Whistleblowing is a procedure which enables employees, partners and suppliers to express any concerns they have about illegal or illegitimate practices involving the council.
You can raise your concerns without fear of victimisation, discrimination or disadvantage.
Making a complaint
You can raise your concerns in confidence by:
- completing the online
Whistleblowing AllegationOpens new window form
- writing (in an envelope marked 'Confidential') to
Director of Strategy and Challenge,
Gloucestershire County Council,
Gloucester, GL1 2TG
- calling the whistleblowing phone line in confidence on 01452 427052
GCC staff can also contact Public Concern at Work for independent advice.
- Freephone 08000 499778
- e-mail email@example.com.
How will we deal with your whistleblowing complaint?
The matters raised may:
- Be investigated by management, internal audit, or through the disciplinary process;
- Be referred to the Police;
- Be referred to the District Auditor;
- Form the subject of an independent inquiry;
To protect individuals and those accused, we will make initial enquiries to decide whether an investigation is appropriate and what form it should take. Concerns or allegations which are within the scope of specific procedures, (for example, child protection) will normally be dealt with under those procedures. The Director of Strategy and Challenge will write to the person raising the concern at their private address:
- Acknowledging that the concern has been received;
- Indicating how he or she proposes to deal with the matter;
- Telling them whether any initial enquiries have been made;
- Telling them whether further investigations will take place and, if not, why not.
If the matter is subject to further investigation, the person will be kept informed about the timescale for the investigation. The amount of contact between the investigator and the person will depend on the matters raised, the difficulties involved and the original information provided.
A Trade Union representative or work place colleague may accompany an employee during any stage of an investigation conducted under this procedure.
The Council will seek to minimise any difficulties experienced as a result of raising a concern. For instance, where an employee must give evidence in criminal or disciplinary proceedings, the Council will arrange advice about the procedures involved.
The Council understands that persons who have raised a concern need to be assured that matters have been addressed and, subject to legal constraints, they will be informed of the outcome of any investigation.