Employers have a responsibility to their workers and insure that their safety is not put at risk while they are in operation. Zuckerman Law – Employment and Whistleblower Law Firm offers excellent info on this. Employers are required to do this by conducting appropriate workplace risk assessments, ensuring that machines and facilities are in good working order and are properly maintained, and ensuring that the workforce as a whole is free of hazards.
Typically when an employee is worried that something, or someone at work, poses a risk to their health and/or the wellbeing of others, they discuss the matter with a senior staff member, such as a line manager, and the issues of the employee are addressed in detail. It would then be best practice for the contractor to fully investigate the complaints of the workers with a view to mitigating any potential risk.
Furthermore, in the case the employer does not take the employee’s concerns seriously, or the employer does not take adequate steps to rectify the problem, the employee should believe that there is still cause for concern and that the matter needs to be addressed elsewhere. Of starters, the employee might wants to disclose the matter to the HSE, police or media who may be investigating.
The Public Interest Transparency Act 1998′ provides protection for an individual who speaks to his boss on his problems-i.e.’ blows the whistle’ The act notes that his boss should not handle an individual who allows a declaration about his concerns regarding a safety issue to the detriment of it. The act’s purpose is to allow issues to be resolved and rectified before harm is caused. If the act was not in effect, workers may feel less secure and thus may be less inclined to’ blow the whistle’ about what is sure to be very real health and safety issues.
Sources of whistleblowing involve allegations of untrained or inadequately trained nurses prescribing medicine to patients, claims regarding improper charges, incorrect product information or abuse of equipment.