24hr emergency call out
02393 190 409 info@rsdivers.co.uk
24hr emergency call out
02393 190 409 | info@rsdivers.co.uk
24hr emergency? call out
02393 190 409 | email

Whistle blowing policy

1.         INTRODUCTION

1.1 Definitions

Employee: All staff of RS Divers

1.2 General Statement of Policy

This policy has been developed to provide guidance, on when a disclosure is made by an employee of confidential information which relates to some danger, fraud or other illegal or unethical conduct connected with the workplace.

1.3 Purpose

The purpose of this policy is to encourage employees of RS Divers to feel confident in raising serious concerns and provide ways to raise those concerns and get feedback on any action taken as a result. This policy aims to reassure employees that if they raise any concerns in good faith then you will be protected from possible reprisals or victimisation.

It is not intended to be used where other more appropriate procedures are available, such as the Grievance Procedure.

2.         POLICY

2.1 Who is covered by this policy?

All employees of RS Divers. Including, full time, part time or subcontracted workers.

2.2 Assurances

If you raise a complaint under this policy then you will not be at risk of losing your job or suffering any form of retribution. Provided that:

  • The disclosure is made in good faith
  • You reasonable believe that any information, and any allegations contained in it, are substantially true
  • You are not acting for personal gain

RS Divers will not tolerate the harassment or victimisation of anyone raising a genuine concern. However, we recognise that you may nonetheless want to raise a concern in confidence under this policy. If you ask us to protect your identity by keeping your confidence then we will not disclose it without your consent.

2.3 How should an employee raise a concern?

As soon as you become reasonable concerned you should first raise the case with your Line Manager. Concerns may be raised verbally or in writing. Employees who wish to make a written report must include the following information:

  • The background and history of the concern
  • The reason why they are particularly concerned about this information

2.4 How will RS Divers Respond?

If the concern is raised verbally then the person receiving the concern should put it in writing as soon as is practicable to ensure that it properly reflects the concerns that have been raised. The employee must also state if they wish the concern to be treated in confidence. The limit of that confidence will be checked by the person receiving the information.

Once you have told us of your concern, we will look into it to assess initially what action should be taken. This may involve an internal inquiry or a more formal investigation. We will tell you who may be handling the matter, how you can contact him/her and whether your further assistance may be needed. If you request it, we will write to you summarizing your concern(s) and setting out how we propose to handle it.

When you raise the concern you may be asked how you think the concern(s) might best be resolved. If you do have any personal interest in the matter, we do ask that you tell us at the outset. Should your concern fall within another policy (for example, the Grievance Policy), we will tell you.

While the purpose of this Policy is to enable us to investigate possible misconduct and take appropriate steps to deal with it, we will give you as much feedback as we properly can. If requested, we will confirm our response to you in writing. Please note, however, that we may not be able to tell you the precise action we take where this would infringe a duty of confidence owed by us to someone else.

Where appropriate, the matters may be:

May be investigated by management, internal audit or through the disciplinary process

Be referred to the police

Be referred to an external auditor

Form the subject of an independent inquiry

Subject to legal constraints, the relevant employee will normally be informed of the final outcome of the investigation.

3.               POLICY IMPLEMENTATION

This policy is to be implemented through the procedures established by RS Divers.

3.1 Breach of this Policy

Failure to comply with this policy could result in appropriate disciplinary action being taken against the employee.

3.2 Review of the Policy

This Whistleblowing Policy will be reviewed annually. The date of each review will fall on March each year.

3.3 Dissemination of Policy

This Policy will be made available upon commencement of work and additional copies made available on request.

Download our Whistle blowing Policy




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