Click here to see our current vacancies
This policy (“Policy”) is applicable to all Ipeco’s employees, agents, consultants and any other persons who perform work for or on behalf of Ipeco. All references in this policy to Ipeco refer to Ipeco Holdings Limited as well as to all other companies and branches of companies in the Castledon Ltd group of companies.
It is understood that employees, at one time or another, have concerns about what is happening at work or within the organisation. Generally, these concerns can be easily resolved. However, some concerns may be about serious malpractice.
This policy therefore provides a procedure to enable employees to raise concerns about actual or possible serious malpractice at an early stage and to provide assurance to employees that any matters raised will be dealt with seriously, without fear of reprisal and, where possible, confidentially.
Ipeco is committed to operating its business within current legislation and to the highest standards of professional conduct. In order to operate effectively within these values, it is essential that employees feel able to raise concerns with Ipeco.
Concerns about Malpractice
It is not possible to give an exhaustive list of the activities that might constitute misconduct or malpractice but, broadly speaking, employees would be expected to report any of the following:
In order to raise a concern, the employee does not have to have evidence of the malpractice, but must have a reasonable belief that the malpractice has occurred or about to occur.
Raising a Concern
If an employee has a concern, they should report it under this policy. We hope in many cases employees will be able to raise any concerns with their line manager to raise this. If, however, an employee feels unable to do this for any reason, they should raise their concern with a Vice President or Director.
Where possible, employees should put their concern in writing in order to outline the nature of the suspected malpractice. Alternatively, concerns can be raised verbally, but employees should make it clear at the outset that they are raising a concern under the Whistleblowers Policy, in order to avoid any misunderstanding about the confidentiality, nature and seriousness of the verbal communication. When raising a concern, the employee must declare any personal interest they may have in the matter.
The Company does not encourage staff to make disclosures anonymously. Proper investigation may be more difficult or impossible if the Company cannot obtain further information from the employee raising a concern. It would also make it more difficult to establish whether any allegations are credible. Employees who are concerned about possible reprisals, if their identity is revealed, should make this clear so that appropriate measures can be considered to maintain confidentiality. If an employee is in doubt, they could also seek support from any VP or Public Concern at Work (see below).
Complaints relating to personal circumstances
This policy should not be used for complaints relating to an employee’s own personal circumstances, such as the way they have been treated at work. In those cases, employees should instead use the Grievance Procedure.
Having been alerted to a concern, it is Ipeco’s responsibility to investigate the issue. This will include discussions with the employee followed by an assessment as to what further action or investigation is required. Should an employee wish to attend a meeting to discuss their concerns with a colleague, they will be permitted to do so. Any companion will be required to respect the confidentiality of the disclosure made and any subsequent investigation.
All concerns raised under this procedure, regardless of their nature, will be treated seriously and sensitively. Where practicable, immediate steps will be taken to remedy and/or address the situation; however, depending on the nature of the concern that has been raised, it may take a period of time to fully investigate the matter.
Every effort will be made by Ipeco to maintain confidentiality if the employee so wishes. If this is not possible, this will be fully discussed with the employee (e.g. if the outcome includes Court proceedings or disciplinary action).
Employees will be informed of the outcome of the action taken to resolve the concern (subject to legal constraints) including confidentiality obligations to other employees which may, for example, preclude detailing any disciplinary action taken. Where no action is taken, a full explanation will be given as to why no action has been taken. Information provided to an employee regarding the investigation and any outcome should be treated as confidential.
If following investigation, it is found that any employee has raised false allegations maliciously or with a view to personal gain, the employee will be subject to disciplinary action.
If you are not satisfied
Whilst the Company cannot always guarantee the outcome an employee is seeking it will try to deal with any concern raised fairly and in an appropriate way. This policy is designed to encourage employees to help the Company achieve this. If an employee is not happy with the way in which their concern has been handled, this should be raised with a Director of the Company.
Ipeco will not tolerate harassment or victimisation of anyone who raises a concern under this procedure, regardless of whether or not the concern is established by Ipeco to be well founded.
Those who raise a concern have a right not to be subject to any detrimental treatment, including dismissal, disciplinary action, threats or any other unfavourable treatment connected with raising a concern.
Employees should not be discouraged from raising concerns due to actual or possible pressure from other work colleagues, employees or management. Discouraging another person to come forward with a concern is a disciplinary offence and will be dealt with under the Disciplinary Procedure.
Employees are further protected under legislation (for example, the Public Interest Disclosure Act 1998) against being dismissed or being subject to some other detriment because they have raised a concern about possible malpractice.
Raising Concerns Externally
Ipeco would prefer employees to raise concerns using the above procedure. Employees may, however, despite the assurances provided in this procedure, feel unable to raise concerns internally and believe that it is more appropriate to raise their concern with an external organisation, such as a regulator. It is open to all employees to do so. It will rarely, if ever, however, be appropriate to contact the media.
There is a list of prescribed organisations to which disclosures may be made (see the Public Interest Disclosure Act 1998, as amended by the Public Interest Disclosure (Prescribed Persons) (Amendment) Order 2003).
Employees may also wish to seek advice before raising a concern and may contact Protect (www.protect-advice.org.uk), a registered charity that advises on serious malpractice within the workplace. They can be contacted on 020 3117 2520 or firstname.lastname@example.org.
Status of and Variations to Policy
This policy does not form part of an employee’s contract of employment. Ipeco’s decision as to the interpretation and operation of this policy is final. Ipeco reserves the right to amend, review or terminate this policy at any time.
All content is copyright © Ipeco Holdings Ltd 2022
PLEASE READ THESE TERMS AND CONDITIONS CAREFULLY BEFORE USING THIS WEBSITE
What is in these terms?
These terms tell you the rules for using our website (www.ipeco.com) (“our site”).
Who we are and how to contact us
www.ipeco.com is a site operated by Ipeco Holdings Limited (“We”). We are registered in England and Wales under company number 672443 and have our registered office at Aviation Way, Southend-on-Sea, Essex SS2 6UN United Kingdom. This is also our main trading address is. Our VAT number is GB 250 372682.
To contact us via email, please click here or telephone our office on +44 (0)1702 545 118.
By using our site, you accept these terms
If you do not agree to these terms, you must not use our site.
We recommend that you print a copy of these terms for future reference.
There are other terms that may apply to you.
From time to time, we may make changes to these terms, so please ensure that you check these terms.
We may make changes to our site
We may update and change our site from time to time to reflect changes to our products, our users’ needs, and our business priorities.
We may suspend or withdraw our site
Our site is made available free of charge.
We do not guarantee that our site, or any content on it, will always be available or be uninterrupted. We may suspend or withdraw or restrict the availability of all or any part of our site for business and operational reasons. We will try to give you reasonable notice of any suspension or withdrawal.
You must keep your account details safe
If you choose, or you are provided with, a user identification code, password or any other piece of information as part of our security procedures, you must treat such information as confidential. You must not disclose it to any third party.
If you know or suspect that anyone other than you knows your user identification code or password, you must promptly notify us via email.
How you may use material on our site
We are the owner or the licensee of all intellectual property rights in our site, and in the material published on it. Those works are protected by copyright laws and treaties around the world. All such rights are reserved.
You may print off one copy, and may download extracts, of any page(s) from our site for your personal use and you may draw the attention of others within your organisation to content posted on our site.
You must not modify the paper or digital copies of any materials you have printed off or downloaded in any way, and you must not use any illustrations, photographs, video or audio sequences or any graphics separately from any accompanying text.
Our status (and that of any identified contributors) as the authors of content on our site must always be acknowledged.
You must not use any part of the content on our site for commercial purposes without obtaining a licence to do so from us or our licensors.
Do not rely on information on this site
The content on our site is provided for general information only. It is not intended to amount to advice on which you should rely. You must obtain professional or specialist advice before taking, or refraining from, any action on the basis of the content on our site.
Although we make reasonable efforts to update the information on our site, we make no representations, warranties or guarantees, whether express or implied, that the content on our site is accurate, complete, or up to date.
We are not responsible for websites we link to
Where our site contains links to other sites and resources provided by third parties, these links are provided for your information only. Such links should not be interpreted as approval by us of those linked websites or information you may obtain from them.
We have no control over the contents of those sites or resources.
Our responsibility for loss or damage suffered by you
How we may use your personal information
We are not responsible for viruses and you must not introduce them
We do not guarantee that our site will be secure or free from bugs or viruses.
You are responsible for configuring your information technology, computer programmes and platform to access our site. You should use your own virus protection software.
You must not misuse our site by knowingly introducing viruses, trojans, worms, logic bombs or other material that is malicious or technologically harmful. You must not attempt to gain unauthorised access to our site, the server on which our site is stored, or any server, computer or database connected to our site. You must not attack our site via a denial-of-service attack or a distributed denial-of service attack. By breaching this provision, you would commit a criminal offence under the UK Computer Misuse Act 1990. We will report any such breach to the relevant law enforcement authorities, and we will co-operate with those authorities by disclosing your identity to them. In the event of such a breach, your right to use our site will cease immediately.
Rules about linking to our site
You may link to our home page, provided you do so in a way that is fair and legal and does not damage our reputation or take advantage of it.
You must not establish a link in such a way as to suggest any form of association, approval or endorsement on our part where none exists.
You must not establish a link to our site in any website that is not owned by you.
Our site must not be framed on any other site, nor may you create a link to any part of our site other than the home page.
We reserve the right to withdraw linking permission without notice.
If you wish to link to or make any use of content on our site other than that set out above, please contact us.
Acceptable use policy
You may use our site only for lawful purposes. You may not use our site:
You also agree:
Breach of these terms
Failure to comply with these terms constitutes a material breach, and may result in our taking all or any of the following actions:
Which country’s laws apply to any disputes?