10 replies to this topic

[GMO]

It's a requirement of GFSI, culture and SEDEX / SMETA schemes that you will have a phone line or system so that your employees can flag up, confidentially, about food safety or ethical risks.

 

But... has anyone in your organisation actually used it?  The reason I ask is that when I have done internal audits of this kind of system, I always test the line.  Firstly I want to make sure the phone number actually works.  Secondly I want to see who gets a flag when they find out someone has raised a test.

 

It's always interesting.  The site TM is often not anywhere near the top priority to inform (just so you're aware.)  And normally I end up getting a flustered HR person get round to talking to me 2-3 days later.  Sometimes telling me off.  

(But seriously, I don't care, how else are you meant to check it works?)

 

1. So firstly, have you ever tested your system?
2. Secondly, has anyone ever used it for real?
3. Thirdly, why not?  Because for most sites I'm guessing it's no?

 

And stop before you write that "it's because we don't have anything unethical going on and if there was someone would tell me, my door is always open" etc.

 

And consider "am I sure?"

 

The reason I ask is because, sad person I am, I was listening about whistleblowing at the weekend and firstly, it's rarer than people assume it to be (most of the time people people don't report it) and secondly, those who do, tend to be negatively treated by businesses.  Lastly, most businesses have no positive reward for whistle blowing and, in fact, often get the response I got, a "telling off."  So most businesses do not reward or actively discourage it, most people do not report as much as they think they would...

 

Are the whistle blowing lines just for "show"?

 

Discus...

[jfrey123]

As with most scenarios, it's doing to depend on whether your leadership is truly committed.  I think they all start off for show, something we "have to do" for these ever-changing requirements.  While no one has used our system for anonymous reporting, I hear enough from my corporation's facility managers to believe that employees are reporting things and they are being addressed as best able.  To your direct questions:

 

1.  We've tested our current line, but we're implementing a new one.  QR codes for each facility that go to an anonymous MS Form, and when form is submitted it'll notify a team of persons at the executive level.  It allows our plants to directly bypass their local leadership in cases where they feel unheard or don't feel local management is responding.  Hoping it'll be an effective tool.

 

2.  No, at least not in the way we're intending the new roll out to come.  Though we have had a couple of HR level incidents that were properly handled through corp HR involvement, resulting in managers being removed and programs being altered.  I'm confident that if an issue is reported, it'll be addressed.

 

3.  N/A for my current circumstance.

[TimG]

Ok, it's not often I am lost as to an SQF requirement. Does someone know the SQF code dealing with 'whistle blower' requirements? Want to make sure I'm not missing anything..

[Scampi]

Probably referring to the Senior Management Responsibility section

 

". Employees are positively encouraged  and required to notify management about actual or potential food safety issues;"

[GMO]

Probably referring to the Senior Management Responsibility section

 

". Employees are positively encouraged  and required to notify management about actual or potential food safety issues;"

 

You're right, it's more retailer standards and SMETA / SEDEX that specifically require this.  My mistake.

[TimG]

Probably referring to the Senior Management Responsibility section

 

". Employees are positively encouraged  and required to notify management about actual or potential food safety issues;"

 

Ok, I got that one covered.

Was concerned for a second, I do NOT have a whistle blower hotline!

[nwilson]

Ok, I got that one covered.

Was concerned for a second, I do NOT have a whistle blower hotline!

I was just checking the code as I was second guessing myself. 

[GMO]

So sorry, it's become such a norm in the UK even in non retailer sites I have to admit I mixed up my codes.  But I guess my experience is sharing with you "not sure it is worth it guys!"

[Laura982]

As with most scenarios, it's doing to depend on whether your leadership is truly committed.  I think they all start off for show, something we "have to do" for these ever-changing requirements.  While no one has used our system for anonymous reporting, I hear enough from my corporation's facility managers to believe that employees are reporting things and they are being addressed as best able.  To your direct questions:

 

1.  We've tested our current line, but we're implementing a new one.  QR codes for each facility that go to an anonymous MS Form, and when form is submitted it'll notify a team of persons at the executive level.  It allows our plants to directly bypass their local leadership in cases where they feel unheard or don't feel local management is responding.  Hoping it'll be an effective tool.

 

2.  No, at least not in the way we're intending the new roll out to come.  Though we have had a couple of HR level incidents that were properly handled through corp HR involvement, resulting in managers being removed and programs being altered.  I'm confident that if an issue is reported, it'll be addressed.

 

3.  N/A for my current circumstance.

Hi Jfrey123 

 

I am writing a whistleblowing policy and like the idea of QR codes & Microsoft forms, it's all new to us and don't have BRC yet just working towards it. Would you be happy to share the questions you put into the forms please?

 

 

Thanks

[jfrey123]

Hi Laura, I'm afraid the MS Form with QR code is super basic in of itself.  It asks:

• Which facility the employee works in (we have 9);
• Whether their complaint or observation relates to food safety, employee safety, or HR related issue (just to categorize);
• What their observation/complaint is (describe the situation);
• What they think should be done to solve the problem (promote employee buy in);

We felt if there were too many questions, employees would bail out of the form before submitting.  We also decided if we asked for too many details it would risk identifying an employee who wanted to remain anonymous.  Ex:  My boss wanted to include "What have you done or who have you contacted to correct the problem?" as a question, but if the employee says they talked to the plant manager who told them to f-off, now we have a case where the plant manager could retaliate if we come in from a corporate perspective.

 

We've yet to implement it, it's part of a bigger rollout that we need executive buy-in to achieve.

[GMO]

I've heard but never had proven that MSForms lacks some of the security protocols of other data capture.  Although that comment was a while ago.  It's worth checking with your IT team and keeping who gets the outputs of that form very restricted.  

 

What I'd say is better is using an independent company to do this for you.  There's a cost of course but it then makes it very simple.  Also some retailers have their own (and try to insist that you use theirs) so that's an option but impractical if you supply, say, four different retailers.