POLICIES & PROCEDURES:
WHISTLEBLOWING
POLICY
Crosby Training is committed to the highest standards of openness, probity and accountability.
In line with that commitment, Crosby Training has implemented this policy and procedure to cover the genuine concerns that an employee may have about suspected wrong doing within the organisation.
In demonstrating this commitment Crosby Training encourages its employees and workers who have serious concerns about any wrong doing within the organisation to come forward and express their concerns.
This policy is primarily for concerns where the interests of others or the organisation itself are at risk.
Any employee or worker who raises concerns in good faith can do so on a confidential basis without fear of reprisal or victimization.
This Policy reflects the requirement within the Public Interest Disclosure Act 1998 (The ‘Act‘), which provides protection to individuals who disclose, in good faith, information about alleged wrongdoing at work, providing:
• The information is disclosed in good faith.
• They reasonably believe that the information and any allegation therein to be substantially true.
• The worker does not act maliciously or make false allegations.
• The worker does not act for personal gain.
The ‘Act’ protects disclosures of information relating to one or more of the following criminal offences: the breach of a legal obligation, a miscarriage of justice, a danger to the health or safety of any individual, damage to the environment, or deliberate covering up of information tending to show any of the above five matters.
This policy is intended for use with allegations which appears likely to harm the reputation of Crosby Training. All other matters should be raised through the appropriate policy.
PROCEDURE
Employees wishing to make a disclosure should do so in the first instance to their line manager.
If the disclosure is about the line manager then the disclosure should be made to Lorraine Michaels.
Crosby Training will not tolerate the harassment or victimization of anyone raising a genuine concern; however Crosby Training recognizes that the employee may want to raise a concern in confidence under this policy, and the identity of the employee will not be disclosed without their consent.
In situations where concerns cannot be resolved without revealing the employee’s identify (for instance because their evidence is needed in court) the matter will be discussed with the employee and the matter of how and whether Crosby Training can proceed.
INVESTIGATION
The person to whom the disclosure is made will normally consider the information and decide on the form of investigation. Any investigation will be conducted as sensitively and speedily as reasonably possible. The employee will be notified in writing of the intended timetable for the investigation.
Policy Docs : V202 2 MP Review date Jan 2026
