Whistleblowing policy

We encourage you to use our whistleblowing arrangements for issues such as:

• a criminal offense, including:
  • fraud
  • bribery
  • corruption
  • theft
  • money laundering within the organisation
• health and safety risks or violations that could harm employees, customers, or the public
• environmental damage or violations of environmental regulations
• discrimination or harassment in the workplace based on factors such as:
  • race
  • gender
  • age
  • disability
  • sexual orientation
• misuse of public funds or resources
• failure to comply with legal obligations or regulations
• concealment of information about a serious risk to public health or safety
• any other serious wrongdoing or misconduct that is in the public interest to disclose

It is important to note that for a disclosure to be protected under PIDA, it must:

• be made in good faith
• be based on a reasonable belief
• follow the procedures outlined in the organisation's whistleblowing policy

Please note this is not an exhaustive list.

We want to make sure that we are providing excellent services to the residents of Lincolnshire. Our staff, councillors, partners, and contractors have a vital role to play in achieving this goal. We expect everyone to be committed to our high standards of service which are based on the principles of:

• honesty
• openness
• accountability

We know we face the risk that something may go wrong or that someone may ignore our policies, procedures or the law resulting in some serious consequences. Experience shows that staff, or others who work on behalf of an organisation, often have worries or suspicions. By reporting their concerns at an early stage, they could help put things right or identify and stop potential wrongdoing.

A whistleblower is a term used for a person who works in or for an organisation and raises an honest and reasonable concern about a possible:

• fraud
• crime
• danger
• other serious risk

The issue of concern could threaten:

• colleagues
• service users
• customers
• members of the public
• the success and reputation of the organisation

We want you to feel that it is safe and acceptable to tell us about your concerns so that we can investigate and act as soon as possible. We recognise that you may be worried about reporting for several reasons:

• fear of reprisal or victimisation (for example loss of job)
• too much to lose (for example reputation, damage to career)
• feelings of disloyalty
• worries about who may be involved
• you have no proof only suspicions
• fear of repercussions if there is no evidence or you are proved wrong

We welcome all genuine concerns and will treat your issues seriously.  This policy explains:

• how to raise a concern
• the types of activity you should report
• the protection we can provide
• confidentiality
• our response
• how you can take matters further, if necessary

We want to assure you that there is no reason to remain silent. Your decision to talk to us may be difficult but, if you believe what you are saying is true, you have nothing to fear. You are following our code of conduct and helping to protect the users of our services and the residents of Lincolnshire. We will not tolerate any harassment or victimisation. We will take action to protect those of you who raise concerns that you believe to be in the public interest.

UK law protects employees from dismissal, harassment, or victimisation if such treatment occurs because of having made a whistle-blowing disclosure considered to be in the public interest. In addition to the employer’s liability, the individual who subjects the employee to such treatment may also be held personally liable.

Protected Disclosures do not cover personal grievances (for example: bullying, harassment, discrimination) unless it is in the public’s interest

Therefore, this policy does not replace our existing employment policies:

• grievance
• disciplinary

You should use these policies if you have a personal grievance or are unhappy with the way you are being treated. Our whistleblowing arrangements are not intended to give you a further opportunity to pursue a grievance or complaint once you have exhausted the relevant employment procedures.

You may be a member of the public with concerns or information which you think we should know about or investigate. You should follow the corporate complaints process if your concern is about a particular service that we have provided to you.