FPW Whistleblowing policy 2023
FPW: Future Pro Wrestling Whistleblowing Policy
POLICY STATEMENT
FPW is committed to the highest standards of openness and accountability. This policy is intended to give all talent and crew a mechanism to voice concerns without fear of retribution.
It should be emphasised that this policy is intended to assist individuals who believe they have discovered malpractice or illegality.
These concerns could include:
∙ Financial malpractice or impropriety or fraud
∙ Failure to comply with a legal obligation or statute
∙ Dangers to Health & Safety or the environment
∙ Criminal activity
∙ Improper conduct or unethical behaviour including safeguarding concerns
∙ Attempts to conceal any of these
∙ Inducing others or collusion with others to do any of these things
It is not designed to question financial, or business decisions taken by the organisation nor
should it be used to report matters to discredit colleagues where malpractice or illegality is not evident.
FPW will not tolerate malicious allegations and therefore, any person found to purposely make malicious allegations may find themselves subject to disciplinary action.
Equally, if any discrimination or harassment takes place as a result of whistleblowing,
FPW will take firm action under the disciplinary procedures.
This policy applies to all adults working at FPW whether they are members of staff or talent.
This policy should be read in conjunction with the following policies.
● Talent/Referee/Crew Code of Conduct
● Safeguarding Policy
● Staff Disciplinary Procedure
DEFINITIONS
Whistle-blower - A whistle-blower is a member of staff, crew or talent who reports certain types of wrongdoing. This will usually be something they have witnessed - though not always.
The wrongdoing disclosed must be in the public interest. This means it must affect others, e.g., the general public.
Whistleblowing – the act of blowing the whistle i.e., reporting wrongdoing
You’re protected by law if you report any of the following
∙ a criminal offence, e.g., fraud, financial malpractice, bribery
∙ a danger to the public
∙ risk or actual damage to the environment
∙ a miscarriage of justice
∙ the company is breaking the law
∙ you believe someone is covering up wrongdoing
∙ abuse of children, young people or vulnerable adults
Complaints that don’t count as whistleblowing
Personal grievances (e.g., bullying, harassment, discrimination) are not covered by
whistleblowing law, unless the case is in the public interest. Staff, crew and talent with these complaints should follow the reporting procedures identified in the Bullying and Harassment Policy.
LEGISLATION
This policy is in line with The Public Interest Disclosure Act 1998. This Act has its origins in the European Convention on Human Rights which was incorporated in UK law buy the Human Rights Act 1998.
The Act came into force on 2 July 1999 and gives legal protection to employees against being dismissed or penalised by their employers as a result of publicly disclosing/ blowing the whistle on criminal behaviour or other wrongdoing.
The following principles apply:
● Any employee has a right and a duty to raise a concern about possible fraud, abuse, neglect, harassment or health and safety
● Managers have a duty to ensure that any employee who raises a concern under the terms of this policy will be protected from any recriminations.
CONFIDENTIALITY
FPW will treat all disclosures in a confidential and sensitive manner. The identity of the individual making the allegation will 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.
This policy encourages individuals to put their name to any disclosure they make.
Concerns expressed anonymously are much less credible, but they may still be considered at the discretion of the Managing Director.
In exercising this discretion, the factors to be considered will include:
● The seriousness of the issues raised
● The credibility of the concern
● The likelihood of confirming the allegation from attributable sources
PROCEDURE FOR MAKING A DISCLOSURE
If an individual makes an allegation in good faith, which is not confirmed by subsequent investigation, no action will be taken against that individual. In making a disclosure the individual should exercise due care to ensure the accuracy of the information. If, however, an individual makes malicious or vexatious allegations, and particularly if he or she persists with making them, disciplinary action or legal action may be taken against that individual.
The whistle-blower has a responsibility to be clear what the specific issue is.
It is not necessary that they prove the malpractice or misconduct that they are alleging; simply that they have reasonable suspicion.
They should report their concern to the FPW Wellness Officer in the first instance.
If an employee feels that he/she is unable to approach the Wellness Officer with a specific concern, he/ she should approach the Managing Director. Managers are required to be sensitive to considerations such as race, age, gender and sexual orientation.
The Managing Director must ensure that any genuine concern brought to their attention under the terms of this policy will be dealt with quickly and sympathetically.
The investigating officer should follow these steps:
● Full details and clarifications of the complaint should be obtained.
● The investigating officer should inform the crew or talent member against whom the complaint is made as soon as is practically possible.
● The crew or talent member will be informed of their right to be accompanied at any interviews by a representative.
● The whistle-blower has a responsibility to be clear what the specific issue is. It is not necessary that they prove the malpractice or misconduct that they are alleging; simply that they have reasonable suspicion
● The investigating officer should consider the involvement of the Police at this stage and should always consult with the Managing Director.
● The allegations should be fully investigated by the investigating officer with the assistance where appropriate, of other individuals/consultants.
● A judgement concerning the complaint and validity of the complaint will be made by the investigating officer. This judgement will be detailed in a written report containing the findings of the investigations and reasons for the judgement. The report will be passed to the Managing Director as appropriate.
● The Managing Director will decide what action to take. If the complaint is shown to be justified, then they will invoke the disciplinary or other appropriate procedures.
● The complainant should be kept informed of the progress of the investigations and, if appropriate, of the outcome.
● If the complainant is not satisfied that their concern is being properly dealt with by the investigating officer, they have the right to raise it in confidence with the Managing Director.
Date of Policy: January 11th 2023
Review date: January 10th 2026