Conduct and Complaints

The Board Code of Conduct Policy sets out standards of business conduct including ensuring the interests of patients remains paramount at all times, that all staff are impartial and honest in the conduct of their business and that public funds are used to the best advantage of the service. The Fraud policy is also contained within this document.

The Whistleblowing Policy is also contained within this document and can be accessed by staff to raise a qualifying disclosure under the Public Interest Disclosure Act 1998. This Policy is available to all staff, including full-time, part-time, temporary, as well as agency and bank workers and ex-staff of NHS Greater Glasgow & Clyde.

 All staff have a responsibility to protect patients from risk of harm posed by another colleague’s conduct, performance or health by taking immediate steps to ensure their concerns are dealt with or raised for appropriate investigation. The Board promotes a culture in which staff can raise concerns openly and safely. 

Top Tips on the policy….

1. If a member of staff has a concern about patient safety, malpractice, misconduct, wrongdoing or serious risk at work, they are encouraged to raise these with their Line Manager in the first instance. This may be done verbally or in writing.

2.  If a member of staff feels unable to raise the matter with their Line Manager or does not think that this would effectively address the concern, or where this action has been tried but has not led to action that addresses the action or addresses it within a reasonable period of time for whatever reason, they should then raise the matter with a designated list of Senior Managers who have been trained to deal with any issues from staff raised under the Whistleblowing arrangements. These Directors are named within the policy.
3. If Steps One and Two have been followed and the member of staff still has concerns, or if they feel that the matter is so serious that they cannot discuss it with any of the above, they should contact the nominated Non Executive Member (or deputy) of the NHS Board – Contact Details via – john.hamilton@ggc.scot.nhs.uk Tel No. 0141 201 4633.

4. A National Alert Line has been established to provide an additional level of support to staff who wish to raise a concern about practices within NHS Scotland. Public Concern At Work will receive staff’s calls and will offer free, confidential advice on how best to take forward any concerns. Contact Public Concern At Work on Freephone – 0800 008 6112.

The NHS Scotland Workforce Bullying and Harassment Policy provides a process to ensure that concerns about standards of conduct, inappropriate behaviour or wilful misconduct are managed in a fair, consistent and timely manner.

The purpose of this policy is to support dignity and respect at work and to help foster a positive and dignified workplace culture. The policy describes the courses of action open to members of staff who experience unacceptable or inappropriate behaviour but also how, as an organisation we aim to minimise the incidents of such behaviour occurring in the first place.

For all bullying and harassment claims please use the above link to access the policy and extensive supporting documentation including the Workforce Investigation Process. Please also see links to Bullying and Harassment Factsheet and Confidential Contacts.

To obtain HR Support for the Workforce Investigation Process, please complete the Request to Initiate HR Support.

NHS Scotland Workforce policies also provide a guide to supportive conversations and mediation.

Mediation can enable you to improve your working relationship with colleagues and help both parties find the best way forward.

Mediation can be used at any stage of conflict as long as any formal proceedings have been put on hold. Typically it is more effective the earlier on that it is used. However, there may also be situations in which formal proceedings have already taken place where mediation can be invaluable as a way to repair working relationships.

NHSGGC has a comprehensive workforce policy framework designed to protect against bullying and harassment and uphold dignity and respect and the Hate Crime Protocol and Guidance offers support for people who perceive they have been victims or have witnessed a Hate Incident. These tools need to be used and observed incident must be reported to a manager and a Datix report completed. 
 
There’s no room for complacency. If you see it or hear it, please report it, and help make NHSGGC a better place to work for everyone.

The NHS Scotland Workforce Conduct Policy provides a process to ensure that concerns about standards of conduct, inappropriate behaviour or wilful misconduct are managed in a fair, consistent and timely manner. This applies to employees and workers, including back, agency and sessional workers. It does not apply when reviewing the professional conduct or competence of medical or dental staff.

For all conduct cases please use the above link to access the policy and extensive supporting documentation including the Workforce Investigation Process.

To obtain HR Support for the Workforce Investigation Process, please complete the Request to Initiate HR Support.

Guidance and the Referral Pathway flowchart on PVG and the Duty to refer. 

Guidance on PVG and Duty to Refer

PVG Referral Pathway

The PVG referral form can be downloaded via the following link (see ‘How to send a referral’ section):

MyGov Scotland PVG Referral Form

Contact the HR Support and Advice Unit if you require further information or clarification.

The NHS Scotland Workforce Grievance Policy provides a process to ensure that concerns about standards of conduct, inappropriate behaviour or wilful misconduct are managed in a fair, consistent and timely manner.

For all grievance cases please use the above link to access the policy and extensive supporting documentation including the Workforce Investigation Process.

To obtain HR Support for the Workforce Investigation Process, please complete the Request to Initiate HR Support.