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The whistle blowing policy is in place to ensure any poor practise is reported to the appropriate persons. Poor practise can include anything illegal, anything that is a threat children and/or staff in danger and anything that goes against the nurseries policies and procedures. The poor practise can be reported internally people such as the manager and in some cases externally depending on how serious the activity is; in this case it can be reported to regulators or law enforcement agencies etc... While we have to report such behaviour it’s important that we understand confidentiality, reporting these concerns to the appropriate people is important and we should make sure we don’t go around telling people who don’t need to know such as other members of staff, parents/carers and visitors. The whistleblower must also be able to go to the manager in confidence and the manager must agree that they are protected. The manager will have the following responsibilities towards the accused in protection of them; these responsibilities will include informing the individual/individuals about the seriousness of the allegations and provide any supporting evidence. They will advise in writing of the procedure that is to be followed, the accused will then be given the opportunity to respond in person or in writing to the claims made, and receive and consider any relevant evidence. The manager will then inform them of their right to be accompanied at any interview by a trade union representative or work colleague. The manager will then give details of employee support mechanisms that are available and when necessary the standards board will provide support, counselling or meditation to those subject to investigation in order to ensure normal working relationships are resumed as effectively as possible. To avoid discrimination or victimisation all disclosures are assessed and investigated directly. If the whistleblower has been victimised or suffered detrimental treatment such as being demoted or denied promotion, because of blowing the whistle, then they might be able to take their case to an employment tribunal.
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