Visit our frequently asked questions page to see if this solves your query.
To contact the Combined Authority email email@example.com
Address: Incubator 2, First Floor, Alconbury Weald, Huntingdon, PE28 4XA
For interviews, comments or to speak to a member of the press team contact:
Telephone: 01480 277180
Combined Authority Board
If you would like to talk to the Mayor or representative of the Combined Authority, please visit our Combined Authority Board page.
We are committed to providing high-quality services for all members of the public, businesses and organisations. We welcome our customers’ views and will use them to improve our services. Read our complaints policy and how you can raise a complaint.
View the Combined Authority and Business Board’s policy on whistleblowing and how to raise concerns.
How staff can raise a concern
If any member of the Combined Authority Team can raise a concern under the Whistleblowing Policy if they are aware of a situation that they feel:
• is against the Combined Authority or Business Board’s procedures and protocols as set out in its code of conduct and individual Assurance Framework;
• falls below established standards of practice the Combined Authority and Business Board subscribes to;
• amounts to imp roper conduct; and/or
• is an abuse of power for personal gain.
To raise a concern, the following steps need to be followed:
1. The concern should be raised with the person best placed to deal with the matter, which in most cases is the Responsible Officer, or with a person they know and trust, such as a Line Manager or more Senior Manager (in case of a potential conflict), who can then raise the issue with the Responsible Officer on their behalf. The member of staff also has the option to raise their concern with the Chief Executive direct.
2. The member of staff should share the background and reason behind their concern, if they’ve raised it with anyone else already, and any relevant dates when actions took place. There must be reasonable grounds for the concern to be acted upon, and the member of staff should not investigate the issue further themselves.
3. An investigation will then be carried out as sensitively and quickly as possible. The Combined Authority can then decide to take the matter forward in a number of ways, including: an internal inquiry; an internal or external audit; referring the matter to the police; or, referring the matter to another relevant authority for investigation.
4. Before a final decision is taken, or as part of the investigation, the member of staff who reported their concerns may be asked to meet with those investigating the matter. They can be accompanied to the meeting by a Trade Union representation, colleague or friend if they wish.
5. Within ten working days of the concern being raise, the Responsible Officer will write to the member of staff to: acknowledge their concern has been received; indicate how they propose to deal with the matter; give an estimate of how long it will take to provide a final response; let them know if any initial investigation or enquiry has been made; and, what will happen next.
6. The Combined Authority will confirm when the matter is concluded and, if appropriate, the outcome of the investigation, maintaining security and confidentiality for all parties as far as possible.
The Public Interest Disclosure Act (1999) gives legal protection to staff against being dismissed or penalised by their employers as a result of publicly disclosing certain serious concerns.
You can find out more by reading the full Whistleblowing Policy here.