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

investigated.

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

complaints procedures.

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

TDLC that:

 Make you feel uncomfortable in terms of known

standards.

 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

other discrimination.

 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.

3.4. Confidentiality

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

and support.