not been addressed adequately.
The NSPCC Whistle blowing Helpline is available for staff who do not feel able to raise concerns regarding child protection failures internally. Staff can call 0800 028 0285 – line is available from 8:00 AM to 8:00 PM, Monday to Friday and email: help@nspcc.org.uk
Awareness of this policy is raised through company handbooks and other publications, the company website, the Staff Manuals and newsletters and briefings
Review
We are committed to reviewing our policy and good practice annually.
This whistle blowing policy was last reviewed on:
11/Dec/2020…………………………………………………………………………(date)
Signed: ……
………………………………………………
Date:……11/Dec/2020…………..