At redthread we’re committed to the highest standards of openness, probity and accountability and as such do not condone wrongdoing of any kind. If an individual discovers information or witnesses something which they believe shows serious malpractice or wrongdoing within our organisation, or conduct by it, we encourage them to report this at the earliest opportunity.
We welcome ongoing feedback from our employees and all other stakeholders who interact with us.
1. Making a complaint
At redthread we encourage all issues to be dealt with at the earliest opportunity through open and honest discussion between the individuals involved. Where it is not possible to resolve issues informally, employees and stakeholders should follow the Grievance Procedure or Whistleblowing Policy as appropriate. A report of their concern should be emailed to HR@redthreadmarketaccess.com (redthread employees) or complaints@redthreadmarketaccess.com (non-redthread employees) clearly stating the nature of the complaint/grievance, details of personnel involved, and the outcome that they are seeking.
Grievances and complaints received by redthread will be acknowledged as soon as practically possible, and will be dealt with as described in our Grievance Procedure, as summarised below.
2. Grievance and complaints procedure
In the first instance all complaints will be assessed to determine whether they meet our criteria for acceptance (as described in our Grievance Procedure). If a complaint does not meet the criteria we will notify the complainant and explain why not. If the complaint is accepted and straightforward and an investigation is not required, the complainant will receive a resolution within 5 working days. For more complex issues an investigation will be undertaken by a neutral party of sufficient authority within the business (the investigating manager) who will keep the complainant informed, in writing (via email), as to the progress of the investigation and as to when it is likely to be concluded. We will aim to resolve complex complaints within 20 working days. Where complaints are found to be valid, redthread will take appropriate steps to remedy the situation and follow up to ensure satisfaction and address any further concerns.
Details of the complaint and complainant will be kept confidential as far as possible without impeding any necessary investigations.
Where possible, redthread will resolve the grievance or complaint to the satisfaction of the complainant. Where this is not possible, we will give a clear and reasoned response to their complaint.
3. Protection against retaliation
redthread has a zero-tolerance policy for retaliation against whistleblowers or anyone who makes a complaint through our grievance process. “Retaliation” means any direct or indirect detrimental action recommended, threatened or taken because a person made a good faith report of possible malpractice or wrongdoing within redthread.
Retaliation is not to be confused with the assessment of an employee’s work performance made as part of, for example, the Performance Review process. However, such feedback shall not be used as a means to demean or harass an individual or as retaliation for reporting suspected misconduct. Retaliation also does not include the mere expression of disagreement, admonishment, or criticism regarding work performance, conduct or related issues, unless these are exercised in bad faith for the purpose of retaliation.
Individuals who believe that retaliatory action has been taken against them should document the relevant events as soon as possible and report them to HR@redthreadmarketaccess.com (redthread employees) or complaints@redthreadmarketaccess.com (non-redthread employees). Further details on our process can be found in our Grievance Procedure and Whistleblower Policy.
All reports of retaliation will be investigated and the person accused may be suspended without pay while the investigation is on-going. If reports of suspect retaliation are found to be substantiated the matter will be dealt with according to our Disciplinary Procedure. Sanctions for retaliation will be assessed depending on the severity of the case but include a written warning, a formal written warning or, in severe cases, dismissal. Formal written warnings may also be accompanied by sanctions such as demotion, suspension without pay, loss of seniority or reduction in pay.