Notice: Payments for answers will end 4/10/2017. Click for more info.
You have new items in your feed. Click to view.
Question and answer
Q: Evaluate ways in which concerns about poor practice can be reported whilst ensuring that whistleblowers and those whose practice or behaviour is being questioned are protected?
A: The Public Interest Disclosure Act was introduced in 1999 to give greater protection to whistleblowers. [ It tells us which disclosures can be protected, the circumstances in which such disclosures are protected and the people who may be protected. The Standards Board for England?s Whistleblowing Policy and Procedure, are set out, in line with the Act. The procedure to follow if an employee
wishes to raise a concern is as follows: ? If an employee has a concern about malpractice, they can be raised verbally or in writing and should include the names of individuals against whom the allegations are made, the background, the nature of the malpractice that is alleged with relevant dates and the reasons for the concern. ? Their concerns should be raised first with their Line manager. However, if the disclosure concerns them, the employee should write to the Chief Executive or the HR Manager. Disclosures involving the Chief Executive should be raised with the Chair of the Board. Disclosures concerning a member of the senior management team (SMT) should be raised with the Chief Executive via the employee?s line manager. If the concern is regarding the HR Manager, the matter should then be raised with the employee?s line manager or a member of SMT. All receiving managers have a responsibility to act on the concerns raised in accordance with The Standards Board for England?s Whistleblowing Policy and Procedure. ? The Head of Legal will determine whether a concern constitutes a disclosure or whether it should be dealt with under another procedure (the employee will be informed of this). If the matter is dealt with under the Whistle blowing policy then the employee will be informed of the name of the investigating manager and how they can be contacted. The receiving manager will always inform the employee in writing of the process to be followed. ? An employee who raises a concern and is not satisfied with the final outcome or action proposed may appeal against the decision to a more senior manager within the Standards Board. ]
Get an answer
Original conversation
User: Evaluate ways in which concerns about poor practice can be reported whilst ensuring that whistleblowers and those whose practice or behaviour is being questioned are protected?

Weegy: The Public Interest Disclosure Act was introduced in 1999 to give greater protection to whistleblowers. [ It tells us which disclosures can be protected, the circumstances in which such disclosures are protected and the people who may be protected. The Standards Board for England?s Whistleblowing Policy and Procedure, are set out, in line with the Act. The procedure to follow if an employee wishes to raise a concern is as follows: ? If an employee has a concern about malpractice, they can be raised verbally or in writing and should include the names of individuals against whom the allegations are made, the background, the nature of the malpractice that is alleged with relevant dates and the reasons for the concern. ? Their concerns should be raised first with their Line manager. However, if the disclosure concerns them, the employee should write to the Chief Executive or the HR Manager. Disclosures involving the Chief Executive should be raised with the Chair of the Board. Disclosures concerning a member of the senior management team (SMT) should be raised with the Chief Executive via the employee?s line manager. If the concern is regarding the HR Manager, the matter should then be raised with the employee?s line manager or a member of SMT. All receiving managers have a responsibility to act on the concerns raised in accordance with The Standards Board for England?s Whistleblowing Policy and Procedure. ? The Head of Legal will determine whether a concern constitutes a disclosure or whether it should be dealt with under another procedure (the employee will be informed of this). If the matter is dealt with under the Whistle blowing policy then the employee will be informed of the name of the investigating manager and how they can be contacted. The receiving manager will always inform the employee in writing of the process to be followed. ? An employee who raises a concern and is not satisfied with the final outcome or action proposed may appeal against the decision to a more senior manager within the Standards Board. ]
kikaycore|Points 2460|

User: Explain how practitioners can take steps to protect themselves within their everyday practice in the work setting and on off site visits?

Weegy: In every setting there should be a policy and procedures on whistle blowing. [ The whistle blowing Policy is put into place to provide protection against the person in the work place against victimisation or any form of punishment (physical or verbal) when concerns are genuine. If you suffer any victimisation or punishment due to whistleblowing you may be able to take your case to an Employment Tribunal. If you have any concerns about misconduct or malpractice that is occurring in your work setting you should report it to your manager/supervisor. All information given is confidential. The whistleblower is a person that discloses wrongdoing that threatens others, rather than a complaint about their own treatment. The procedure to follow if an employee wishes to raise a concern is as follows: ? All staff should act in good faith when they suspect misconduct or malpractice within the setting. ? The whistle blower should think hard about what is worrying them and why. ? They should then report their concerns to the manager/supervisor in charge, do this when you feel that the time is right. ? Write your concerns down giving background details, history, names, witness names (if any) dates and places if you can. ? During an investigation both parties are adequately informed with any progress that has been made by the manager/supervisor, they will also give a timescale on how long the investigation will go on. ? Support is offered to both parties if they require this. ? Both parties can defend any complaints and give their version of events that have happened. ? All information disclosed from both the whistleblower and the accused are all kept confidential and they are investigated discreetly (Data Protection Act). ? However, if a situation arises where a case cannot be resolved without revealing identities, they will discuss how they can proceed. ? If nothing happens about your concerns you would take the next step. ]
smp0784|Points 2504|

User: Explain different types of bullying and the potential effects on children and young people?

Weegy: Physical bullying,Verbal bullying, Indirect bullying, Social alienation, Intimidation, Cyberbullying. Effects of bullying: Children who bully are more likely to engage in other criminal and anti-social behaviors.
eikcid|Points 968|

User: Cyber- bullying



Question
Asked 1/16/2012 12:39:00 AM
0 Answers/Comments
New answers
Rating

There are no new answers.

Comments

There are no comments.

Add an answer or comment
Log in or sign up first.
26,444,737 questions answered
Popular Conversations
The Peace Corps was started by President A. Truman. B. ...
Weegy: The first reusable winged space shuttle was the Columbia. User: The ruler who first tried to westernize Russia ...
10/16/2017 10:02:41 AM| 3 Answers
The leader of the PLO (Palestine Liberation Organization) is A. ...
Weegy: IRELAND withdrew from the British Commonwealth to form an independent republic. User: The American ...
10/13/2017 7:26:44 AM| 2 Answers
Weegy Stuff
S
P
P
L
P
P
P
Points 140 [Total 2032] Ratings 11 Comments 30 Invitations 0 Offline
S
P
L
Points 104 [Total 126] Ratings 0 Comments 104 Invitations 0 Offline
S
Points 77 [Total 77] Ratings 4 Comments 37 Invitations 0 Offline
S
Points 11 [Total 11] Ratings 0 Comments 1 Invitations 1 Offline
S
Points 7 [Total 7] Ratings 0 Comments 7 Invitations 0 Offline
S
Points 2 [Total 2] Ratings 0 Comments 2 Invitations 0 Offline
S
Points 2 [Total 2] Ratings 0 Comments 2 Invitations 0 Offline
S
Points 1 [Total 1] Ratings 0 Comments 1 Invitations 0 Offline
S
Points 1 [Total 1] Ratings 0 Comments 1 Invitations 0 Offline
S
Points 1 [Total 1] Ratings 0 Comments 1 Invitations 0 Offline
* Excludes moderators and previous
winners (Include)
Home | Contact | Blog | About | Terms | Privacy | © Purple Inc.