We are committed to conducting our business with honesty and integrity and we expect all Infinity Works colleagues to maintain high standards. However we want to ensure that if there is any wrong doing that it is identified and stopped before it negatively impacts on the business, the people within it or anyone else. Any suspected wrong doing should be reported as soon as possible. This policy covers all employees, directors and contractors.
Whistleblowing is the reporting of suspected wrongdoing or dangers in relation to our activities. This includes bribery, fraud or other criminal activity, miscarriages of justice, health and safety risks, damage to the environment and any breach of legal or professional obligations.
We hope that in many cases you will be able to raise any concerns with your Manager. However, where you prefer not to raise it with your Manager for any reason, you should contact The People Team.
We will arrange a meeting with you as soon as possible to discuss your concern. You may bring a colleague to any meetings under this policy. Your companion must respect the confidentiality of your disclosure or any subsequent investigation. We hope that you will feel able to voice whistleblowing concerns openly under this policy. Completely anonymous disclosures are difficult to investigate. If you want to raise your concern confidentially we will make every effort to keep your identity secret and only reveal it where necessary to those involved in investigating your concern.
The aim of this policy is to provide an internal mechanism for reporting, investigating and remedying any wrong doing in the workplace. In most cases you should not find it necessary to alert anyone externally. The law does however recognise that in some circumstances it may be appropriate for you to report your concerns to an external body such as a regulator. We strongly encourage you to seek advice before reporting a concern to anyone external. Public Concern at Work operates a confidential helpline in this regard 0207 4046609 (email: [email protected])
Whistleblowers must not suffer any detrimental treatment as a result of raising a genuine concern and any colleague who threatens or retaliates against them may be subject to disciplinary action. However, if we conclude that a whistleblower has made false allegations maliciously or with a view to personal gain, the whistleblower may be subject to disciplinary action.