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1.8 Whistleblowing

SCOPE OF THIS CHAPTER

This chapter should be read in conjunction with Hertfordshire Safeguarding Children Board Procedures Manual and Raising Concerns at Work: Whistleblowing Guidance for Workers and Employers in Health and Social Care published by Care Providers Alliance with a forward from Secretary of State for Health.

AMENDMENT

A link to Raising Concerns at Work: Whistleblowing Guidance for Workers and Employers in Health and Social Care published by Care Providers Alliance with a forward from Secretary of State for Health was added to this manual (above) in March 2015.


Hertfordshire County Council expects the highest standards of conduct from all employees and treats seriously any concern that an employee may have about illegal or improper conduct.

Often, employees will be the first to notice something wrong at work but may not express their concerns as they feel that speaking up would be disloyal to their colleagues or the council.

Children's Safeguarding and Specialist Services are responsible for the most vulnerable children within Hertfordshire. In accordance with CS&SS commitment and responsibility to safeguard vulnerable children and young people, it is the responsibility of all employees of Hertfordshire Safeguarding and Specialist Services to be vigilant and to raise any concerns to their manager (unless it is their manager about whom they have the concerns). Where employees have a concern that a colleague, another Hertfordshire employee or volunteer is behaving inappropriately in relation to children, young people or vulnerable adults, they should follow the Hertfordshire County Council Reporting Bad Practice Procedure which explains how employees must raise concerns of any reasonable suspicion of illegal or improper conduct, without fear of recrimination. It is found within Annexe 17 Code of Good Conduct for Officers.

In addition, the Hertfordshire Safeguarding Children Board Procedures for Managing Individual Cases should be followed when there are concerns about a child or young person. If an employee has a concern about an individual from another agency who works with children and young people this should also be discussed with a line manager and managed in accordance with the HSCB Procedures for Managing Allegations against Adults who Work with Children and Young People. In the first instance this will mean a discussion with the Local Authority Designated Officer (LADO).

End