At Brooklands HealthCare we have a clear and open public interest policy.

If anyone, whether they are a member of Staff, Resident or Relative, wishes to advise the Company, in confidence, of any concerns they may have about any issues affecting the well-being of any Resident, member of Staff of a Care Home or other Company facility, they should advise the Company by contacting the Director, Mrs Therese Doran via the Company’s MCN switchboard on 028 7963 2001 or by following the attached procedures. All matters will be treated in the strictest confidence.

Policy

PUBLIC INTEREST DISCLOSURE
(WHISTLE BLOWING)

Introduction
Brooklands HealthCare is committed to the highest standards of openness, probity and accountability.

This policy is therefore designed to enable employees to raise internally and at the appropriate level concerns, and to disclose information, which the individual believes shows malpractice.

The policy is intended to cover concerns, which are in the public interest, including: -

1. a criminal offence;
2. failure to comply with legal obligations;
3. financial malpractice;
4. a miscarriage of justice;
5. danger to health and safety of persons/environment;
6. significant damage to environment;
7. professional malpractice;
8. Concealment of information relating to the above

Safeguards
The policy is designed to offer protection to those employees who disclose such concern provided the disclosure is made: -

1. in good faith;
2. in the reasonable belief of the individual making the disclosure that it tends to show malpractice.

The Company will treat all disclosures in a sensitive manner, keeping the identity of the individual making the allegation confidential so long as it does not hinder or frustrate the investigation.

Anonymous Allegations
Individuals are encouraged to put their name to any disclosure made. Concerns expressed anonymously may be considered less credible. Factors considered will be: -

1. the seriousness of the issues raised;
2. the credibility of the issues raised;
3. the likelihood of confirming the allegation from attributable sources.

Untrue Allegations
If an individual makes an allegation in Good Faith, which is not confirmed by subsequent investigation, no action will be taken against the individual.

In making a disclosure the individual should exercise due care to ensure accuracy of information. If, however, an individual makes malicious or vexatious allegations, and particularly if he/she persists with making them, disciplinary action is likely to be taken against the individual.

Procedures for making a Disclosure
All disclosures should be made in writing to either the Home’s Manager or Area Manager, or another member of the Senior Management Team.

The Manager will consider the information and will take advice on the investigation routes, which could include: -

1. to investigate the matter internally;
2. to involve Inspecting Authorities;
3. to refer the matter to the Police;
4. To involve several parties.

Investigation
The investigation will be carried out in accordance with the Company Complaint’s Procedure and/or any existing local Authority/Regulations guidelines. Where a disclosure is made the person/persons against whom the disclosure is made will be told of it. They will be allowed to comment before any investigation or any further action is conducted.

As a result of the investigation other internal procedures may be involved, such as, disciplinary or grievance procedure.

Feedback
The outcome will be to confirm what, if any further action will be taken or what, if any further investigations is required.

The conclusion to the investigations will be communicated to the person or persons whom the disclosure is made and to the person making the disclosure.

A record of all disclosures made and subsequent actions taken will be made and retained for a specified period of time.