It is seen that early years settings, schools and childcare setting are, in the main, some of the safest settings for children. Unfortunately, in some situations children are harmed and abused by those looking after them. Misconduct can take the form of poor management, child abuse, abuse of staff, corruption, deception, any criminal offence and any other act that proves to be unlawful. It is necessary to ensure that effective procedures are followed within settings for children and young people. This will allow for the management, recruitment and day-to-day running of the setting to meet the required standard and considerthe rights of children and staff. Staff are expected to uphold the highest of standards and act with honesty and integrity and discuss any concerns. All settings should have a 'Whistleblowing' policy that at all times protects staff reporting the misconduct of colleagues.
Workers have a moral duty to 'blow the whistle' to avoid serious harm to others. The childcare worker may be in a situation where things are not being run correctly in the setting; perhaps something is being concealed. This can impact on the safety and welfare of children. The childcare worker may have discussed a dangerous situation that is unlawful with the manager or head a number of times and nothing has been done about it. In this situation, they need to 'blow the whistle' and report the concerns directly to an external body best suited to deal with the situation. These may include the Local Children Service, Social Workers, Care Inspectorate Wales (CIW), the Police or the National Society for the Prevention of Cruelty to Children (NSPCC).
If you are responsible for child protection and keeping children safe as part of your job, you are protected by law. An employee who is a 'whistleblower' is protected in law from bullying, dismissal or disciplinary action as the act has taken place with regard to the welfare of children.
Rhan amlaf gwelir mai lleoliadau blynyddoedd cynnar, ysgolion a lleoliadau gofal plant yw rhai o’r lleoliadau mwyaf diogel i blant. Yn anffodus mae yna sefyllfaoedd ble mae plant yn cael eu niweidio a’u cam-drin, a hynny gan bobl sy’n gofalu ar eu hol. Gall camymddygiad fod ar ffurf rheolaeth wael, camdriniaeth plant, camdriniaeth staff, llwgrwobrwyaeth, twyll, unrhyw drosedd ac unrhyw weithred arall sy’n profi’n anghyfreithlon. Mae angen sicrhau bod gweithdrefnau effeithiol yn cael eu hymarfer mewn lleoliadau i blant a phobl ifanc. Bydd hyn yn caniatáu’r rheolaeth, y system recriwtio a’r dull dyddiol o redeg y lleoliad yn safonedig ac yn un sy’n ystyried hawliau’r plant a’r staff. Mae’n ddisgwyliedig i’r staff gynnal safonau o’r radd uchaf gan ymarfer gonestrwydd a chywirdeb gan drafod unrhyw bryderon. Dylai pob lleoliad gael polisi ‘chwythu’r chwiban’ a fydd bob amser yn diogelu staff sydd yn adrodd am gamymddygiad cydweithwyr.
Mae gan weithwyr ddyletswydd foesol i ‘chwythu’r chwiban’ er mwyn osgoi niwed difrifol i eraill. Efallai bydd yr ymarferwr mewn sefyllfa ble nad yw pethau yn rhedeg yn iawn yn y lleoliad; efallai bydd rhywbeth yn cael ei guddio. Gall hyn gael effaith ar ddiogelwch a lles y plant. Efallai bydd yr ymarferwr wedi trafod sefyllfa beryglus sy’n anghyfreithlon gyda’r rheolwr neu ‘r pennaeth sawl gwaith ac nid oes dim wedi’i wneud ynglŷn â’r peth. Yn y sefyllfa hon bydd angen ‘chwythu’r chwiban’ gan adrodd y pryderon yn uniongyrchol i’r corff allanol a fyddai fwyaf addas yn ymdrin â’r sefyllfa. Gall y rhain gynnwys y Gwasanaeth Plant Lleol, Gweithwyr Cymdeithasol, Arolygaeth Gofal Cymru (AGC), yr Heddlu neu’r Gymdeithas Genedlaethol er Atal Creulondeb i Blant (NSPCC).
Os ydych fel rhan o’ch swydd yn amddiffyn plant ac yn eu cadw’n ddiogel, rydych yn cael eich amddiffyn gan y gyfraith. Bydd y gweithiwr sy’n ‘chwythu’r chwiban’ yn cael ei amddiffyn yn gyfreithiol rhag cael ei fwlio, ei ddiswyddo neu ei ddisgyblu gan fod y weithred wedi cymryd lle gan ystyried lles y plant.
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