WHISTLEBLOWING POLICY FOR ASIAN INTERNATIONAL SCHOOL EMPLOYEES

INTRODUCTION

The Asian International School is committed to the highest possible standards of honesty and accountability. We conduct our affairs in a responsible manner, to ensure that all activities are open and managed with integrity. Each person working for the Asian International School has a duty to report to the School Board of Management any improper actions.

The Asian International School will take appropriate action to protect employees when they raise a concern, by supporting the employee and considering action under the appropriate procedure, against the person or persons responsible for the reported concerns. We want employees to feel confident in raising concerns and to question and act upon their concerns.

This policy should be read in accordance with the Child Protection and Safeguarding Policy, The Asian International School Codes of Conduct and the Staff Handbook.

The Whistleblowing Policy is intended to cover serious concerns that fall outside the guidance contained within the policies and documents stated above and therefore may include:

• Conduct which is in breach of Vietnamese law

• Health and safety risks, including risks to the school community as well as other employees

• Damage to the environment

• Possible fraud or corruption

• Information relating to the above issues that has been deliberately concealed.

Any serious concerns about any aspect of The Asian International School or those acting on behalf of the school should be reported under the Whistleblowing Policy.

UNSUBSTANTIATED ALLEGATIONS

If an employee makes an allegation in good faith, but it is not confirmed by the investigation, no action will be taken against them, including victimisation, subsequent discrimination, or disadvantage. If, however, an allegation is made superficially, maliciously, or for personal gain, disciplinary action may be taken.

CONFIDENTIALITY

All concerns will be treated in confidence, but at the appropriate time, the whistleblower may be asked to give evidence as a witness, and this will be discussed with them.

ANONYMOUS ALLEGATIONS

The Asian International School encourages employees to put their names to their allegations whenever possible. The school will take all concerns raised seriously. When carrying out an initial review of an anonymous concern, the school will consider both the seriousness of the issues raised and the credibility of the concern.

HOW TO RAISE A CONCERN

• Employees should initially raise concerns with their managers.

• If the concern is about the managers, the concern should be raised with the Principal.

• If the concern is about the Principal, it should be raised with the Board of Trustees.

• Concerns may be raised verbally or in writing. Employees who wish to make a written report should provide the background and history of the concern (including relevant dates) and the reason why they are particularly concerned about the situation.

• In order to assist with the investigation, employees should provide as much detail and supporting evidence as possible.

• An employee is not expected to prove that an allegation is true, only to have sufficient grounds for concern.

HOW THE SCHOOL WILL RESPOND

The school will investigate and respond to all concerns raised by employees. While it is not essential that the concerns be provided in writing, the person receiving the concern should ensure that a written account of it is made. This will help with the subsequent investigation by facilitating clear record-keeping.

When a concern is raised directly with the school, the school should undertake the following actions:

• Take the concern seriously

• Consider the concerns fully and objectively

• Recognise that raising a concern can be a difficult experience for employees

• Ensure confidentiality

• Refer to a manager, to agree the level at which the concern will be investigated and identify who will take responsibility for coordinating the enquiry.

Where it is necessary to involve the Principal to support a response, the Principal may also advise, and, if appropriate, facilitate the involvement of external agencies.

INVESTIGATION PROCESS

The investigating manager appointed to undertake the investigation will establish the facts of the matter and assess whether the concern has a foundation and can be resolved internally. Other people may need to be interviewed to provide further information and/or clarification concerning the issue(s) raised. It is essential that written records of all interviews be kept throughout the investigation, together with written details of any action taken. The investigation will result in a written report and recommendations for corrective action, which will be passed to the Principal, who is responsible for deciding whether formal action should be taken.

An employee raising a concern should be advised in writing of the outcome of the investigation and, where appropriate, what action is being taken.

Policy approved by the Principal. Date: July 29, 2024