Whiss FAQ
Any potential reporter will experience anxiety and doubt prior to using a confidential reporting system. This means the individual must have confidence and a full understanding on the implications of using such a service. Therefore a comprehensive list of FAQs is important and should provide assurance to the whistleblower that the service is trustworthy and safe to use.
If you have any additional questions about the service, please contact us.
Yes, this can happen but its very rare and is easily managed if the whistleblowing system is managed well. Typically less than 5% of all reports are malicious.
In fact, ‘under-reporting’ should be of more concern than false reporting.
The business internal triage process should ensures that false alarms or minor grievances don’t waste resources A strong and fair process protects both whistleblower and those being reported.
Even the most open of organisations can be compromised. This is particularly important where strong-willed individuals lead an organisation. A formal independent channel ensures reporting can take place without repercussions.
There are few organisations where staff turnover/absence is minimal, customer retention is at a peak and operate in seamless manner. Any company can have institutionalised problems that go unnoticed and will eventually come to a head.
A surge of reports is not necessary a bad thing. It demonstrates confidence and trust within a workforce. Most reports are genuine, and of a honest nature and made with the best intentions therefore they offer the organisation an opportunity to investigate and act, where action is required, and improve culture and processes.
Follow up and act visibly, whilst sharing feedback.
A company offering a whistleblowing service is a sign of confidence. More whistleblowing is a sign of a healthy and trusting workplace and a trusting, well run company.
A whistleblower’s identity will remain private; there is no requirement for a service user to provide their name to report something.
If the whistleblower explicitly consents, in writing, and is in agreement with their identity being disclosed then the information can be shared.
A ‘crisis of conscience’ can occur when an individual is asked, by a manager, to conduct work or an activity which their faith or personal beliefs are against and this is a situation that should be discussed with a line manager or HR Department.
The whistleblowing service should be used where there is suspicion of wrongdoing, or a breach in rules.
There is a very wide scope to a whistleblowing service but we would usually suggest the service is used in the following scenarios:
- Criminality within an organisation
- Unethical or improper behaviour
- Endangering health and safety, improper enforcement of HSE guidelines
- Failure to comply with legal obligations
- When an employee feels the internal processes have failed or compromised
- Witnessing bullying or harassment within the workplace
- Deceiving or knowingly misleading customers, suppliers or colleagues.
- Discrimination
- Bad practice
Any stakeholder within an organisation, company or association who offers a whistleblowing facility. Typically this would be an employee, contract worker, agency workers or member with an interest in the organisation, this includes past employees.
The organisation will receive notification that a whistleblower has used the service and they should access the online portal to view the comments. Most companies will have several points of contact, at a senior management level, who will access the case.
The organisation will discuss, review and investigate the comments and take appropriate further action, should further action be deemed necessary. Any investigation should be managed by unbiased and independent investigator (ideally not someone directly involved).
Depending on findings, actions may include disciplinary measures, process improvements, policy changes, or referral to external bodies. Employers should monitor the effectiveness of any corrective measures.