Hopscotch is committed to the highest standards of openness, probity and accountability. An important aspect of accountability and transparency is a mechanism to enable Hopscotch staff to voice concerns in a responsible and effective manner. All adults working in a Hopscotch nursery must acknowledge their individual responsibility to bring any matters of concern, especially when the welfare of children may be at risk, to the attention of the management (refer to Safeguarding of Children policies).
It is a fundamental term of every contract of employment that an employee will faithfully serve his or her employer and not disclose confidential information about Hopscotch affairs. Nevertheless, where an individual discovers information which they believe shows serious malpractice or wrongdoing within Hopscotch, then this information should be disclosed internally without fear of reprisal, and in most circumstances, this should be arranged through the Nursery Manager. The Public Interest Disclosure Act, which came into effect in 1999, gives legal protection to employees against being dismissed or penalised by their employers because of publicly disclosing certain serious concerns.
Hopscotch will treat all 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.
This policy encourages individuals to put their name to any disclosures they make. Concerns expressed anonymously are much less credible, but they may be considered at the discretion of Hopscotch. In exercising this discretion, the factors to be considered will include the seriousness of the issues raised, the credibility of the concern and the likelihood of confirming the allegation from attributable sources.
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 may be taken against that individual.
Procedures for Whistleblowing
Hopscotch operates an open door policy. Staff should always feel comfortable approaching their line managers, Nursery Managers, the Nursery Management Team, or the Hopscotch Management Team to raise any concerns.
Whistleblowing Procedure:
Report to Nursery Manager: On receipt of a complaint, the staff member must pass this information to their Nursery Manager as soon as possible. The Nursery Manager should then refer it to a Senior Manager at Head Office.
Direct report to Head Office: If the complaint involves the Nursery Manager, report directly to the Hopscotch Management Team at Head Office via office@hopscotchmail.com
If you do not feel comfortable raising a safeguarding concern with someone from Hopscotch, or you feel your genuine concerns are not being addressed, you can contact the following external organisations.
External Reporting Options:
Protect: An independent organisation offering a confidential helpline for whistleblowing dilemmas.
NSPCC: For advice or to share concerns about a child
NSPCC whistleblowing advice line is available. Staff can call 0800 0280285 – 08:00 to 20:00, Monday to Friday and 09:00 to 18:00 at weekends. The email address is: help@nspcc.org.uk. Alternatively, staff can write to: National Society for the Prevention of Cruelty to Children (NSPCC), Weston House, 42 Curtain Road, London EC2A 3NH.