1. This policy is designed to offer protection to those employees or other members of the University/Institution who disclose such concerns provided the disclosure is made:
i) in good faith, and
ii) in the reasonable belief of the individual making the disclosure that it tends to show malpractice.
The individual will also be protected if they make the disclosure to an appropriate person/body (see below). It is important to note that no protection from internal disciplinary procedures is offered to those who choose not to use the procedure.
2. The University will treat all such disclosures in a confidential and sensitive manner. The identity of the individual making the allegation may be kept confidential so long as it does not hinder or frustrate any investigation. However, the investigation process may reveal the source of the information and the individual making the disclosure may need to provide a statement as part of the evidence required.
3. This policy encourages individuals to put their name to any disclosures they make. Concerns expressed anonymously are much less powerful, but they will be considered at the discretion of the University.
In exercising this discretion, the factors to be taken into account will include:
- the seriousness of the issues raised;
- the credibility of the concern; and
- the likelihood of confirming the allegation from attributable sources.
4. If an individual makes an allegation in good faith, which is not confirmed by subsequent investigation, no action will be taken against that individual. If, however, an individual makes malicious or vexatious allegations, and particularly if he or she persists with making them, disciplinary action may be taken against the individual concerned.