Page 6 - Whistleblowing Policy 2020 12.54 p.m. 17th January 2021

assistance, for example involvement of other members of school staff, the school’s external auditors,
legal or personnel advisors, the police or the regulatory bodies.

The action taken by the School will depend on the nature of the concern. The matters raised may:
• be investigated internally,
• be referred to the Police,
• be referred to an external auditor,
• form the subject of an independent enquiry.

In order to protect individuals and the School, initial enquiries will be made to decide whether an
investigation is appropriate and if so, what form it should take. Concerns or allegations, which fall within
the scope of specific procedures (e.g. pupil protection or discrimination issues or financial irregularities),
will normally be referred for consideration under those procedures. Some concerns may be resolved by
action agreed between the employee raising the concern and the person to whom it is reported without
the need for investigation. The person with whom the concern is raised will write personally to the
employee who has raised the concern within 10 working days:
• Acknowledging that the concern has been received;
• Indicating how s/he proposes to deal with the matter;
• Giving an estimate of how long it will take to provide a response.

Records will be kept of work undertaken and actions taken throughout the investigation. The
investigating officer(s), possibly in conjunction with the Board of Management or nominee, will consider
how best to report the findings and what corrective action needs to be considered. This may include
some form of disciplinary action and/or third-party referral such as the police. Employees raising a
concern will be informed of the final outcome of any investigation. In some circumstances, however, it
may not be possible to reveal the full details where this relates to personal issues involving a third party.

If the whistle blower is dissatisfied with the conduct of the investigation or resolution of the matter or
has genuine concerns that the matter has not been handled appropriately, the concerns may be raised
with the Board of Management.

Safeguards
Protection
This policy is designed to offer protection to those employees of the School who disclose such
concerns provided the disclosure is made:
• in good faith
• in the reasonable belief of the individual making the disclosure that it tends to show malpractice
or impropriety and if they make the disclosure to an appropriate person (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. In an extreme case malicious or wild allegations could give
rise to legal action on the part of the persons complained about.

Confidentiality
The School 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.

Anonymous Allegations

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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.