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Jinxxx

Help for my mum please....

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My mum works as a carer for people with learning disabilities and everal weeks ago wrote a whistleblowing letter to her manager, as a result of an emplyee constantly using foul and abusive language in front of service users (patients). She was subsequently called to a meeting and informed that she was being moved to a different place of work. She asked the reason why and was told "I have know idea, I'm just following instructions".

 

She wrote to her managers and asked why she had been moved and why she had heard nothing about her whistleblowing letter. Sunsequently an investigation has taken place and she has recently received a copy of this investigation which makes a counter claim against her based on false accusations. She has been instructed to attend a disciplinary hearing. The manager who has conducted the investigation has written in the report - "whatever the outcome of the disciplinary hearing I feel that it would not be suitable for (my mum) to return to (her place of work)".

 

I am concerned that my mum is being treated very badly here and that her employer is failing to handle the situation appropriately - can anyone offer any advise??

 

Thank you

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Welcome to the site.

I have flagged this up for you.Please be patient someone will be along soon.


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just a little bump for u, ur mum did the right thing (i have experienced something vaugely similar with MIL b4 she passed) and if it wasnt for a whistleblowing care home staff worker and making her stand things coulsd have gone on for a long time good luck

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Hi jinxxx,

 

Not an employment expert but do commission services for vulnerable adults for an LA so some points you might find useful.

 

Has your mum got a copy of her terms and conditions, plus a copy of the companies whistleblowing policy. It has to have one if it is providing services to vulnerable people. The whistleblowing policy and complaints policy should also be provided to the service users upon request so there should be plenty available.

 

Before the disciplinary hearing (make sure she has a union rep or colleague with her)

 

1. Whats the basis of the hearing ? The original whistleblowing or the counter claims ?

 

2. Find out when the false counter claim was made, and ask why she wasnt informed immediately.

 

3. Has anyone investigated her letter (including speaking to the service users appropriately) and whats the results

 

4. Is the other person involved remaining in same job ? If so as your mum felt strongly enough to report this behaviour, she should ask the organisation if they have reported this to the Local authority under the POVA regulations. This is an essential part of any contract for the provision of services to vulnerable people. Any complaints should be communicated to the LA even if they are resolved.

If they havent informed the LA what are they playing at ?

 

5. Try to get as much information as possible before the hearing

 

6. Get advice from union and or LA which will also have a whistleblowing policy, go into the hearing knowing what she wants out of it ie, rid of the false claims, her original job back and safeguarding her service users.

 

Hope that helps, knowledge is power !

 

Dettie :)

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Sound advice above. Can't add to that.


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You Mum has is doing right thing, in caring as SPEAKING OUT is a part of caring.

 

The links below will be hopefully helpful.

 

http://www.swan.ac.uk/media/Media,32286,en.pdf

 

Public Concern at Work - Help for Individuals

 

Public Concern at Work - Making Whistleblowing Work - 0207 404 6609

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Thought of something else this morning. The company should also have a code of conduct policy for its staff when dealing with service users. Get a copy of that if your mum hasnt got it to hand. Read it through again before the meeting.

 

Good luck:)

 

Dettie

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Thank you everyone for the advice - some really useful stuff here, much appreciated xx

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