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

    A discloser who considers they are the subject of a reprisal should report it immediately to the PID
    Coordinator. Any staff member who becomes aware of a reprisal or suspect one may occur must report
    it to the PID Coordinator.

    Each allegation of reprisal must be taken seriously, reported and responded to. Each reprisal must be
    assessed separately from the initial PID as a separate PID.
    In the event of a reprisal being alleged or suspected, Council has a duty to support and protect the
    Council officer who made the initial PID by:
       e   Attending to the safety of the discloser or any affected third parties as a matter of priority;
       e   Reviewing and updating the risk assessment of reprisal and any protective measures needed;
           and
       e   Managing any allegation of a reprisal as a PID in its own right.
    Disclosers of a reprisal will be informed of the progress of the investigation and the outcome of any
    investigation into the reprisal.
    Where evidence of a reprisal is established the organisation will take all steps possible to stop the
    reprisal and protect the discloser. The action taken by the organisation will depend on the
    circumstances and seriousness of the reprisal. Any employee found to be engaging in an activity that is
    deemed a reprisal under the PID Act will be subject to disciplinary action in accordance with Council's
    Employee Code of Conduct and HR Disciplinary Procedures.
    It is important to note that unrelated disciplinary action or other work-related action against a discloser
    may be considered as reasonable management action and therefore not a reprisal under the PID Act.
    The table below outlines the relevant responsibilities in relation to reprisals.
    Responsible Officer                                Responsibilities
    Managers and Supervisors                           Not behave in a manner that causes, or attempts
                                                      to conspire to cause, detriment to another person
                                                       because they have made or may make a PID.
    PID Coordinator                                    Report reprisal and arrange for appropriate
                                                       investigation.
  |Discloser                                        sd Reportreprisals.
    Subject Officer                                    Not to behave in a manner that causes, or
                                                       attempts to conspire to cause, detriment to
                                                       another person because of a PID.
    All employees/Councillors                          Not to behave in a manner that causes, or
                                                       attempts to conspire to cause, detriment to
                                                       another person because of a PID. Report any
                                                       identified reprisals to CEO or PID Coordinator.

    COMMITMENT TO KEEPING THE DISCLOSER INFORMED
    The discloser must be provided with reasonable information from the CEO or PID Coordinator
    regarding the PID process, including:
       e   The likely timeframes;
       e   Their involvement in the investigation process;
       e   The importance of maintaining confidentiality;
       e   The protections under the Public Interest Disclosure Act 2010 that will apply;
       e   That the entity will keep the information disclosed, including the discloser’s identity confidential,
           except as allowed under the Public Interest Disclosure Act 2010.
       e   How they will be advised of progress and outcomes; and
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    Public Interest Disclosure ManagementPregram-and-Procedure

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