The Whistleblowing Procedure sets out the framework for dealing with allegations of illegal and improper conduct.
Baulogic is committed to the highest standards of transparency, probity, integrity and accountability.
This procedure is intended to provide a means of making serious allegations about standards, conduct, financial irregularity, or possible unlawful action in a way that will ensure confidentiality and protect those making such allegations in the reasonable belief that it is in the public interest to do so from being victimised, discriminated against or disadvantaged.
This procedure does not replace other policies and procedures such as the complaints procedure, the Grievance and Harassment and Bullying Policies and other specifically laid down statutory reporting procedures.
This procedure applies to all Baulogic employees, including Associates and contractors.
This procedure does not replace other employment policies or procedures.
This procedure applies to, but is not limited to, allegations about any of the following:
- Conduct which is an offence or breach of the law
- Alleged miscarriage of justice
- Serious Health and Safety risks
- The unauthorised use of public funds
- Possible fraud and corruption
- Sexual, physical, or verbal abuse, or bullying or intimidation of employees, customers, or service users
- Abuse of authority
- Other unethical conduct
Harassment – Baulogic recognises that the decision to report a concern can be a difficult one to make, not least because of the fear of reprisal from those responsible for the malpractice. Baulogic will not tolerate harassment or victimisation and will do what it lawfully can to protect you when you raise a genuine concern.
Confidentiality – Baulogic will do its best to protect your identity when you raise a concern and do not want your name to be disclosed. It must be appreciated that the investigation process may reveal the source of the information and a statement by you may be required as part of the evidence.
Anonymous Allegations – Baulogic cannot act on anonymous allegations as by their nature they cannot be investigated fairly or credibly.
Untrue Allegations – If you make an allegation you reasonably believe to be true, but it is not confirmed by the investigation, no action will be taken against you. If, however, you make allegations you do not reasonably believe to be true, an investigation will take place to determine whether disciplinary or other action is taken against you.
You should raise your concern with the CEO.
The concern should be raised in writing, setting out the background and history of the concern, giving names, dates and places where possible, and the reasons why you are particularly concerned about the situation. If you do not feel able to put your concern in writing, you can telephone or meet the appropriate person above.
Within ten working days of a concern being received the responsible person will write to you acknowledging that the concern has been received and setting out the proposed course of action to be taken.
The CEO has overall responsibility for the operation of this Procedure and for determining the administrative processes to be followed and the format of the records to be kept.
If your require additional information about our Whistleblowing Policy and/or you have any questions, please email us at firstname.lastname@example.org, or in writing to:
15/16 Brook’s Mews, London W1K 4DS