...will be employees who will desire to stop it.

* Legislation (Public Interest Disclosure Act 1998) protects employees who blow the whistle on activities that are against the public interest.

* Whistleblowing is on the increase.

* Retaliation against the whistleblower is neither desirable nor effective.

A whistleblowing policy lets employees know what is, or is not, acceptable behaviour and allows sensitive issues to be dealt with internally, thus encouraging the employee to report wrongdoing while protecting the organisation from unexpected public disclosures. It is not substitute for other management practices, such as performance appraisals and disciplinary and grievance procedures. Indeed, it is important that such interactions between manager and employee should be documented to enable the distinction to be made between proper and improper practice. The organisation should charge a senior manager with constructing and implementing the whistleblowing policy. This checklist is written to assist in that task.

National Occupational Standards for Management and Leadership

This checklist has relevance for the following...

NOTE: All illustrations and photos have been removed from this article.




More articles from Chartered Management Institute: Checklists: Human Resources, Training and Development
Planning a workshop.(Checklist 018), June 01, 2006
Attracting and retaining women returners.(Checklist 095), March 01, 2006
Setting up childcare policies.(employer supported child care), March 01, 2006
Implementing a diversity management programme.(Checklist 152), March 01, 2006

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