Whistleblowing

DVardysShadow

katiepoppycat wrote: »

it might not be what your line manager wants to do . . . . i worked as a deli manager for a supermarket some years ago where it was common practice to relabel cheese - once the manufacturers packaging was cut, you had only 10 days to sell a hard cheese. I trained at several different stores and was told by lots of different people that ' this is what hte handbook says ,but this is what we actually do . . ' Store management deliberately turned a blind eye because it was in their interests to keep waste down. The inevitable happened, and every deli manager in the area got a major roasting, you could lose your job etc etc. 4 weeks later when waste had jumped by 80%, store managers wanted to know why we couldn't keep the figures down.

just wantedto say that your manager may be as unhappy about this as you are, but feel they can;t do or say anything.

Ultimately, the only people who will be happy about it are those who want to do it, but have others who will end up carrying the can for them.

rupee99

floss2 wrote: »

Sorry, but if you do not follow the guidelines here then you may not be fully protected.

As I stated before, I have gone through this experience and I strongly recommend that anyone considering a public interest disclosure reads the guidelines and takes advice, as the OP has done.

If someone is required to do something by his/her employer that is in itself a criminal offence (as it appears the OP has been) there are no procedures or guidelines that are required to be followed. In fact to comply with the instruction makes the employee culpable.

Re-labelling of food (as mentioned by Dvardy's shadow) breeches several statutes and statutory instruments that provide for criminal sanction against the perpetrator. There is also a common law offence of endangering public health.

Apart from their being no requirement under law to follow "company procedures" (as set out in your previous post) in these circumstances it would be plainly bizzare if there was. The provisions you refer to only apply if the person involved is not committing a criminal offence themselves by doing what their employer instructs them to do.