We believe whistle blowing is the reporting of suspected wrongdoing in the workplace which is regarded as making a disclosure in the public interest. We actively encourage all SEN Space staff and visitors to report any serious concerns they may have about any aspect of the school such as:

 

• Health and safety concerns

• Damage to the SEN Space environment

• A criminal offence that has taken place or is about to take place

• Disobeying the law

• The covering up of a wrongdoing

• The conduct of its personnel or others acting on behalf of the organisation.

 

We believe SEN Space staff, including volunteers, are protected by law if they make a disclosure on any of the above, that is if they think what they are reporting is true, that they think they are telling the right person and if they believe their disclosure is in the public interest. If the law is broken when a disclosure is made

 

We understand that those wishing to make a disclosure may do so to the Manager or CEO.

 

We believe that where the concern relates to an individual’s own employment the organisation’s Grievance Policy must be used. However, if the concern relates to something which is against the organisation’s policies, falls below standards of practice or amounts to improper conduct then the procedures in this policy must be used.

 

We are committed to the highest possible standards of openness, integrity and accountability.

 

We as an organisation, we have a commitment to promote equality. Therefore, an equality impact assessment has been undertaken and we believe this policy is in line with the Equality Act 2010.

 

We all have a responsibility to ensure equality permeates into all aspects of SEN Space and that everyone is treated equally irrespective of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. We want everyone connected with the organisation to feel safe, secure, valued and of equal worth.

 

We believe it is essential that this policy clearly identifies and outlines the roles and responsibilities of all those involved in the procedures and arrangements that relates to this policy.

 

Aims:

 

• To encourage all SEN Space personnel to report any serious concerns about any aspect of the organisation or the conduct of its personnel or others acting on behalf of SEN Space.

• To ensure compliance with all relevant legislation connected to this policy.

• To work with other organisations and the local authority to share good practice to improve this policy.

 

 

The Manager will:

 

• Ensure all SEN Space personnel and volunteers are aware of and comply with this policy.

• Work in conjunction with the CEO to ensure all staff and volunteers are aware of and comply with this policy.

• Encourage all personnel to raise any concerns they have regarding actual or   potential breaches of duty or a failure by the organisation.

• Provide support for a member of staff who has raised a concern.

• Provide support for a member of staff against whom allegations have been made.

• Keep both parties informed of all progress during any investigation.

• Provide leadership and vision in respect of equality.

• Provide guidance, support, and training to all staff.

• Monitor the effectiveness of this policy by speaking with school personnel, parents, and CEO.

• Annually report to the CEO on the success and development of this policy.

 

 

SEN Space Staff have a duty to speak out against and report any:

 

• criminal offence that has been committed, is being committed or is about to be committed.

• Person who has failed, is failing or is about to fail compliance with any legal obligation that they are subject to.

• Miscarriage of justice that has occurred, is occurring or is likely to occur.

• Health and safety issue that has endangered, is endangering or is likely to endanger any person.

• Damage to the SEN Space environment that has been committed, is being committed or is about to be committed.

 

 

SEN Space staff, who speak out against and report any of the above, will receive support from the Board of Directors and CEO. The Board and CEO will give support to any member of the school personnel against whom allegations have been made.

 

However, staff must be aware that if they are treated unfairly after blowing the whistle, they should consider taking their case to an employment tribunal.

 

SEN Space staff have a duty to the organisation not to disclose confidential information. However, in accordance with the provisions of the Public Interest Disclosure Act 1998 this does not prevent an employee from seeking independent advice nor discussing their concern with the charity Public Concern at Work.

 

SEN Space staff should consider reporting any concerns to their Manager, CEO, Board of Directors, EYT, their union or association, the Children's Commissioner, Gateway, or the whistle blowing charity Public Concern at Work, but initially they should raise the concern internally before using a public agency.

 

Staff can contact the Early Years Team or Gateway at any time to report a safeguarding concern. These contact details are available in several areas in SEN Space including session rooms, staff notice board, parents notice board.

 

SEN Space staff must be aware that all raised concerns are investigated, and every effort is made to ensure confidentiality for all parties. When a concern has been raised the following procedure must be followed:

 

Stage 1:

 

• All concerns should be made in person or in writing.

• The person raising the concern may wish to receive help from the EYT or from their trade union representative.

 

Stage 2:

 

• At any future meeting, the employee may be accompanied by a colleague or their trade union representative.

• Within 10 working days the person with whom the concern has been registered acknowledges receipt in writing.

• The letter will state the following:

 

• How the concern will be dealt with

• How long it will take to provide a final response.

• Information on employee support services.

 

Stage 3:

 

• After initial enquiries have been conducted, a decision will be made if an investigation should take place.

• The investigation will be either:

 

• an internal investigation

• a referral to the PSNI

• a referral to the YET / Gateway

• an external independent enquiry.

 

 

Stage 4:

 

• The employee will be informed in writing of the outcome of the investigation by the Board of Directors.

• The employee has the right to take their concern to an independent body if they feel it has not been addressed adequately.

 

 

Written by: Vikki Benton 19/09/23

To be reviewed on: 19/09/24