TDLC Whistleblowing Policy
TDLC Whistleblowing Policy
1. What is Whistleblowing?
In this policy ‘Whistleblowing’ means the reporting by employees of suspected misconduct,
illegal acts or failure to act within TDLC.
The aim of this Policy is to encourage employees and others who have serious concerns about
any aspect of the TDLC’s work to come forward and voice those concerns.
Employees are often the first to realize that there may be something seriously wrong within
an organization. ‘Whistleblowing’ is viewed by the TDLC as a positive act that can make a
valuable contribution to our efficiency and long-term success. It is not disloyal to colleagues
or TDLC to speak up.
To help achieve these standards we encourage freedom of speech.
2. What is the aim of the Policy and when does it apply?
2.1. Aims of the Policy.
The Policy is designed to ensure that concerns can be raised about wrongdoing or malpractice
without fear of victimization, subsequent discrimination, disadvantage or dismissal.
It is also intended to enable serious concerns to be raised directly with TDLC rather than the
problem being ignored or 'blowing the whistle' outside.
2.2. Scope of this Policy
This Policy is intended to enable those who become aware of wrongdoing within TDLC
to report their concerns at the earliest opportunity so that they can be properly
The Whistleblowing Policy is not intended to replace existing procedures.
If your concern relates to your own treatment as an employee, you should raise it under the
existing grievance or harassment procedures.
If a client has a concern about services provided to him/her, it should be raised following the
2.3. Who can raise a concern under this Policy?
The Policy applies to all:
Employees of TDLC
Contractors with TDLC
Learners with TDLC
TDLC Whistleblowers policy
2.4. What should be reported?
Any serious concerns that you have about service provision or the conduct of employees of
Make you feel uncomfortable in terms of known
Fall below established standards of practice; or
are improper behavior.
These might relate to:
Conduct which is an offence or a breach of the law (a criminal offence has been
committed or failing to comply with any other legal obligation).
Disclosures related to miscarriages of justice. racial, sexual, disability or
Health and safety of the public and/or other employees damage to the environment.
Unauthorized use of public funds or other assets possible fraud and corruption.
Neglect or abuse of clients, or other unethical conduct.
3. Protecting the Whistleblower
3.1. Your legal rights
This policy has been written to take account of the Public Interest Disclosure Act 1998 which
protects workers making disclosures about certain matters of concern, when those disclosures
are made in accordance with the Act’s provisions and in good faith.
The Act makes it unlawful for TDLC to dismiss anyone or allow them to be victimized on the
basis that they have made an appropriate lawful disclosure in accordance with the Act.
3.2. Harassment or victimization.
TDLC recognizes that the decision to report a concern can be a difficult one to make. If you
honestly and reasonably believe what you are saying is true, you should have nothing to fear
because you will be doing your duty to your employer, your colleagues and those for whom
you are providing a service.
TDLC will not tolerate any harassment or victimization of a whistleblower (including
informal pressures) and will take appropriate action to protect them.
All concerns will be treated in confidence and every effort will be made not to reveal your
identity if that is your wish. If disciplinary or other proceedings follow the investigation, it
TDLC Whistleblowers policy may not be possible to take action as a result of your disclosure without your help, so you
may be asked to come forward as a witness. If you agree to this, you will be offered advice