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Meeting the needs of our performing artists and making a difference within the industry.


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"It's the subtle things in life that make BIG things happen!"

Whistle-Blowing Policy



Company Name : Sincere


Date Policy is Effective : 17 January 2015



  1. Overview

The Company is committed to always acting in a manner which is ethical, fair, evenhanded and in compliance with all laws, regulations and obligations. However, all organizations are at risk of developing practices which are illegal, unfair and unethical if there is not sufficient accountability.

The Public Interest Disclosure Act 1998 gives all employees legal protection from dismissal, disciplinary action, penalization or adverse treatment where they publicly disclose serious concerns, provided that the disclosure is made in accordance with this procedure and is in good faith.


  1. Purpose of this policy and relationship to grievance procedure

The purpose of this policy and procedure is to allow staff to raise concerns about serious systemic malpractice or non-compliance within the company. It should not be used lightly or frivolously, or as a means for dealing with employees’ own personal grievances.

Personal grievances should be raised through the company’s normal grievance procedure.


  1. How to raise concerns

Employees should raise any concerns under this policy directly with their line manager (or if their line manager is the subject of their concerns, his immediate superior).

Where employees have tried all other channels, or are unable to raise concerns with any of the above, then they should address their concerns to a Director of the Company or member of the managing board.

  1. How the Company will deal with concerns

The Company will deal with any concerns raised under this policy by launching an immediate investigation to determine if any action is necessary. This will usually begin by making informal enquiries and inspecting and auditing records and procedures, but may result in a formal investigation at a later stage.

The Company will inform the employee who raised the concerns who is investigating the matter, and will keep them informed of any developments or decisions so long as these are not confidential.


  1. Raising Concerns externally

In exceptional circumstances it may be necessary for employees to raise concerns externally. This should only be done in cases where it is not possible for the employee to raise concerns internally, or where this has been done but the concerns have been dismissed.

An employee should only raise concerns with an external regulator or authority where he honestly and sincerely believes that the allegations are true and genuine.

A list of external regulators can be found in the schedule to the Public Interest Disclosure Act 1998 which can be viewed online at

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