Page 48 - Thomas Franks Handbook

10. ONGOING EMPLOYMENT
10.6 Whistle Blowing Policy
During the normal course of their employment, Thomas Franks personnel may have access to, or come in contact with information of a confidential nature. Your terms and conditions of employment forbid any employee from disclosing, or making use of such confidential information. However, you are protected by law by making a ‘protected disclosure’ if you reasonably believe any information of which you become aware leads you to believe the following:
• That a criminal offence has been, is being, or is likely to be committed;
• That a person has failed, is failing, or is likely to fail to comply with a legal
obligation;
• That a miscarriage of justice has occurred, is occurring, or is likely to occur;
• That the health & safety of any individual has been, is being, or is likely to
be, endangered;
• That the environment, has been, is being, or is likely to be, damaged;
• That information tending to show any of the above is being, or is likely to
be deliberately concealed.
If any Thomas Franks person reasonably believes that any of the above situations are occurring, they should immediately take that information, in confidence, to their line manager or if necessary, the Director of people and training, so that appropriate action may be taken. Any person who makes such a disclosure (in line with this procedure) will suffer no detriment whatsoever. Failure to follow this procedure may result in the disclosure losing its ‘protected status’. If you are unsure, please speak in confidence, to the Director of people and training at the earliest opportunity.
10.7 Flexible Working Requests
Thomas Franks Limited is committed to providing the widest possible range of working patterns for its workforce but both management and employees need to be realistic and to recognise that the full range of flexible working options will not be appropriate for all jobs across all areas of the business.
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