Whistleblowing at One Degree North

In the course of your employment, you may have access to, or come into contact with, information of a confidential nature. Our terms and conditions provide that except in the proper performance of your duties, you are forbidden from disclosing, or making use of in any form whatsoever, such confidential information. However, the law allows you to make a ‘protected disclosure’ in relation to certain types of wrongdoing. If you disclose such information, you are a ‘whistle-blower’ and will be protected by law – i.e. you shouldn’t be treated unfairly or detrimentally as a result of you having ‘blown the whistle.’

In order to be ‘protected’, a disclosure must, in your reasonable belief, be made in good faith and in the interests of the general public and relate to a specific subject matter, as follows:  

• A reasonable belief that a criminal offence has been committed, is being committed or is likely to be committed.
• A reasonable belief that a person has failed, is failing or is likely to fail to comply with any legal obligation to which he/she is subject.
• A reasonable belief that a miscarriage of justice has occurred, is occurring, or is likely to occur.
• A reasonable belief that the health or safety of any individual/group of individuals has been, is being, or is likely to be, endangered.
• A reasonable belief that the environment, has been, is being, or is likely to be, damaged.
• A reasonable belief that information tending to show any of the above, is being, or is likely to be, deliberately concealed.

If, in the course of your employment, you become aware of information which you reasonably believe tends to show more of the above, you must use the disclosure procedure detailed below.  

Personal grievances (e.g. bullying, harassment, discrimination) are not covered by whistleblowing legislation, unless your particular case is in your belief, in the public interest.

Information which you reasonably believe tends to show one or more of the above should promptly be disclosed to a director so that any appropriate action can be taken.