1. Purpose and Scope
The purpose of this policy is to provide clear guidance for staff, students, and others involved with Hydurage Limited regarding how to raise concerns about wrongdoing or malpractice in the workplace. It ensures that individuals feel safe and supported in raising concerns about potential unethical, illegal, or harmful practices, while ensuring that any investigations into such concerns are handled transparently and fairly.
This policy applies to all employees, students, contractors, visitors, and anyone else working within or associated with Hydurage Limited.
2. What is Whistleblowing?
Whistleblowing is the act of raising a concern about a wrongdoing, malpractice, or unsafe practice that has occurred, is occurring, or is likely to occur within an organization. In an educational setting, whistleblowing typically involves reporting misconduct related to:
- Fraud, corruption, or financial mismanagement.
- Unsafe working or learning conditions.
- Bullying, harassment, or discrimination.
- Negligence, failure to act on safeguarding issues.
- Academic dishonesty (e.g., cheating, plagiarism).
- Violations of laws, regulations, or institutional policies.
3. What Constitutes a Whistleblowing Concern?
A concern is considered to be whistleblowing when it involves wrongdoing that:
- Poses a risk to the safety, wellbeing, or health of students, staff, or the public.
- Contravenes laws, regulations, or ethical codes.
- Damages the reputation of the institution.
- Is a breach of institutional policies and procedures.
Concerns that fall outside these criteria should be dealt with through the appropriate channels (e.g., grievances or complaints).
4. How to Raise a Concern
Staff, students, or anyone else associated with the institution can raise concerns in the following ways:
- Directly to the Director
- Whistleblowing Hotline/Anonymous Reporting:
An anonymous reporting channel is available for those who wish to remain anonymous or prefer not to use traditional reporting methods. You may whatsapp us or send us a message using our email contact@hydurage.com - Designated Whistleblowing Officer:
The institution will appoint a designated officer in this case “The Director” who can be contacted for confidential whistleblowing concerns by sending an email to contact@hydurage.com. - Written Submission:
Whistleblowers may choose to submit their concern in writing, detailing the issue and the reasons for their belief that it constitutes wrongdoing.
5. What Happens After Raising a Concern?
Once a concern has been raised, the institution will take the following steps:
- Acknowledge Receipt:
Within 3 days of receiving the concern, the institution will acknowledge receipt and confirm that it will be investigated. - Investigation:
The designated officer or an impartial team will carry out a thorough and impartial investigation into the concern. The investigation will follow the institution’s established processes and procedures for such issues. - Confidentiality:
The whistleblower’s identity will be protected, and information will only be disclosed on a need-to-know basis. - Feedback:
The whistleblower will receive feedback on the outcome of the investigation, where possible and appropriate. If action has been taken, this will be communicated in a timely manner. - Protection Against Retaliation:
The company is committed to ensuring that the whistleblower will not face any form of retaliation for raising a concern. Any retaliatory action will be taken seriously and dealt with appropriately.
6. Protections for Whistleblowers
Hydurage Limited is committed to protecting whistleblowers. Anyone who raises a concern will be protected from:
- Retaliation:
The institution will take any reports of retaliation seriously. Retaliatory actions (e.g., bullying, harassment, victimization, or discrimination) will be treated as a serious disciplinary matter. - Dismissal:
Whistleblowers will not be dismissed, demoted, or otherwise disadvantaged for reporting a concern in good faith. - Confidentiality:
The institution will maintain confidentiality as far as is reasonably possible while conducting the investigation. The identity of the whistleblower will only be disclosed if absolutely necessary, and with their consent.
7. Malicious or Vexatious Claims
The company recognizes that, while it is committed to supporting whistleblowers, malicious or vexatious claims undermine the integrity of the process and the reputation of individuals involved. Any individual who is found to have made a false or malicious claim will face disciplinary action.
A malicious claim is one where the person knowingly makes false statements, with the intent to harm or damage others or the institution.
8. Legal Protection for Whistleblowers
Under the Public Interest Disclosure Act 1998 (PIDA), employees are protected from retaliation or dismissal if they make a “protected disclosure” about wrongdoing. A protected disclosure refers to a whistleblower raising a concern about wrongdoing that they reasonably believe is in the public interest and complies with legal requirements.
9. Responsibilities of Staff, Students, and Others
All members of the institution are encouraged to be vigilant and proactive in identifying any concerns that could fall under this policy. It is the responsibility of everyone to:
- Report any genuine concerns about wrongdoing, malpractice, or unsafe practices.
- Act ethically and follow the institution’s policies and guidelines.
- Cooperate with investigations into whistleblowing concerns.
10. Record Keeping and Monitoring
The institution will maintain accurate records of all whistleblowing concerns raised, investigations, and outcomes. These records will be securely stored, and access will be granted only to those authorized to review them.
Regular audits will be conducted to ensure the effectiveness of this policy and to review the outcomes of investigations.
11. Training and Awareness
The institution will ensure that all staff, students, and stakeholders are aware of the whistleblowing policy and their rights to report concerns. Training on whistleblowing procedures will be included as part of induction programs and regular staff development activities.
12. Review and Updates
This policy will be reviewed annually or in response to significant changes in legislation, internal procedures, or incidents related to whistleblowing. Any updates will be communicated to staff, students, and other stakeholders.
This Whistleblowing Policy is designed to help create a safe environment for staff, students, and other stakeholders to raise concerns without fear of retribution. It supports transparency and accountability while maintaining the integrity of the institution and its operations.
