Corporate fraud strategy
Fife Council aims to provide excellent public service and ensure accountability in all matters. The council is determined to protect itself and the public from fraud and corruption.
Fife Council is committed to a strategy for the prevention and detection of fraud and corruption which will provide a framework for:
- encouraging fraud deterrence and prevention;
- raising awareness of fraud and corruption and promoting their detection;
- performing investigations and facilitating recovery;
- invoking disciplinary proceedings and referral to police and / or procurator fiscal;
- monitoring, publicising and updating the policy and its related procedures and performance, and
- appropriate action consistent with the Serious Organised Crime Taskforce goal.
A guide to your role as an employee
This guide explains the role of Fife Council employees in responding to:
- suspected financial misconduct;
- theft, and
It also explains the protection they have under the whistle blowing policy when reporting fraud.
In general, we regard ‘fraud’ as when:
- Someone is induced by a false pretence to do (or not do) something that they would not (or would) otherwise have done
- Actual or attempted intentional distortions of financial or other records are carried out, whether to conceal the misappropriation of assets or otherwise for gain
This guide forms part of Fife Council’s fraud strategy - Fraud: A guide to your role.
Under the Public Interest Disclosure Act 1998 (PIDA) employees can report matters of concern to management or prescribed external agencies. A qualifying disclosure under the Act protects the discloser from being punished or victimised for complaining, as long as they are acting in good faith. Fife Council’s whistle-blowing policy defines the relevant qualifying disclosures and is contained within the CC01 Code of Conduct for Council Employees and CC50 Whistle Blowing A Guide for Employees. FISH intranet also contains additional guidelines for employees on whistle blowing.
If raising a concern in writing remember to include details such as the date your letter or report is submitted, your name and contact details and a description of the issue including evidence and dates if possible. Also give details of any action already taken including if you have tried unsuccessfully to raise the issue with other managers or colleagues. Finally, remember to write ‘confidential’ on the envelope.
CC01 Code of Conduct for Council Employees makes reference whistle blowing at paragraph 12.4 Right to raise concerns without fear of being victimised (Whistle-blowing).
CC50 Whistle Blowing A Guide for Employees is guidance on how employees raise their concerns and the type of concerns covered.