2017-08-08 Services & Organisation Committee Agenda

SERVICES & ORGANISATION COMMITTEE MEETING AGENDA   8 AUGUST 2017




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SERVICES & ORGANISATION COMMITTEE MEETING AGENDA                                         8 AUGUST 2017

          3.  In Court proceedings.
      The fewer people who know about a PID both before and after it is made, the more likely it is that the
      organisation will be able to keep a discloser’s identity confidential, and protect he/she from reprisal.
      Disclosers are encouraged not to talk about their PID with colleagues or other unauthorised persons.

      COMMITMENT TO SUPPORT AND PROTECTION FOR DISCLOSERS
      Reporting a wrongdoing is rarely an easy experience and support — both informal and professional — is
      essential for a discloser. All disclosers will be supported by the organisation to ensure so far as is
      reasonably practical that they do not suffer harassment, victimisation or any other form of reprisal by
      colleagues or the officer/s subject of the disclosure.
      As soon as possible after receiving a PID, the CEO, PID Coordinator, or appropriate delegate must
      assess the risks of the discloser’s need for support and protection from reprisal. If required, protective
      measures must be proportionate to the risk of reprisal, and the potential consequences of a reprisal. If
      the risks are assessed as sufficiently high, a protection plan must be prepared to ensure the discloser
      is adequately protected.
      Actions of support from the organisation may include:
          e  Acknowledging that making a PID was the right thing to do and is valued;
          e   Making a clear statement that the organisation will support the disclosure;
          e  Appointing an appropriate person (separate from the investigation unit) to ensure the discloser
              has appropriate support and protection;
          e  Advising the discloser about the resources available to handle any concerns as a result of
              making a disclosure;
          e   Referring the discloser to Council’s Employee Assistance Program;
          e   Generating support for the discloser within their work unit;
          e   Ensuring that any suspicions of victimisation or harassment are dealt with appropriately;
          e   Maintaining ongoing contact with the disclosure;
          e   Regularly checking on the discloser’s well-being.
      An employee who makes a PID has a right to apply for relocation within the organisation, if:
          1.  Itis likely a reprisal will be taken against an employee if the employee continues in their existing
             work location; and
          2. The only practical way to remove or substantially remove the risk of a reprisal is to relocate the
             employee.
      All employees are obligated to notify the PID coordinator if they believe any staff member is suffering
      detriment as a result of reporting a wrongdoing.

      COMMITMENT TO RESPOND TO REPRISALS
      A reprisal is a detriment to the person as a result of making a PID. Reprisal may include any action
      that:

          e   Causes personal injury or prejudice to safety;
          e   Results in property damage or loss;
          e   Intimidates or harasses;
          e   Discriminates against or disadvantages the discloser’s career, profession, employment, trade or
              business;
|         e   Causes financial loss; and/or
          e   Causes damage to reputation.

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|     Public Interest Disclosure ManagementPregram-and- Procedure

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