Policy on Whistleblowing
Frannan is committed to adhering to the highest standards of ethical, moral and legal conduct in its business operations. This includes ensuring that anyone involved with the organization feels able to speak up about concerns related to suspected misconduct. Anyone with any credible concerns relating to the conduct of any Frannan employees, consultants, or any other third parties involved in interactions with Frannan can report the situation, without fear of reprisal, to email@example.com.
Reports will be dealt with by a designated focal point and Frannan will do the utmost to keep the identity of any whistleblower confidential and ensure protection against retaliation, where a report has been made in good faith.
Policy on Sexual Exploitation and Abuse
The purpose of this policy to protect people from any harm that may be caused by the conduct of staff or personnel associated with Frannan. It lays out the commitments made by Frannan to ensure protection against sexual exploitation and abuse.
Frannan has a zero-tolerance policy to sexual exploitation and abuse and believes that everyone we come into contact with, regardless of age, gender identity, disability, sexual orientation or ethnic origin has the right to be protected from all forms of harm, abuse, neglect and exploitation.
Frannan will ensure that personnel are familiar with the policies, and know their responsibilities, and will ensure any programmes designed by Frannan are designed in a way that protects people, especially children and at-risk adults, from any risk of harm that may arise from dealings with Frannan. Frannan will follow up any reports appropriately and in accordance with due process.
Responsibilities of Frannan Staff/Associated Personnel/Consultants
Frannan staff and associated personnel must not:
· Engage in sexual activity with anyone under the age of 18, regardless of the local law about the age of consent or age of majority. Mistaken belief in the age of a child is not a defence.
· Sexually abuse or exploit children or adults.
· Subject a child or adult to physical, emotional and psychological abuse, or neglect.
· Engage in any commercially exploitation activities with children, including child labour or trafficking.
· Exchange money, employment, goods, services or any other preferential treatment for sexual activity. This includes any exchange of assistance that is due to beneficiaries of assistance.
Frannan staff and associated personnel must:
· Contribute to creating and maintaining an environment that prevents violations and promotes the implementation of this policy.
· Report any violations to the appropriate representative (their line manager or through the whistleblowing channel).
Frannan ensures that safe, appropriate, accessible means of reporting concerns are made available to the staff that we work with. Reporting concerns should be done through Frannan’s whistleblowing channels, by sending an email to the designated email address: firstname.lastname@example.org. Reports can be made by staff, consultants or any external sources and anyone making a report will be protected by Frannan’s whistleblowing policy. Staff may also report concerns directly to their line manager.
Frannan will follow up any safeguarding concerns according to this policy and legal regulations and apply appropriate disciplinary measures to staff found to be in breach of this policy. Credible allegations found during the delivery of any Frannan activities will also be reported to Frannan’s relevant funding partners for those activities, keeping the identities of reporters and victims confidential.
Sexual exploitation refers to any actual or attempted abuse of a position of vulnerability, differential power, or trust, for sexual purposes, including, but not limited to, profiting monetarily, socially or politically from the sexual exploitation of another.
Sexual abuse refers to an actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions.
Harm refers to psychological, physical and any other infringement of an individual’s rights
Psychological harm includes emotional or psychological abuse, including (but not limited to) humiliating and degrading treatment such as bad name calling, constant criticism, belittling, persistent shaming, solitary confinement and isolation.
At risk adult is sometimes also referred to as vulnerable adult and is a person who is or may be in need of care by reason of mental or other disability, age or illness; and who is or may be unable to take care of him or herself, or unable to protect him or herself against significant harm or exploitation.
These policies are subject to change and regular updates. Further information on Frannan’s policies and procedures can be found in the code of conduct and anti-corruption training manual.
Our contact details
Name: Frannan International Limited
Address: 1 Chiswick Square, London, W4 2Q
The type of personal information we collect
We currently collect and process the following information:
Personal identifiers, contacts, and characteristics (for example, name and contact details)
Any details included on contact forms submitted through our website or to the organisation directly
Any other information provided on CVs submitted to the organisation for the purpose of current or future employment opportunities
How we get the personal information and why we have it
Most of the personal information we process is provided to us directly by you for one of the following reasons:
For the purpose of making an enquiry about the services provided by the organization
For the purpose of employment opportunities with the organisation.
We use the information that you have given us in order to make informed recruitment choices and verify skills and qualifications to offer employment opportunities in support of services the organisation provides.
We may share this information with clients that request this information as part of a bid solicitation process or proposal development process where your role is based on a contract awarded by the client.
Under the UK General Data Protection Regulation (UK GDPR), the lawful bases we rely on for processing this information are:
(a) Your consent. You are able to remove your consent at any time. You can do this by contacting email@example.com.
(b) For the purpose of fulfilling contractual or pre-contractual obligations with our clients, where this is a necessary component in our contract with you.
(c) The legitimate interests of ourselves and our current and potential clients to provide employment and business opportunities and deliver high-quality services.
How we store your personal information
We keep your records including name, contacts details and curriculum vitae for the purpose of current and future employment or business opportunities. Current employee data will be stored for the period of employment and a period of 6 years following employment. CVs of candidates that have been unsuccessful in recruitment opportunities but may be appropriate for future opportunities will be kept for a period of 5 years from receipt of the information. We will then dispose your information securely.