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Whistleblowing – although only UK listed companies and public bodies are expected to have a whistleblowing policy, such a policy may be useful.
The following policies are suggested as good practice:
Equal opportunities
Day to day working arrangements – dress code, expenses & exible
working policies
Sickness, health and safety – health & safety, no-smoking & sickness absence policies
Leave entitlement – holidays, maternity, paternity, adoption & shared parental leave policies
Termination of employment – redundancy & retirement policies WHAT IF SOMETHING
GOES WRONG?
If something were to go wrong the following procedures are available:
Disciplinary procedure – if concerns arise in relation to an employee, informal discussions should be entered into before taking formal disciplinary action. A disciplinary hearing will allow both employer and employee to tell their side of the story
Grievance procedure – where an employee has attempted to solve a problem informally but is not satis ed, they may make a formal grievance complaint and should follow the rm’s grievance procedure
Dismissal - it is possible for an employer to dismiss a worker by ending the employee’s contract. When an organisation dismisses staff, this must be done fairly
Whistleblowing – employees may report certain types of wrongdoing witnessed at work. Any wrongdoing reported must be in the public interest. A "whistleblower" is offered legal protection and should not lose their job or be unfairly treated as a result of their disclosure
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