A LEADING trade unionist who is a key figure in the Edinburgh College strike row has called for people who use whistleblowing procedures to be stripped of their right to anonymity.

Penny Gower, the campus branch secretary of the Educational Institute of Scotland, wrote to union members that individuals should lose this protection if they have been shown to make “fallacious” statements.

Whistleblowing groups distanced themselves from the suggestion, while Gower’s union at a national level also declined to support the controversial move.

EIS members at Edinburgh College went on strike last week in a bid to get a sacked lecturer reinstated.

It is understood he was fired after whistleblowers came forward to make allegations about him. College principal Annette Bruton heard his appeal but did not uphold it.

The Herald: Annette Bruton, principal of Edinburgh College, appearing before the Scottish Parliament's public audit committee

Picture: Bruton

Ahead of the strike ballot, Bruton sent an “all staff” email outlining her side of the story. She claimed the reasons for dismissal amounted to “gross misconduct” and included: “Misleading colleagues into believing that he was or had been a doctor.”

However, local EIS members backed strike action. It has now emerged that Gower, in her capacity as branch secretary, wrote to union members days ahead of ballot and urged a Yes vote for the strike.

She wrote that complaints had been made about the lecturer from three anonymous colleagues, continuing: “When fallacious statements are made via Whistleblowing procedures, and this is demonstrated, the persons should lose their right to anonymity."

However, this idea has not been welcomed by experts in the whistleblowing field.

Professor David Lewis, who leads the Whistleblowing Research Unit (WRU) at Middlesex University, said: "If an individual reports something confidentially and they are then identified by the employer, the clear message would be that you cannot trust that organisation. It would be the end of whistleblowing at that workplace.

"Even if the discloser was mistaken, I believe confidentiality should be maintained unless false information was knowingly supplied."

Anna Myers, director of the Whistleblowing International Network, said: “I think I would say that there is a risk here of throwing the baby out with the bath water. Unions play a deeply important role worldwide to protect workers who speak up to challenge abuses of power that cause harm or betray the public trust.

“If the College has dismissed someone unfairly then the focus quite rightly should be on how the College dealt this issue. If staff do not trust anyone, including the union, they will choose to report concerns anonymously or not say anything at all.”

Cathy James, Chief Executive of whistleblowing charity Public Concern at Work, said: "We would be concerned if whistleblowers were routinely disciplined for concerns that have been raised, but where they subsequently turn out to be wrong. Given that making whistleblowing work is all about making it safe and acceptable to speak up, the simplistic approach suggested by the union runs the risk of having a chilling effect because even though confidentiality is promised, there is a risk of being identified if you get it wrong with this approach.

After being contacted by this newspaper, Gower referred to separate Scottish Government and Edinburgh College whistleblowing policies which state that disclosures have to be made in “good faith” and not “maliciously”.

She stated: “We asked only that we had the opportunity to question the ‘whistleblowers’ at the disciplinary hearing against our colleague in the interests of natural justice and in line with the above policies.”

An EIS spokesperson said: “Whilst this is not a communication that was issued by EIS HQ, our understanding is that this particular email was issued by the branch secretary in relation to an individual disciplinary proceeding which, in the view of the EIS-FELA branch, has been deeply flawed and which relied on anonymous complaints that have subsequently been proven to be partially or totally false.

“For the avoidance of doubt the EIS supports the general protection afforded to legitimate whistleblowers.”