Whistle Blowing Policy Statement

1. What is Whistleblowing?

In this policy “Whistleblowing” means the reporting by employees of suspected misconduct, illegal acts or failure to act within JN Civils Ltd.

The aim of this policy is to encourage employees/operatives and others who have serious concerns about any aspect of the company’s work to come forward and voice their concerns.

Whistleblowing is viewed by JN Civils Ltd as a positive act that can make a valuable contribution to the company’s efficiency and long-term success. It is not disloyal to colleagues or to JN Civils Ltd to speak up.

If you are considering raising a concern, you should read this policy first as it explains:

• The type of issues can that be raised
• How the person raising a concern will be protected from victimisation and harassment
• How to raise a concern and
• What JN Civils will do.

If you are unsure whether to use this policy or want independent advice at any stage, you may contact the independent charity PUBLIC CONCERN AT WORK on 020 7404 6609. Their advisers can give you free confidential advice on how to raise a concern about serious malpractice at work.

2. What is the aim of the policy and when does it apply?

The policy is designed to ensure that you raise your concerns about wrongdoing or malpractice within the company without fear of victimisation, subsequent discrimination, disadvantage or dismissal.

This policy aims to:

• Encourage you to feel confident in raising serious concerns at the earliest opportunity and to question and act upon.
• Provide avenues for you to raise those concerns and that you are aware of how to pursue them if you are not satisfied
• Reassure you that you will be protected from possible reprisals or victimisation if you have made any disclosure in good faith

3. Scope of this policy

This policy is intended to enable those who become aware of wrongdoing in the company affecting some other person or service, to report their concerns at the earliest opportunity so that they can be properly investigated.

This policy applies to directly employed staff and subcontractors

4. What should be reported?

Any serious concerns that you have about service provision or the conducts of managers i.e.

• Make you feel uncomfortable in terms of known standards
• Are adhering with JN Civils Ltd policies
• Improper behaviour
• Not working to the company’s procedures, method statements and risk assessments

These may relate to:

• Conduct which is an offence or 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
• Unauthorised use of funds
• Possible fraud and corruption
• Neglect or abuse of clients or other unethical conduct.

Please note this list not exhaustive.

5. 5. 5. Protecting the Whistle-blower
      6. a. 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 provision and in the public interest.

   b. Support to you.

   Throughout this process, you will be given full support from senior management and your concerns will be taken seriously.

   c. Confidentiality

   All concerns will be treated in confidence and every effort will be made not to reveal your identity if that is your wish.

   d. Anonymous Allegations

   This policy encourages you to put your name to the allegation, however if you do not wish to add your names, JN Civils will support you and an investigation will be conducted.

   e. Untrue Allegations

    

   If you make an allegation in good faith, believing it to be true, however the investigation identifies it isn’t true, JN Civils Ltd will still recognise your concern and you have nothing to fear. If, however, if you make an allegation frivolously, maliciously or for personal gain, appropriate action that could include disciplinary action, may be taken.

    

   5. 5. 6. Raising a Concern

    

   This will depend on the seriousness and sensitivity of the issues involved and who is suspected of the wrongdoing. You should normally raise concerns with your line manager.

    

   You may raise your concern by telephone or in person or in writing. The earlier you express your concern, the easier it is to take action.

    

   5. 5. 7. Recording and Monitoring

    

   All concerns will be registered and the person conducting the investigation will ensure that the result of the investigation will be forwarded to the owner of the register for closure.

    

   5. 5. 8. 8. Review of the Policy

          

      6. This policy will be reviewed annually.