Whistleblowing Policy

Introduction 

This Whistleblowing Policy sets out the commitment of Kingston Liberal Synagogue (known as KLS)  to the highest standards of openness, integrity, and accountability. Our synagogue is home to a vibrant community, supported by three paid staff and a large number of dedicated volunteers. We recognise that the well-being of our members, the safety of our staff and volunteers, and the trust placed in us by the wider community depend on our willingness to address concerns about wrongdoing or potential malpractice. 

This policy is designed to encourage and enable staff, volunteers, and members of the synagogue to raise serious concerns internally so that they can be investigated and appropriate action taken. It aims to ensure that anyone who raises a concern in good faith is protected from reprisal and that the process is clear, confidential, and fair. 

Scope of Policy 

This policy applies to: 

  • All paid staff members of the synagogue 
  • All volunteers acting on behalf of or within the synagogue 
  • Any member of the synagogue who becomes aware of wrongdoing connected to synagogue activities 

It covers, but is not limited to, concerns relating to: 

  • Criminal activity (e.g., theft, fraud, assault) 
  • Breach of legal or regulatory obligations 
  • Misuse of synagogue funds or resources 
  • Safeguarding concerns regarding children or vulnerable adults 
  • Bullying, harassment, or discrimination 
  • Actions likely to cause harm to individuals or damage to synagogue reputation 
  • Health and safety breaches 
  • Any attempt to cover up wrongdoing or malpractice 

Principles 

Openness and Accountability: KLS is committed to fostering an environment where concerns can be raised without fear, and dealt with transparently. 

Protection for Whistleblowers: Individuals who raise concerns in good faith will be protected from victimisation or adverse treatment. 

Confidentiality: All concerns will be handled sensitively and, where possible, confidentially. 

Impartial Investigation: All allegations will be investigated impartially and as swiftly as possible. 

No Detriment: No whistleblower will suffer detriment as a result of raising a genuine concern. 

Raising a Concern 

Concerns may be raised verbally or in writing. Although anonymous reports will be considered, it is preferable for individuals to provide contact details to enable follow-up. Concerns should be raised as soon as possible after the issue arises. 

Who to Contact 

  • Paid staff: Concerns should be raised with Rabbi or the designated Safeguarding Officer. 
  • Volunteers: Concerns should be raised with the Rabbi, Synagogue Chairperson or designated Safeguarding Officer. 
  • If the concern relates to one of these individuals, or if it is believed that the concern cannot be appropriately addressed through these channels, it may be raised directly with the CEO of Progressive Judaism. 

How to Raise a Concern 

Concerns may be raised in person, by telephone, or by email. Written concerns should include: 

  • The nature of the concern 
  • Background and history, including relevant dates 
  • Names of individuals involved (if known) 
  • Any action already taken 

How Concerns Will Be Handled 

On receiving a concern: 

  • The recipient will acknowledge receipt within five working days. 
  • The concern will be assessed and, if necessary, a preliminary inquiry may be conducted to determine whether a full investigation is warranted. 
  • If a full investigation is required, a suitable investigator will be appointed who is not directly involved in the area of concern. 
  • Where appropriate, external advice may be sought, including from law enforcement or safeguarding authorities. 
  • Efforts will be made to keep the whistleblower informed of progress, subject to privacy and confidentiality considerations. 

The outcome of the investigation will be shared with the whistleblower where possible, outlining the findings and any action taken. 

Protection for Whistleblowers 

The synagogue will not tolerate any harassment, victimisation, or adverse treatment of a whistleblower who raises a concern in good faith. Any such behaviour will be treated as a disciplinary matter. 

If a whistleblower believes they have suffered a detriment as a result of raising a concern, they should report this immediately to the Chair of the Synagogue Council, who will arrange for the matter to be investigated separately. 

Confidentiality 

All efforts will be made to protect the confidentiality of the whistleblower. Their identity will not be disclosed without their consent unless required by law (for example, in cases of safeguarding children or vulnerable adults). Records associated with whistleblowing concerns will be kept secure and confidential. 

Anonymous concerns will be considered, though their investigation may be constrained by the lack of information or ability to follow up. 

External Disclosure 

In most cases, concerns should be raised internally first. However, if the whistleblower is not satisfied with the outcome of their concern, or feels that the concern has not been properly addressed, they may consider external disclosure to relevant bodies, including: 

  • The Charity Commission 
  • Local authority safeguarding teams 
  • Law enforcement agencies 
  • Other regulatory authorities 

The synagogue recommends seeking independent advice before making an external disclosure. Organisations such as Protect (formerly Public Concern at Work) provide confidential advice on whistleblowing. 

Malicious Allegations 

Allegations that are found to be malicious or made for personal gain rather than genuine concern will be treated as a disciplinary matter. This does not apply to concerns raised in good faith, even if they are mistaken. 

Training and Awareness 

All paid staff and volunteers will be made aware of this policy during their induction  

Monitoring and Review 

The Synagogue Council will monitor the effectiveness of this policy regularly, reviewing records of concerns raised and outcomes. The policy will be formally reviewed and updated at least every two years, or earlier if required by changes in legislation or best practice guidance. 

Policy Approval and Adoption 

This policy was approved by the Synagogue Council on [Date] and is effective immediately. It forms part of the synagogue’s ongoing commitment to safeguarding, transparency, and accountability. 

Contact Details 

For further information, to raise a concern, or to seek advice, please contact: 

Appendix: Guidance for Whistleblowers 

  • Be as specific as possible about the nature of the concern, with dates, times, and names where known. 
  • Maintain confidentiality and do not discuss the matter with other colleagues, staff, or volunteers except as required by this policy. 
  • Retain copies of any correspondence or written concerns you submit. 
  • If you feel your concern has not been adequately addressed, seek advice from independent organisations. 

This Whistleblowing Policy demonstrates our commitment to upholding the values of honesty, integrity, and respect within our synagogue community. We encourage everyone to play their part in ensuring wrongdoing is promptly addressed and prevented, protecting our community for generations to come.