Whistleblowing Policy

Last updated: April 2024

  1. INTRODUCTION

1.1          Premier Placement Services is committed to conducting its business with honesty and integrity and aims to achieve the highest possible standards of service and ethical standards in all of its practices.

 

1.2          We expect all staff to maintain the same high standards too; however, all organisations face the risk of things going wrong and sometimes malpractice and wrongdoing can take place. We take malpractice and wrongdoing very seriously and aim to prevent and eliminate any wrongdoing or malpractice within the organisation. 

 

1.3          We encourage open communication from all those who work for us and we want everyone to feel secure about raising concerns therefore encourage all staff to raise any concerns they may have about malpractice or wrongdoing within the organisation freely and without fear of suffering a detriment or dismissal to enable us to eliminate and prevent wrongdoing or malpractice within the organisation.

 

1.4          All staff have protection under whistleblowing laws if they raise concerns in the correct way. This policy is designed to give staff that opportunity and protection. It does not matter if an individual who raises a concern is mistaken about it—staff do not have to prove anything about the allegation they are making but they must reasonably believe that the disclosure is made in the public interest and that the information they have tends to show some malpractice.

 

1.5          We will treat any concerns raised seriously and will protect and support any individual who makes a disclosure in line with this policy.

 

1.6          This policy does not form part of any contract; Premier Placement Services reserves the right to amend this policy at any time without prior notice.

 

  1. 2. WHO CAN RAISE A CONCERN UNDER THIS POLICY?

2.1          This policy applies to all current and former employees, workers, officers, consultants, contractors of our business, including home workers, trainees, apprentices, agency workers, casual workers and limited company contractors.

 

2.2          No qualifying length of service is required in order to raise a concern under this policy.

 

  1. WHEN TO USE THIS POLICY

3.1          This policy should be used to report concerns of malpractice or wrongdoing in relation to our organisation’s activities where you have information which you reasonably believe tends to show one or more of the following:

 

  • that a criminal offence has been committed, is being committed or is likely to be committed; or
  • that a person has failed, is failing or is likely to fail to comply with any legal obligation to which he or she is subject; or
  • that a miscarriage of justice has occurred, is occurring or is likely to occur; or
  • that the health or safety of an individual has been, is being or is likely to be endangered; or
  • that the environment has been, is being or is likely to be damaged; or
  • that any of the above malpractices have been, are being or are likely to be deliberately concealed. This applies whether the malpractice has already occurred, is currently in progress, or is likely to happen in the future. 

3.2          You must reasonably believe that the disclosure is being made in the public interest.

 

3.3          It doesn’t matter if you are mistaken about your concern but you must have information that tends to show some malpractice or wrongdoing rather than an opinion or a feeling.

 

  1. DISCLOSURES THAT ARE NOT COVERED BY THIS POLICY

4.1          You will not qualify for protection under this policy if you commit an offence in making the disclosure, or if you disclose a matter that is subject to legal, professional privilege (for example, correspondence between Premier Placement Services and our lawyers regarding a specific case).

 

4.2          If your concern relates to your own treatment as an employee of Premier Placement Services, including personal circumstances at work, you should raise it under our grievance procedure instead, unless you reasonably believe that the matter is in the public interest.

 

4.3          If your concern relates to your own treatment or personal circumstances at work but you are not an employee of Premier Placement Services, you should use our complaints procedure instead of the grievance procedure. Our complaints policy is available from the Operations Director or you can find a copy located in our reception.

 

4.4          If you wish to raise a concern of suspected malpractice or wrongdoing in relation to a hirer’s activities you may need to raise the concern directly with the hirer instead.

 

4.5          Any other concerns about our services generally which are not related to the types of wrongdoing or malpractice covered by this policy should be raised using our complaints policy instead.

 

  1. HOW TO RAISE A CONCERN

5.1          If you have any concerns of the types of malpractice or wrongdoing covered by this policy, you should in the first instance make a disclosure to your immediate superior. Agency workers should disclose concerns to the consultant who is responsible for managing their assignment. 

 

5.2          If, for any reason, you feel that you cannot tell your immediate superior, or in the case of an agency worker the consultant responsible for managing your assignment, you should raise the issue with our Operations Director or designated whistleblowing officer.

 

5.3          If you have made a disclosure and are still concerned, or the matter is so serious that you feel you cannot discuss it with either of the two persons named above, you should raise the matter with the following member of management: Jonathan Harper – Managing Director.

 

5.4          A disclosure of a concern can be made by telephone, in person or in writing (including by email). However, it is preferable for the disclosure to be made in writing so that we can keep an exact record of your concern.

 

5.5          You are not expected to prove the truth of your concern beyond reasonable doubt or provide any evidence; however, you will generally need to provide the following information as a minimum:

 

  • the nature of the concern;
  • why you believe it to be true;
  • the background and history of the concern; and
  • relevant dates where possible.

5.6          You can raise any concerns anonymously; however, we encourage you to give your name when reporting your concern wherever possible because it may be more difficult for us to protect your position or give you feedback on the outcome of investigations if you choose to remain anonymous. If you choose to remain anonymous, we will preserve your confidentiality unless the law requires otherwise. We will only make disclosures to third parties or other staff with your consent.

 

 5.7         You may wish to consider discussing your concern with a colleague before raising it formally under this policy. You can also choose to raise a concern under this policy alone or with a colleague; however, it is in the interests of all parties to maintain confidentiality once you have raised a formal concern. 

 

  1. HOW WE RESPOND TO CONCERNS RAISED UNDER THIS POLICY

6.1.        We are committed to ensuring that all disclosures raised in accordance with this policy will be dealt with objectively, consistently, fairly and professionally.

 

6.2.        We will take the time to listen to any issues raised and arrange a meeting as soon possible to discuss your concern (unless the concern has been raised anonymously). The aim of the meeting will be to establish the background and facts in order to help us decide whether and how to carry out any subsequent investigation. We may ask you for further information about the concern raised, either at this meeting or at a later stage.

 

6.3.        Any concerns you raise in line with this policy will be recorded in our Whistleblowing Report Register.

 

6.4.        After the meeting, we will decide how to respond. This will usually involve making internal enquiries in the first instance, but it may be necessary to carry out an investigation at a later stage which may be formal or informal depending on the nature of the concern raised. We will endeavour to complete investigations within a reasonable time.

 

6.5.        We will keep you informed of the progress of the investigation as it is carried out and when it is completed, and give you an indication of the timescale for any actions or next steps that we may take. We cannot inform you of any matters that would breach any duty of confidentiality owed to others.

 

6.6.        We will consider any concerns raised anonymously at our discretion, taking into account factors such as the seriousness of the issue raised, the credibility of the concern and the likelihood of confirming the allegation from other sources. However, concerns that are expressed completely anonymously are much less powerful and are difficult to investigate. It may also be difficult for us to provide you with feedback if you cannot be contacted.

 

6.7.        If disciplinary or other proceedings follow the investigation, we may need to ask you to come forward as a witness to help us take appropriate action to end the wrongdoing.

 

  1. CONFIDENTIALITY

7.1          All concerns raised will be treated as confidential and every effort will be made not to reveal the identity of any individual who raises a concern. Unless the law requires otherwise, we will only make disclosures to third parties or other staff with your consent.

 

  1. RAISING YOUR CONCERN EXTERNALLY (EXCEPTIONAL CASES)

8.1          The main purpose of this policy is to give all our staff the opportunity and protection they need to raise concerns internally. We would expect that in almost all cases raising concerns internally would be the most appropriate course of action in order to resolve the issue.

 

8.2          However, if for whatever reason you feel you cannot raise your concerns internally and you reasonably believe the information and any allegations are substantially true and in the public interest, the law recognises that it may be appropriate for you to raise the matter with another approved person, such as a regulator, professional body, or an MP. A list of the relevant prescribed people and bodies that you can raise a concern with is available on the GOV.UK website.

8.3          We strongly encourage individuals to seek appropriate advice before reporting a concern to an external person. Protect, (formerly known as Public Concern at Work) is the UK’s whistleblowing charity and aims to stop harm by encouraging safe whistleblowing. It is a source of further information and advice. They operate a confidential helpline. ACAS also operate a free confidential helpline that you can contact for advice. The contact details for both organisations are set out in the information and contacts section under paragraph 10 below.

 

  1. PROTECTION AND SUPPORT FOR THOSE RAISING CONCERNS

9.1          We hope that all staff will feel able to voice their concerns freely under this policy.

 

9.2.        Premier Placement Services is committed to good practice and high standards and to being supportive of staff who raise genuine concerns under this policy, even if they turn out to be mistaken.

 

9.3.        Any individual raising a genuine concern must not suffer any detriment as a result of doing so. If you believe that you have suffered such treatment, you should inform the Operations Manager or the designated whistleblowing officer immediately.

 

9.4.        Premier Placement Services will not tolerate any harassment or victimisation of individuals who raise concerns about wrongdoing or malpractice in the workplace.  No member of staff may threaten or retaliate against an individual who has raised a concern. Any person involved in such conduct may be subject to disciplinary action.

 

9.5.        To ensure the protection of all our staff and the integrity of our business, those who raise a concern frivolously, maliciously and/or for personal gain and/or make an allegation they do not reasonably believe to be true and/or not made in the public interest may also be subject to disciplinary action.

 

9.6.        If you are not happy with the way in which a matter has been addressed or dealt with you should raise it formally using our complaints procedure. Employees of Premier Placement Services can use our grievance procedure to address the issue instead.

 

  1. FURTHER INFORMATION AND CONTACTS

10.1  If you have any queries about the application of this policy, please contact the Operations Director in the first instance.

 

10.2 Protect is a source of further information and advice. It also provides a free helpline offering confidential advice on 020 3117 2520 . Further information is available on their website at  https://protect-advice.org.uk

 

10.3 The Advisory, Conciliation and Arbitration Service (ACAS) also has a free helpline that you can contact for further advice. The ACAS telephone number is: 0300 123 1100 and the helpline is open Monday to Friday from 8am to 6pm.The website can be found here: www.acas.org.uk.

 

10.4 If you are a member of a recognised trade union, you can also seek information and advice from your trade union representative.

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Chloe Jackson, Recruitment Consultant

Chloe joined Premier Placement in 2022, following a previous role as a customer facing advisor. During her initial probationary period, her willingness to learn and absorb all things recruitment was very impressive, along with her ‘can do’ attitude. Chloe now works alongside experienced consultants within our industrial division and is developing into a team asset.

Chosen Value: Integrity
I would choose ‘integrity’ as it is important to show we can build trust with our clients and employees, creating lifelong relationships. It shows we possess attributes such as accountability, honesty, respect, and loyalty.

 

Daniel Ledwards, Industrial Consultant

Daniel joined Premier Placement Services in October 2018 as a Trainee Consultant.  After an initial 3-month probation, he impressed everyone with his enthusiasm, attention to detail and professionalism. This led him to be fast tracked into a career within the recruitment industry which he has excelled at ever since.

Chosen Value: Consistency
I like to think I’m consistently honest with both our temps and clients, consistently aiming to place the best quality temps within roles that match their skills and capabilities. I believe in our company mantra “You’re only as good as your last temp!”

#thefuture

John Simpson, Driving & Logistics Consultant

John joined the Drivers and Logistics Division with a wealth of experience  spanning over 30 years within the transport and logistics sector. Holding a National CPC in Road Transport Management, IOSH and Nebosh health and safety qualifications, his range of skills was a perfect match for Premier Placement Services.

John has an excellent rapport with our drivers. John’s skills, experience and knowledge enables him to put forward the best candidate for the role, and has excellent knowledge of driver compliance training, audits, and the investigation of incidents and infringements.

Working within the fast-paced Drivers and Logistics Division, he is a very hands-on transport professional.  Ensuring compliance and best practice is always adhered to, has propelled Premier Placement’s Drivers and Logistics Division, into a leading supplier of quality drivers resulting in an excellent reputation with our ever-growing number of clients.

Chosen Value: Professionalism
I pride myself on the requirements and responsibilities that my role in recruitment asks of me. Professionalism is at the heart of what I do, from understanding the roles to be filled, to the necessary skills of the right driver, as well as an appreciation of the client’s ethos. Professionalism means to me ensuring the drivers we provide consistently deliver to our high standards of expectation, shift after shift.

Liz Harper, Accounts Administrator

Liz has been the face of Premier Placement Services since 2006 – providing front of house support for the team and visitors to the office. Liz works in a fast-paced environment fielding calls, meeting and greeting, preparing candidates for interviews and keeping client records updated.

Chosen Value: Consistency
“Working within the payroll department I ensure all workers’ details are correctly inputted into government and internal payroll systems.  Eye to detail and a zero tolerance on mistakes ensures people get paid correctly and on time.  I believe I consistently produce these results.”

Anna Hammersley, Accounts Payroll Clerk

Anna joined Premier Placement Services as a Payroll Clerk.  She is responsible for the payroll processing system, issuing pay and pay-related information to workers, collecting weekly timekeeping data, ensuring all weekly paid staff receive accurate and timely payments.

Anna has an excellent ‘can do’ attitude, an eye for detail and a bubbly personality to match making her the perfect Premier Placement fit.

Chosen Value: Integrity
I believe that being honest and having strong moral principles promotes open and honest relationships in business and life building foundations of trust.

Steven Bowler, Driving Consultant

Steven joined Premier Placement from after 24 years within mobile phone retail. The experience of having recruited staff throughout his career and looking after high-volume accounts for national companies, made his transferrable skills into the recruitment industry a total asset. Steven has a passion for customer excellence to succeed in a fast- paced industrial operation so he exceeds expectation.

Chosen Value: Consistency
‘Having run my own business for over 20 years, I would like to think I have carried forward the high standards that clients and candidates need from a company. I treat the business as if it was my own and always want what’s best for the business and like to think I represent the company in an approachable and professional manner.”

Simon Arnold, Driving & Logistics Division Manager

Simon has been with Premier Placement Services since 2016 and within this time has proved to be an integral part of the team by ensuring only the area’s best drivers are sourced and placed with our clients. Simon’s wealth of expertise within this sector, coupled with his “can do” attitude, which is key in this fast-moving recruitment sector, makes him a key asset to Premier Placement Services. Under Simon’s guidance, clients understand and acknowledge his value when it comes to placing fully compliant professional drivers within this heavily regulated industry.

Chosen Value: Integrity
Integrity is my pick as I think it is one of my greatest assets and it never fails. It is the most important ingredient for client relationships which I am passionate about and all my clients know what they get with me… trusted recruitment!

Craig Hammersley, Industrial Division Manager, Newcastle

Craig is a very experienced recruitment professional having worked in the recruitment industry with Premier Placement Services for more than 20 years. Matching the right candidate to the right job is his everyday obsession, something very few recruiters get consistently right.  Craig stated the importance of detailed interviewing, character assessment, skills testing and candidate referencing which makes clients and candidates choose Premier Placement Services over other agencies, time after time.

Chosen Value: Integrity
We pride ourselves on being honest and honourable, with everyone we do business with, leading to lasting relationships and unfaltering results. Building trust is a key component to lasting business relationships and is a major factor of continuing dialogue with clients who give us repeat business based on the integrity of who they are dealing with.

Tim Evans, Crewe Industrial Division Manager

Tim joined Premier Placement in 2003, having previously worked in a heavily regulated customer services managerial role, thus proving an instant hit with both clients and candidates alike.

Trained to the highest standards within recruitment practise, Tim is a valuable asset to the success of Premier Placement Services. Now managing our industrial division, he mentors new recruits, and his clients welcome his advice along with his intuitive recruitment solutions.

Chosen Value: Professionalism.
I have been here 2 decades and always work to get the best fit for both client, temp and Premier Placement Services.

Jo Jeneson, Accounts Manager

Jo joined Premier Placement Services in 2008, initially as a Commercial Consultant. She’s now moved behind the scenes into her current role where she is responsible for both the payroll and accounting functions of the business. By gaining a full understanding of all aspects of the business she is perfectly placed to ensure the clients’ accounting process runs as smoothly as their recruitment programme.

Chosen value: Integrity.
I pride myself on my honesty and truthfulness in my work process.  Working within our Accounts Department, it is imperative to be honest and transparent, whilst maintaining high standards and results. I feel honesty is crucial in both our business and personal life.

Russell Lunn, Sales Director

Russell joined Premier Placement in 2017, having been in the recruitment industry for several years.  Working previously in manufacturing, transport and distribution as a senior manager, part of his responsibility was to deal with staffing requirements and rely heavily on the services of a recruitment agency. Russell stated that he learned how recruitment should be done at Premier Placement Services, from ongoing compliance to placing only the right people into roles. Russell stated that customers have been with Premier Placement Services since it’s inception and that’s testament to the service offerings it provides. Now, meeting key decision makers within organisations as Operations Director, he is proud that the company’s core values lead to exceeding customers’ expectations.

Chosen Value: Integrity
All 3 core values are a must for what we are trying to achieve at PPS but if I had to pick one, integrity stands out for me. The reason for my choice is that I think if you are straight up, honest and honourable, then I feel customers first and foremost appreciate that integrity , then in turn they begin to gain trust which leads to longer term partnerships.

Building that rapport/relationship then cements you as the go-to company for recruitment and advice. Having Integrity is a key value that people respect and feel comfortable with.

Jonathon Harper

Just short of 30 years’ experience in the recruitment industry, Managing Director Jonathan puts customer service excellence at the heart of everything that Premier Placement Services does. Since founding the business in 1996, his ethos has always been to ‘place the right person for the job’ rather than just placing ‘anyone that happens to be available’. He firmly believes that this is the key to the success of the business. ‘We are only as good as our last placement’ are the words that Jonathan believes sets the company apart from others. His approach to providing unrivalled customer service, support, supplying the most talented candidates for each position and developing on-going relationships with both candidates and clients remain the core values to the business.

 

Chosen Value: Integrity
Integrity involves being honest and honourable, as well as treating people with respect. I believe if you naturally do this then it builds mutual trust and genuine, lasting relationships. This has been my experience with my team, two employees have been with me for 20 years, when other agencies have staff retention issues. Similarly, some of our clients have been with Premier Placement since our beginning, I think this demonstrates why integrity has been fundamental to our success.