Whistleblowing Policy and Procedure for Schools

3.1 Governors, Headteachers, Teachers, Line Managers and employees or workers have a responsibility within this procedure.

Governors, Headteachers, Teachers, Line Managers will:

• ensure the Whistleblowing procedures are followed correctly, seeking advice from HR where they are unsure or as appropriate
• support employees or workers who raise concerns under this procedure to ensure that they do not suffer detriment as a result of their action e.g. loss of status, income, conditions of employment or adverse treatment by those implicated
• inform the Council’s Monitoring Officer (Assistant Chief Executive) when a concern is raised to them
• protect the identity of an employee or worker who raises concerns and does not want their name revealed, by only telling those who need to know and asking them to respect the confidentiality of this information
• ensure that, even in the case of anonymity, the employee or worker is aware that any investigation may reveal the source of the information and that they may be asked to give a statement as part of the process of gathering evidence
• where managerial or procedural action through a different policy e.g. Conduct and Discipline, is being taken against the employee who has raised concerns, the manager should contact the HR Service Desk who in turn will contact the Council’s Monitoring Officer (Assistant Chief Executive), the Service Director Education and other appropriate colleagues, to decide whether that action should be delayed whilst an investigation under the whistleblowing procedure takes place.

3.2 Governors will:

• address any concerns to the Service Director Education or to an elected Member of the Council

3.3 Employees and workers will:

• not whistleblow for personal gain or with malicious intent but use this procedure to raise genuine concerns when they believe that to do so is in the public’s interest
• reasonably believe their allegations and the information they provide are substantially true

3.4 In relation to employees in Community and Voluntary Controlled Schools with delegated budgets, the obligations of the employer reside with the Governing Body as agent of the Council.

3.5 In relation to employees in Foundation and Voluntary Aided Schools with delegated budgets, the obligations of the employer reside with the Governing Body.