explain how practitioners can take steps to protect themselves within their everyday practice in the work setting
In every setting there should be a policy and procedures on whistle blowing. The whistle blowing Policy is put into place to provide protection against the person in the work place against victimisation or any form of punishment (physical or verbal) when concerns are genuine. If you suffer any victimisation or punishment due to whistleblowing you may be able to take your case to an Employment Tribunal. If you have any concerns about misconduct or malpractice that is occurring in your work setting you should report it to your manager/supervisor. All information given is confidential. The whistleblower is a person that discloses wrongdoing that threatens others, rather than a complaint about their own treatment.
The procedure to follow if an employee wishes to raise a concern is as follows:
• All staff should act in good faith when they suspect misconduct or malpractice within the setting.
• The whistle blower should think hard about what is worrying them and why.
• They should then report their concerns to the manager/supervisor in charge, do this when you feel that the time is right.
• Write your concerns down giving background details, history, names, witness names (if any) dates and places if you can.
• During an investigation both parties are adequately informed with any progress that has been made by the manager/supervisor, they will also give a timescale on how long the investigation will go on.
• Support is offered to both parties if they require this.
• Both parties can defend any complaints and give their version of events that have happened.
• All information disclosed from both the whistleblower and the accused are all kept confidential and they are investigated discreetly (Data Protection Act).
• However, if a situation arises where a case cannot be resolved without revealing identities, they will discuss how they can proceed.
• If nothing happens about your concerns you would take the next step. If you feel that
The procedure to follow if an employee wishes to raise a concern is as follows:
• All staff should act in good faith when they suspect misconduct or malpractice within the setting.
• The whistle blower should think hard about what is worrying them and why.
• They should then report their concerns to the manager/supervisor in charge, do this when you feel that the time is right.
• Write your concerns down giving background details, history, names, witness names (if any) dates and places if you can.
• During an investigation both parties are adequately informed with any progress that has been made by the manager/supervisor, they will also give a timescale on how long the investigation will go on.
• Support is offered to both parties if they require this.
• Both parties can defend any complaints and give their version of events that have happened.
• All information disclosed from both the whistleblower and the accused are all kept confidential and they are investigated discreetly (Data Protection Act).
• However, if a situation arises where a case cannot be resolved without revealing identities, they will discuss how they can proceed.
• If nothing happens about your concerns you would take the next step. If you feel that