In the work place setting, some of the tensions you may experience are situations such as;• Staff members may have raised issues several times to their line manager without the issues being addressed or resolved, which could lead to staff losing faith in protocol or policy. This could also lead on to staff going with the ‘norm’ and the practice being considered acceptable.• Staff could feel disloyal towards their colleagues or friends and live with fear of being alienated or losing a friendship.• Staff may find themselves being bullied or victimised by the offenders.
As a result, they may rather keep the misconduct to themselves rather than reveal the information.• A Staff member could feel powerless to raise the issue with their line manager and may not be aware of additional people they can express their concerns to.• If matters, previously addressed had not yet been resolved, then new staff may perhaps start working for the company and be under the belief that the practice they are witnessing is acceptable.• Staff could be afraid of reporting possible misconduct as they fear they could lose their jobs.• Staff may not have the training and knowledge to identify what constitutes as misconduct.
They may not be aware of the laws and legislations. With some of these situations in mind, we must then realise the tensions that may arise, however it remains paramount that staff are aware that whistle blowing and breaking confidentiality is a legal requirement of the Public Disclosure Act 1998. If a staff member was to approach me to discuss information that I thought suggested a service user or another member of staff was at risk of any type of abuse, I would accompany the staff member into the office where we could speak in private. I would do everything I could to keep them settled and calm. I would reassure them that they are doing the right thing. I would thank them for coming forward.
I would inform them that everything they have said to me would be treated with the upmost confidence. I may however have to inform the relevant people of the information, depending on the situation. I would then begin to document all the factual information, including time, date and names. I would also list the context of the information they are relaying, was it in person? Was it over the phone? Is it documentation based?Once I had finished the written information I would place it in a folder and lock the document away in a filing cabinet to ensure confidentiality.
I then, may have to telephone the related people and inform them that I have been made aware of a situation, If it was thought to be a safe guarding incident then I would insist that we continue the conversation in person, unless there is no alternative.Depending on the actual case, I would put in to place a robust action plan to investigate the situation to eventually get to the root as soon and as safely as possible. Ensuring I protect all those involved as much as possible as I proceed.