Staff Handbook UK

If inadequate work performance or unacceptable behaviour, including poor work relationships, occur or persist, the matter may be dealt with under the Disciplinary and Dismissal Procedure. Careful consideration will be given if you have acknowledged the existence of a problem and/or have agreed to obtain medical help for the condition. However, any incident which amounts to gross misconduct would be considered a dismissible offence. If you fail to complete a prescribed course of treatment or relapse following treatment, the matter may be dealt with under the Disciplinary and Dismissal Procedure. 39. Whistle-Blowing Whistle-blowing is the common term used when an employee report suspected wrongdoing in connection with their work. If you believe that the Company or any of its directors or employees are engaged in wrongdoing as specified below, and that disclosure is in the public interest (i.e. that it concerns a matter which is of public concern), you should report your concerns to your line manager. If you are concerned about a matter, the disclosure of which would not be in the public interest, you should consider instead following the grievance procedure. The following types of wrongdoing are covered under this procedure: • endangering the health and safety of an individual • damaging the environment • a criminal offence • a failure to comply with a legal obligation. • concealing wrongdoing relating to the above matters If you believe your line manager is involved in the wrongdoing, you may instead raise your concern with another member of management. Management will investigate your concerns and notify you of the outcome. If you are not satisfied with the outcome or if you reasonably believe there is no one in management unconnected with the wrongdoing, you may raise your concerns with the official organisation or body responsible for policing the area of concern (e.g. the Police, the Environment Agency, the Health and Safety Executive, etc.). You may only do this if the internal process has been exhausted. You are protected from detriment if you follow this procedure and if you raise your concerns in good faith, believing disclosure to be in the public interest. However, if you do not act in good faith or you do not reasonably believe disclosure to be in the public interest, you may be subject to disciplinary proceedings.

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