PDS Whistleblower Channel

• PDS Group Companies (collectively "PDS Group") will investigate all reported instances of wrongdoing or malpractice.
• We have published this Whistleblower Channel consisting of our Whistleblower Policy and the Incident Reporting Form below to provide guidance for anyone wishing to report such a concern and to enable them to be able to do so in an anonymous manner.
• In the unlikely situation that you witness or become aware of a potential of actual wrongdoing or malpractice by any person working for or with any PDS Group Company, we urge you to report your concern without delay following the Whistleblower Policy guidance provided below, and using the form provided, which we warrant will enable you to do so with complete anonymity and without fear of retribution.
• You do not need to provide evidence in support of your report. We will treat all reports received as having been made on the basis of legitimate concern, and investigate on that basis.
• Please use this Whistleblower Channel if you have any concerns either for yourself, and/or where the public interest is affected. This means where other people are affected which could include the wider public, customers, staff or the organisation itself.
• Your concern may, amongst other things, relate to breaches of the law, risks to health and safety, or damage to the environment.
• If your concern relates solely to your own treatment at work (for example, bullying, discrimination or an issue with your pay), then first consider using the grievance or bullying/harassment provisions of your employment contract, otherwise you can use this reporting channel.
• If in doubt – report it!

PDS Whistleblower Policy

• PDS Group is committed to conducting business with integrity, and expects all staff to maintain the highest standards of honesty, integrity and respect for others.
• Any suspected wrongdoing should be reported as soon as possible.
• Providing you believe you have a legitimate reason to raise a concern, it does not matter if you are mistaken.
• If you raise a concern with legitimate reason, you will not be at risk of losing your job or suffering any form of reprisal as a result.
• We will not tolerate the harassment or victimisation of anyone raising a genuine concern, and we consider it a disciplinary matter to victimise anyone who has raised a genuine concern.
• With these assurances, we hope you will raise your concern openly.
• If you have a concern, we hope you will feel able to raise it first with your line manager or team leader. This may be done orally or in writing.
• If you feel unable to raise the matter with your line manager or team leader, for whatever reason, consider raising the matter directly with the Group Managing Director.
• We recognise that there may be circumstances when you would prefer to have an initial conversation in confidence with someone other than your line manager or the Group Managing Director, and if this is the case, please say so at the outset and we will propose a person for you to contact. This person will be obliged, if you ask them, not to disclose your identity, and they will not do so without your consent, unless they are required so to do by law.
• You should understand that there may be times when we are unable to resolve a concern without revealing your identity, for example, when we are obliged to render full disclosure under law.
• If you prefer anonymity, you can also raise concerns anonymously through the Incident Reporting Form below.
• Anonymous reports will be taken just as seriously as if you identify yourself, but remember that if you do not tell us who you are, it will be much more difficult for us to look into the matter, ensure you are adequately protected, and give you timely feedback.

Use of/Response to Incident Report Form

• If you provide your contact details, we will acknowledge receipt of your concern within 5 working days.
• We will assess it and consider what action may be appropriate. This may involve an informal review, an internal inquiry or a more formal investigation.
• We will tell you who will be handling the matter, how you can contact them and what further assistance we may need from you.
• If you ask, we will write to you summarising your concern and setting out how we propose to handle it and provide a timetable for updates and/or feedback.
• If we have misunderstood the concern or there is any information missing, let us know.
• When you raise the concern, it will be helpful for you to say how you think the matter might best be resolved.
• If you have any personal interest in the matter, we do ask that you tell us at the outset. If we think your concern falls more appropriately within our grievance, bullying and harassment or other relevant procedure, we will let you know and explain why.
• Whenever possible, we will give you feedback on the outcome of any investigation. Note, however, that we may not be able to tell you the precise actions we have taken where this would infringe a duty of confidence we owe to another person.
• While we cannot guarantee that we will respond to all matters in the way that you might wish, we will strive to handle the matter fairly and properly. By using this policy, you will help us to achieve this.

Victimisation

• We are grateful to staff who come forward with information, and we will not tolerate any attempt to silence or victimise people for speaking up.
• Any instances of whistleblower victimisation will be treated as a disciplinary matter.
• Examples of victimisation could include bullying, disciplinary action or any attempt to identify a whistleblower.
• If you experience reprisal, harassment or victimisation after raising a concern, alert the person you raised your whistleblowing concern with.

Data Protection

• We will keep a confidential record of your concern. This will be held in accordance with relevant data protection legislation.
• By submitting a form containing any Personal Information, you are providing us with permission to use such Personal Information for the purposes of investigation.