INFORMATION ABOUT US
Scape Operations Ltd is limited company registered in England and Wales under company number 13719075 and have our registered office at 65 Gresham Street, 6th Floor, London, United Kingdom, EC2V 7NQ. Our VAT number is 356259084.
Scape UK Management Ltd is limited company registered in England and Wales under company number 12442982 and have our registered office at Cardale Park, Harrogate, North Yorkshire HG3 1RY. Our VAT number is 360029038.
Scape Student Ltd is a limited company registered in England and Wales under company number 12681556 and have our registered office at Cardale Park, Harrogate, North Yorkshire HG3 1RY. Our VAT number is 360029038.
Scape Development Management Ltd is a limited company registered in England and Wales under company number 11720754 and have our registered office at Cardale Park, Harrogate, North Yorkshire HG3 1RY. Our VAT number is 313370243.
Paces LPI Ltd is a limited company registered in England and Wales under company number 12680660 and have our registered office at Cardale Park, Harrogate, North Yorkshire HG3 1RY. Our VAT number is 414206048.
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This policy has been approved&authorised by:
Name: Neil Smith
4.1. There is a significant difference between wanting to keep your concerns confidential and making a disclosure anonymously. We actively discourage anonymous whistleblowing.
4.2. You are always encouraged to raise concerns openly, and if you prefer to do so in confidence, we will do all that we can to ensure your identity remains hidden. We may want to disclose your identity to people involved in the investigation but will always discuss this with you first.
4.3. You are protected from reprisals under this policy (see paragraph 5) but if you are still worried, we encourage you to discuss this with us and we will explore how far we can go in keeping your concerns confidential.
4.4. Concerns raised anonymously are very difficult — and sometimes impossible — to investigate. We can’t properly establish whether your allegations are credible without being able to ask you for more details or for clarification, and this makes it hard to reach an informed decision. This is why we urge you not to report matters anonymously.
5.1. If you raise a concern in good faith under this policy, we will support you fully even if we find through our investigations that you made a mistake or that there has been no breach of policy, legal obligation etc. However, if you feel you have been treated detrimentally as a result of raising a concern, you must tell us at once. First inform your manager and, if the matter remains unresolved, you must follow the formal process in our Grievance Policy.
5.2. All whistleblowers are afforded the same protection, so you must not threaten others who have raised concerns or carry out reprisals against them. You may face disciplinary action which could include dismissal for gross misconduct, if we find that you have. You may also face legal action from the whistleblower in these circumstances.
6.1. This policy outlines the process for raising, investigating, and resolving wrongdoing within the workplace. It is rarely necessary – or, from our point of view, desirable – for anyone outside the Company to become involved when a whistleblowing allegation is made.
6.2. In some exceptional circumstances, you may need to go to an external body — an industry regulator, for example — and the independent charity Public Concern at Work can direct you towards the appropriate regulator for the type of issue you want to raise.
6.3. This policy covers the actions of third parties such as suppliers, service providers, and clients, as well as our staff. Should you have concerns about a third party, you are encouraged to raise them with us before approaching anyone else. The HR Manager will be able to explain how you should proceed.
6.4. Alerting the media to a concern — particularly before or during an internal investigation — is almost never justified or appropriate in any situation. We strongly discourage you from doing so and will treat any contact with the press as a serious disciplinary issue justifying dismissal unless exceptional circumstances exist. We would normally expect you to have taken all reasonable steps to deal with the matter internally or with an external regulator, and to have taken full advice from a lawyer or Public Concern at Work before being justified in approaching the press.
This policy has been approved&authorised by:
Name: Neil Smith