Sunny Day Care is committed to the highest possible standards and recognises that their staffs are often the first to realise that there may be something wrong within the setting. However, they may not express their concerns because they feel that speaking up would be disloyal to their colleagues or they may fear harassment or victimisation. In these circumstances it may be easier to ignore the concern rather than report what may just be a suspicion of malpractice.
The Public Interest Disclosure Act 1998 protects workers who raise concerns from victimisation and harassment. In accordance with that Act and its committeemen to the highest standards of service delivery, the setting actively encourages its workers with concerns to come forward and voice those concerns with confidence.
The whistle-blowing procedure aims to help and protect both staff and children.
By following the procedure you are acting to
*prevent a problem getting worse
*safeguard children and young people
*reduce the potential risk to others
The earlier you raise the concern, the earlier and sooner it is possible for the setting to take action.
Concerns that should be raised via the whistle-blowing policy may be in relation to the actions, behaviours of other staff, students, volunteers or about something that is perceived as:
*failing to comply with the setting’s policy and procedures
*All staff, students and volunteers have right to raise concerns
*The responsibility for expressing concerns rests with all staff
*The setting will not tolerate victimisation and harassment and will take action to protect workers
*The setting will do its best to protect a whistle –blower’s identity when she/he raises a concern and does not want her/his name disclosed
*In some circumstances the nursery may have to disclose the identity of the worker without her/his consent.
*Appropriate advice and support will be made available to staff who raise concerns.
*Those who raise concerns will be kept informed of the progress and outcome of any investigation
*Sunny Day Care will not tolerate malicious allegations: these may be considered as a disciplinary offence.
Staff should raise concerns with the manager. Concerns must be raised in writing and include:
*reference to the fact that this is whistle-blowing disclosure
*the background and history of the concerns
*names, date and places
*the reasons why the individuals are concerned about the situation
Who should you contact?
London Borough Triage Service: 02033734600 (9am-5pm)
LADO referrals should be sent directly to Children Planning and Reviewing Team. Email: firstname.lastname@example.org. Tel.: 02033734107
LADO contact person: Nick Pratt: 02033733803
Out of hours emergency Duty Team: 02084302000 (5:15pm – (am)
Allegations of abuse against adult who work or volunteer in the setting
If the allegation is made against a staff member the following action will be taken:
*the setting will ensure the immediate safety of the children
*The setting will not investigate and immediately contact The Early Years Named Senior officer or LADO.
*The setting will notify Ofsted of a significant incident
*LADO decides that there is a child protection concern, external/internal agencies(e.g. police) will be informed by LADO and the setting will act upon the advice given to ensure that any investigation is not jeopardised.
*It may be necessary for the employer to suspend the alleged person. Suspension is a neutral act to allow a thorough and fair investigation.