Scamps Out of School Clubs Ltd.
Purpose of Policy
The purpose of this policy is to ensure that all members of staff at Scamps Out of School Clubs Ltd. feel confident and are encouraged to reveal any concerns that they may have about the conduct and behaviour of the management team or other members of staff.
Who is responsible?
All members of staff have a responsibility to ensure that they and their colleagues are working to good standards and that they and their colleagues are working within the policies and procedures of Scamps Out of School Clubs Ltd.
How will the policy be implemented?
This policy should be used for dealing with major concerns over the conduct of other members of staff that are outwith the scope of all other setting policies.
The policy should not be used to report personal grievances relating to an employee’s terms and conditions of employment, harassment, disciplinary matters, bullying, or any other matters that can be dealt with under the setting grievance procedure.
The policy should only be used for reporting the following:
§ A criminal offence
§ The breach of a legal obligation
§ A miscarriage of justice
§ A danger to the health and safety of any individual
§ Malpractice
§ Fraud
§ Improper conduct or unethical behaviour
§ Damage to the environment
§ Attempts to suppress or conceal any information relating to any of the above
How will the policy be implemented?
Who can raise a concern?
- Any member of staff who has a concern about the actions of a colleague or member of management relating to any of the issues above can raise a concern.
- Concerns must be factual, made without malice and in good faith; the member of staff who raises the concern must reasonably believe that any information disclosed and any allegations made are true. Members of staff will be obliged to demonstrate that there are reasonable grounds for their concern although they will not be expected to provide proof beyond reasonable doubt.
- If a member of staff makes an allegation in good faith which is not confirmed by investigation, no action will be taken against them.
- If a member of staff makes an allegation for malicious or frivolous reasons or for personal gain, then appropriate disciplinary or legal action may be taken against them.
- All concerns will be treated with the utmost confidentiality and every effort will be made to ensure the anonymity of the person making the allegation; however, at an appropriate time, the person making the allegation may need to be identified as a witness.
- Any member of staff raising a concern will be protected from any possible reprisals or victimisation. Where this occurs the individual should report it through the settings grievance procedure.
Raising a Concern
- Any concerns should be reported to the Manager/Practitioner of the setting; if the allegation concerns the Manager/Practitioner, then the member of staff should raise the concern with another member of the management team. If this is not possible, then report to the Development Officer or Care Inspectorate Inspector for their setting.
- Concerns should be raised both verbally and in writing; in both instances the member of staff will be required to state:
§ The background to the concern
§ The reason for the concern
§ The extent to which they have personally witnessed or experienced the problem
3. The Manager will decide whether the concern falls within the scope of other policies or procedures such as child protection; the concern will be considered with those policies or procedures in mind
4. The Manager will consider the information that has been disclosed and decide whether or not to investigate
5. If a decision is made not to investigate the concern the reasons for this will be fully explained to the person making the allegation
6. The Manager will make a decision as to who will conduct the investigation; some investigations may involve external agencies such as Care Inspectorate (SCSWIS) or the Development Officer for the setting. If an investigation is to take place the Manager will inform the person who raised the concern and they may be asked to provide further information
7. The Manager will inform the person about whom the concern was made, providing them with the details of the concern; however, not informing them of who made the concern. The person will be given the opportunity to respond to the concern
8. The Manager will decide after the investigation if there is a need for external involvement from organisations such as the police and the action, if any, to be taken against the person implicated
9. The Manager will keep accurate records of every stage of the investigation, the evidence provided and the outcome. It should be noted that the individual who raised the concern will be informed of the outcome of any investigation.
Reviewed date: