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CHAPTER 40: Whistle Blowing

This chapter was revised in February 2011 when Sections 1 and 2 below were added.


Contents

  1. Statutory Framework
  2. Rationale
  3. Responsibilities


1. STATUTORY FRAMEWORK

If a Partner Agency is found not to be performing effectively to safeguard and promote the welfare of children, and the LSCB is not convinced that any planned action to improve performance will be adequate; Working Together to Safeguard Children requires that the LSCB Chair (or member of the LSCB designated by the LSCB Chair) explains the concerns to the individuals/ organisations that need to be aware of the failing and take action. If concerns are not adequately responded to, the LSCB Chair has the authority to escalate concerns to the relevant Inspectorate or Government department (paragraph 3.109, WT 2010)


2. RATIONALE

2.1 In the event of a concern arising, which impacts on the ability of the Employer to safeguard and promote the welfare of children and young people, in the first instance, members of the Children's Workforce are expected to use their existing employer's whistle-blowing policies to address their concerns.
2.2

However, if:

  1. A member of the workforce has raised a concern that has an impact on safeguarding with their Partner Agency that has not been resolved to their satisfaction, or
  2. If the member of the workforce believes that the Employer's ability to safeguard children is compromised,  then the issue can be referred to the LSCB for consideration.


3. RESPONSIBILITIES

3.1 Senior managers should ensure provision of a well-publicised 'whistle blowing' or 'speak out' procedure that provides alternative methods of reporting concerns, using a direct specialist telephone line.
3.2 A leaflet should be available to publicise the whistle blowing procedure and should provide information about 'Public Concern At Work', an independent charity whose lawyers can give free confidential advice about how to raise a concern about malpractice at work (see Appendix 2, Key National Contact for contact numbers).
3.3 In the eventuality that an employee/volunteer makes a referral directly to the LSCB, the Employer will provide the same level of employment protection as set out in the Public Interest Disclosure Act (PIDA).

End