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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?
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. ]
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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: whats sex





Weegy: Sex refers to: 1. either the male or female division of a species, especially as differentiated with reference to the reproductive functions; 2. [ the sum of the structural and functional differences by which the male and female are distinguished, or the phenomena or behavior dependent on these differences; 3. the instinct or attraction drawing one sex toward another, or its manifestation in life and conduct. ]
Expert answered|Jay901|Points 1335|

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Asked 3/26/2013 4:06:33 PM
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