Whilst we expect all of our colleagues, both internal and external, to be professional at all times and to hold the welfare and safety of every child as their paramount objective, there may be occasions where this may not be happening.
It is vital that all team members, including unpaid volunteers, talk through any concerns they may have, with their manager at the earliest opportunity to enable any problems to be ironed out as soon as they arise.
If in the course of your employment, you become aware of information which you reasonably believe shows one or more of the following, you must use the nursery’s disclosure procedure set out below:
- That a criminal offence has been committed is being committed or is likely to be committed.
- That a person has failed, is failing or is likely to fail to comply with any legal obligation to which they are subject (EYFS, National Minimum Standards, and National Care Standards).
- That a miscarriage of justice has occurred is occurring or is likely to occur.
- That the Health and Safety of nay individual has been, is being or is likely to be endangered.
- That the environment has been, is being, or is likely to be damaged.
- That information showing nay of the above is being, or is likely to be deliberately concealed.
Disclosure Procedure
- If this information relates to safeguarding, then The Nursery Safeguarding policy must be followed.
- Where you reasonably believe one or more of the above circumstances has occurred, you should promptly disclose this to your manager so that any appropriate action can be taken. If your concerns relate to your manager, you must speak to your deputy manager or the nursery’s proprietors’.
- Employees will not suffer any personal detriment for making a disclosure.
- For further guidance, employees should speak to their manager in confidence.
- Any disclosure or concerns raised will be treated seriously and will be dealt with in a consistent and confidential matter, and will be followed through.
- Any employee who is involved in victimising employees who make a disclosure, takes any action to deter employees from disclosing information or makes malicious allegations or disclosures in bad faith will be subject to potential disciplinary action which may result in dismissal.
- Any management employee who inappropriately deals with a whistle blowing issue may be deemed to have engaged in gross misconduct which could lead to dismissal.