Whistleblowing Policy

1 Scope

1.1.1 This procedure sets out details of the systems and process in respect to whistleblowing.

1.1.2 The reader will be able to understand what is meant by the term whistleblowing, what the law is around whistleblowing, when they may wish to use whistleblowing, and how to do so.

2 Responsibility and Authority

2.1.1 It is the responsibility of the Executive Management team to ensure an effective Whistleblowing procedure.

2.1.2 It is the responsibility of the Head of Human Resources to maintain the policy.

2.1.3 Managers are responsible for ensuring that Company policies and standards are understood and complied with.

2.1.4 Every employee will be informed where they can access such policies and procedures at induction and has the responsibility to familiarise themselves with its contents, company policies and standards.

3 Definitions

What is a Whistleblower

3.1.1 You're a whistleblower if you're a worker and you report certain types of wrongdoing. This will usually be something you've seen at work - though not always.

3.1.2 The wrongdoing you disclose must be in the public interest. This means it must affect others, for example the general public.

3.1.3 As a whistleblower you're protected by law - you should not be treated unfairly or lose your job because you 'blow the whistle'.

3.1.4 You can raise your concern at any time about an incident that happened in the past, is happening now, or you believe will happen in the near future.

What counts as Whistleblowing

3.1.5 You're protected by law if you report any of the following:

o a criminal offence, for example fraud

o someone's health and safety is in danger

o risk or actual damage to the environment

o a miscarriage of justice

o the company is breaking the law, for example does not have the right insurance

o you believe someone is covering up wrongdoing

What doesn't count as Whistleblowing

3.1.6 Personal grievances (for example bullying, harassment, discrimination) are not covered by whistleblowing law, unless your particular case is in the public interest.

3.1.7 You should use the normal Grievance procedure (P6.3 Employee Relations policy) to report these matters.

4 Procedure

4.1.1 Fusion Lifestyle is committed to promoting transparent and good communication between all employees and relevant management, and it is important to the business that any fraud, misconduct or wrongdoing by employees of the company is reported and properly dealt with.

4.1.2 It is the hope that in staff raising concerns swiftly and to their line manager or the relevant lead in the business, that most concerns can be dealt with swiftly and properly.

4.1.3 Should the employee wish to make a disclosure under Whistleblowing, they should be made to the Chairman of the Fusion Trustees (Michael Nelson) who can be contacted confidentially through: Michael Nelson, c/o North West London Primary Care Team, NHS North West London Clinical Commissioning Group, 15 Marylebone Road, London, NW1 5JD.

4.1.4 It is not necessary to have proof of wrongdoing; a reasonable belief is sufficient. However, you must be able to explain why you have the belief.

4.1.5 You will not be treated less favourably where you have made a disclosure or where your genuine belief of wrongdoing turns out to be unfounded. If it is found that you may have made a malicious allegation, disciplinary action may be taken.

4.1.6 Disclosures should ideally be in writing however you can make a disclosure verbally if you wish to. You can give your disclosure anonymously but they may not be able to take the claim further if you have not provided all the information they need. If you give your name but request confidentiality, the person you tell should make every effort to protect your identity.

4.1.7 The person you have told will arrange for an investigation into the allegation you have raised, and may undertake this investigation themselves.

4.1.8 On conclusion of the investigation, a decision will be made on what action to take, if any. You will be advised whether or not action has been taken but, due to reasons of confidentiality, you may not be informed of the specific course of action taken and you do not have a say in how action is taken.

4.1.9 If you do not feel your concern has been dealt with properly, or there is a reason why you feel you cannot approach the company about your concern, or if you feel you have been treated unfairly since making a disclosure, you could contact one of the following:

o Tell someone else (HR or a more senior member of staff)

o A prescribed person or body (i.e. a regulatory or qualifications body) - this list may be helpful: https://www.gov.uk/government/publications/blowing-the-whistle-list-of-prescribed-people-and-bodies--2

o ACAS https://www.acas.org.uk/

o Your trade union representative