Page 3 - Whistleblowing Policy 2020 12.54 p.m. 17th January 2021

discharged. This discussion will be formally documented in writing. Any deficiencies or weaknesses
recognised in arrangements or procedures will be remedied immediately and without delay. All staff will
be informed of the update/reviewed policy and it will be made available to them in either a hard copy or
electronically.

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Signed Reviewed: 17 January 2021

Mr. Timothy Ralph Cooper Ms. Arwenun Klibua
Headmaster Executive Director (On behalf of the Board of Management)

This policy was last reviewed and agreed by the Board of Management of the school in January 2021
and will next be reviewed no later than January 2022 or earlier if significant changes to the systems and
arrangements take place, or if legislation, regulatory requirements or best practice guidelines so require.

Whistleblowing Policy
RBIS Bangkok is committed to the highest possible standards of openness, probity and accountability.
In line with that commitment, employees and others with serious concerns about malpractice or
wrongdoing in the school’s work are encouraged to come forward and voice those concerns without
fear of victimisation. Whatever the source the Board of Management are committed to listening to the
concerns, taking them seriously and ensuring that they are dealt with promptly and fairly.

We explicitly require staff to report to the Headmaster of RBIS or the Board of Management any concern
or allegation about school practices or the behaviour of colleagues which are likely to put pupils at risk
of abuse or other serious harm.

The Second Report of the Committee on Standards in Public Life: Local Public Spending Bodies
published by The Nolan Committee used the term ”whistleblowing” to mean the confidential raising of
problems or concerns within an organisation by a member of staff. This is not “leaking” information but
refers to matters of impropriety e.g. a breach of law, school procedures or ethics. Nor is whistleblowing
the raising of a grievance within the school (which would be dealt with under the staff grievance
procedures).
Those external to RBIS Bangkok are encouraged to raise any concerns they have about the way in which
the school operates through the School’s Complaints Procedure. Employees are often the first to realise
that there may be something seriously wrong with an organisation. However, they may not express their
concerns because they feel that speaking up would be disloyal to their colleagues or to the organisation.
They may also fear harassment or victimisation. Employees are encouraged to raise their concerns
within RBIS by applying the approach described in this document, rather than overlooking a problem or
blowing the whistle outside the organisation.

This policy provides immunity from retribution or disciplinary action against RBIS Bangkok staff for
“Whistleblowing” in good faith. At all levels, including newly appointed and ancillary, staff have been
given briefing or training on responding to suspicions or allegations of abuse and know what action they
should take in response to such suspicions or allegations.

It should be emphasised that this policy is intended to assist individuals who believe they have
discovered malpractice or impropriety. It is not designed to question financial or business decisions
taken by the school nor should it be used to reconsider any matters which have already been addressed
under harassment, complaint, disciplinary or other procedures. Once the "whistleblowing” procedures
are in place, it is reasonable to expect staff to use them rather than air their complaints outside the
School.

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Rasami British International School is committed to safeguarding and promoting the welfare of students
and expects all staff and volunteers to share this commitment. It is our aim that all students fulfil their potential.