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If you suspect or become aware of serious wrongdoing, or the concealment of wrongdoing, but you don’t feel comfortable raising this with your manager, supervisor or HR representative, and you believe this to be in the public interest, you should report this through Safecall. Examples of matters to report via Safecall are:
- the commission of a criminal offence or any other unlawful act, (such as fraud, theft, bribery & corruption)
- dangerous practices or negligence at work, which put people or assets at risk
- actions or negligence that could impact adversely on food or product safety
- a failure to comply with any legal obligation
- accounting malpractice or falsifying documents
- human rights and modern slavery concerns
- risks or actual damage to the environment
- concealment of any of the above
- For any grievances you may have in relation to your terms of employment (unless you have already raised this with your line manager, supervisor or HR representative and exhausted the internal grievance processes).
- To settle personal or legal disputes.
- To make accusations which you know are false. Doing so may lead to disciplinary measures.
You have the option to raise your concern anonymously. However, please be mindful that this may sometimes make it more difficult to investigate the matter. Also, unsubstantiated allegations are difficult to investigate. Therefore, when making the report, it is helpful to provide as much detailed information as you can about the issue e.g. where it took place, relevant dates and the names of colleagues involved. Such information will make investigations quicker and easier to carry out.
Before you raise your concern through Safecall, you should first consider whether the matter is in the public interest or a personal grievance. A personal grievance is usually a complaint that impacts you as an individual, such as how you feel you are being treated at work (including bullying and harassment). Personal grievances are very important, but should be pursued through your existing dedicated HR channels, who are best placed to deal with these issues.
Once a report is raised via Safecall, and subject to enough details being provided, the matter will be investigated conscientiously, and the results acted upon appropriately. Premier Foods will always pursue reports of serious wrongdoing and irregularities as vigorously as possible, through disciplinary procedures, or if necessary, through the courts.
Any attempt to discourage anyone from coming forward to report a genuine concern, or to criticise or victimise an individual after a report has been made, will be treated as a disciplinary matter.
Everything practicably possible will be done to maintain a colleague’s confidentiality and protect his/her identity, if this has been requested. Concerned colleagues will be supported and protected from reprisals or victimisation as far as possible. If a colleague comes forward with a concern, they can be confident that this will not affect their career prospects within the Company. This applies equally, if a colleague comes forward in good faith with a concern which later turns out not to be justified.