Policies and Procedures in Whistle Blowing

Whistle blowing is part of every employee’s rights in any company. The aim actually is to offer every employee the chance to speak out any relevant concerns regarding suspected misconduct or mismanagement in the company. The whistle blower then can seek for the help of employment attorney so that the rights and other related concerns of employee will be protected.



Further purpose of whistle blower is to prevent malpractice of the bosses or those who are in full authority among the rest of employees. In any manner, the whistle blower should not be fearful to utter whatever he or she has noticed, as long as the action is out of context of the company’s policies and regulations.



Policies



The policies apply to part time and full time employees, including the of course the bosses. There are certain grounds to be followed before the conduct can be considered inappropriate and out of bounds.



The following are the malpractice referred to in this, but are not limited to:



• Financial indecency

• Violation of laws and other legal responsibilities

• Miscarriage of justice

• Criminal offence offenses such as bribery, fraud, or theft

• Abuse of company property

• Threat to the health and personal safety of another person

• Intentional cover up of any malpractice within the company



It is imperative to note that the policies assure two things: receive response on the action taken and guarantee that the whistle blower will be guarded from possible retaliation of the employer.



Procedures



There are several points to consider when planning to raise certain concerns. Internally, the most proper person to speak with and to report a concern will vary depending on the level of importance and sensitivity of the issues involved. Of course, the suspected person responsible for the misconduct should be considered as well. A whistle blower may raise a concern either verbally or written.

However, in some cases, an employee who plans to become a whistle blower does not feel comfortable in disclosing any information to anybody within the company. Then is the time for him or her to seek for an external specialist organization who can reveal the information to superiors of the company without disclosing the identity of employer.



Meantime, the whistle blower should be aware of the associated and necessary legal punishments if found that the allegation is faulty and has been done for fun. Disciplinary actions may be taken against any employee who dare to provide nothing but malicious statements and with the basis of personal interests. After all, the whistle blower should be responsible enough in casting any statements that will affect the alleged party. Hence, the need for an employment attorney is recommended.





George Fuller used to be a campus journalist in a University and holds a degree in AB Mass Communication. he jumped-start his profession in web content writing and has written Los Angeles Employment Lawyers articles to date.