The Office of the Police and Crime Commissioner (OPCC) adheres to Section 43B of the Employment Rights Act 1996 and actively encourage a qualifying disclosures (ie, “whistle-blowing” of incidents) culture for all employees. It is the responsibility of all staff members to ensure that they report any concern or issue that they may have. Where any concern or incident is mentioned in confidence, the Acting Police and Crime Commissioner or the Chief Executive Officer will, where possible, ensure that the confidence is maintained. Qualifying disclosures may include, but are not limited to, the following:
- Illegal conduct
- Unauthorised use of public funds
- Possible fraudulent activities / corruption
- Sexual, physical, psychological abuse, harassment or bullying
- Failure to comply with a legal obligation
- Health and Safety breaches or risks
- Reporting miscarriages of justice
Details of relating to our whistle-blowing policy relating to financial matters can be found in the Financial Regulations
The Bedfordshire, Cambridgeshire, and Hertfordshire (BCH) Whistleblowing Procedure produced by the BCH Professional Standards Department is also applicable to the OPCC. The specific objectives of this Whistleblowing procedure are to:
- Protect individuals who make certain disclosures of information in the public interest and to allow such individuals to bring action in respect of victimisation, and for connected purposes.
- Create a climate where staff feel a genuine obligation to openness and transparency when reporting wrongdoings.
- Provide avenues for staff to raise those concerns and receive feedback on any action taken.
- Ensure a correct response to concerns raised and awareness of how to pursue them if the outcome is unsatisfactory.
- Create a culture where it is safe and accepted for staff to report on suspect conduct therefore making it less likely to happen.