Whistleblowing Policy

Introduction

Under certain circumstances, colleagues and other business partners have legal protection if they make disclosures about organisations for which they work or work with. These are commonly referred to as ‘whistleblowers’ and their activities have often received wide publicity in the media. There is legislation designed to protect people from suffering any detriment or termination of engagement for whistleblowing.

Sunbeam Consulting Ltd are committed to conducting our business with honesty and integrity and we expect all staff to maintain high standards. Any suspected wrongdoing should be reported as soon as possible.

This policy covers all colleagues, officers, consultants, contractors, casual workers, agency workers, suppliers, customers and any other of the company’s supply chain or business partners.

Disclosures

If you have a concern over any of the following areas, it is crucial you use the procedure to report it:

• Dishonesty,

• Corruption,

• Health & Safety,

• Security,

• Fraud,

• Unethical behaviour,

• Discrimination or Harassment

  These acts can be in the past, present or future. These concerns are taken very seriously by the Company and we will take every measure to remedy any form of malpractice.

  Procedure

  If you so wish, you should in the first instance report any concerns you may have, to either:

           1. Your manager

         2. The HR Team or The HR Director who will treat the matter with complete confidence

           3. Email: whistleblowing@sunbeamrecruitment.com

We hope that anyone will feel able to voice whistleblowing concerns openly under this policy. Completely anonymous disclosures are difficult to investigate but will be accepted should there be no alternative option provided. However, if you want to raise your concern confidentially, we will make every effort to keep your identity secret and only reveal it where necessary to those involved in investigating your concern.

Protection & Support for Whistleblowers

We aim to encourage openness and will support whistleblowers who raise genuine concerns under this policy, even if they turn out to be mistaken.

Whistleblowers must not suffer any detrimental treatment as a result of raising a genuine concern. If you believe that you have suffered any such treatment, you should inform the HR Director immediately.