Version 2024.01<\/span><\/p>\n <\/p>\n <\/p>\n This policy will be reviewed every two years from the approval date, or if the relevant regulatory frameworks change in a way that means this policy is no longer applicable.\u00a0\u00a0<\/p>\n \n<\/span><\/p>\n <\/p>\n This policy applies to ÁùºÏ²ÊͶעÍø to ensure individuals who disclose significant (see disclosable matters) wrongdoing in relation to the School can do so safely, securely and with confidence that they will be protected and supported.<\/span><\/p>\n This policy will be published on the ÁùºÏ²ÊͶעÍø website and made available to Board members and employees.<\/span><\/p>\n Complaints or allegations of staff misconduct that do not meet the criteria of a whistleblowing disclosure will be addressed in accordance with the School\u2019s <\/span>Complaints Handling Policy and Procedures<\/span><\/i>.<\/span><\/p>\n Disclosures about reportable conduct will be addressed in accordance with the School\u2019s <\/span>Child Protection Policy<\/span><\/i>.<\/span><\/p>\n Disclosures regarding a grievance between staff members about work matters, including work relationships and decisions made by other staff members which impact on their work, unlawful discrimination, harassment or bullying complaints may be addressed in accordance with the School\u2019s <\/span>Staff Grievance Policy<\/span><\/i>.\u00a0<\/p>\n <\/span><\/p>\n <\/p>\n A qualifying disclosure is when an eligible whistleblower makes a disclosure to an eligible recipient, and the eligible whistleblower has reasonable grounds to suspect that the information concerns a disclosable matter.<\/p>\n <\/span><\/p>\n <\/p>\n An eligible whistleblower is an individual who is or has been any of the following, in relation to the School:<\/span><\/p>\n A disclosure can be made anonymously and still be protected under the <\/span>Corporations Act<\/span><\/i>. A discloser can choose to remain anonymous while making a disclosure, over the course of the investigation and after the investigation is finalised.<\/span>\u00a0<\/span><\/p>\n However, this may make it difficult to investigate the reported matter. The school therefore encourages disclosers to provide their names.\u00a0<\/span><\/p>\n If a discloser wishes to disclose anonymously, the discloser should provide sufficient information to allow the matter to be properly investigated. The School encourages the discloser to provide an anonymous email address through which additional questions can be asked and information provided. It will also allow the School to report the progress of the investigation to the discloser, as appropriate.\u00a0\u00a0<\/span><\/p>\n <\/p>\n A disclosable matter is a disclosure of information where the eligible whistleblower has reasonable grounds to suspect that the information relating to the School or a related company concerns:<\/span><\/p>\n This may include any conduct in relation to the operation of the School that involves:<\/span><\/p>\n If a disclosure is not about a disclosable matter, it will not qualify for whistleblower protection under the <\/span>Corporations Act<\/span><\/i>.<\/span><\/p>\n Whether a discloser would have \u2018reasonable grounds to suspect\u2019 is based on the reasonableness of the reasons for the discloser’s suspicion, having regard to all the circumstances when considered objectively.\u00a0<\/span><\/p>\n If a disclosure is made without ‘reasonable grounds to suspect\u2019, the disclosure will not be a qualifying disclosure and the discloser will not have the protections provided for under this policy and the Corporations Act. Any deliberate false reporting will be regarded very seriously.<\/span><\/p>\n A discloser can still qualify for protection even if their disclosure turns out to be incorrect.\u00a0<\/span><\/p>\n Generally, disclosures that concern personal work-related grievances do not qualify for protection.\u00a0\u00a0<\/span><\/p>\n A disclosure will concern a personal work-related grievance of the discloser if the information:<\/span><\/p>\n Examples of disclosures regarding personal work-related grievances that may not qualify for protection include:<\/span><\/p>\n These matters will be addressed in accordance with the school\u2019s Staff Grievance Policy.<\/span><\/p>\n A personal work-related grievance may still qualify for protection if:<\/span><\/p>\n <\/p>\n An eligible recipient is an individual who occupies any of the following roles, in relation to the school or a related company:<\/span><\/p>\n While an eligible whistleblower can make a disclosure directly to any eligible recipient, the School encourages them to make a disclosure in writing to the Principal, via email at <\/span>principal@emanuelschool.nsw.edu.a<\/span><\/a>u.<\/span><\/p>\nVersion History<\/b><\/h4>\n
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\n Version\u00a0<\/b><\/td>\n Notes\u00a0<\/b><\/td>\n Author\u00a0<\/b><\/td>\n Date of Change<\/b><\/td>\n<\/tr>\n \n 2024.01.\u00a0\u00a0<\/span><\/td>\n Policy Review\u00a0 \u00a0<\/span><\/td>\n Andrew Watt\u00a0 \u00a0<\/span><\/td>\n \u00a029 February 2024\u00a0 \u00a0<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div>\n Review<\/b><\/h4>\n
INTRODUCTION<\/b><\/h2>\n
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Purpose and scope<\/b><\/h4>\n<\/li>\n<\/ul>\n
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Related policies<\/b><\/h4>\n<\/li>\n<\/ul>\n
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WHAT IS A QUALIFYING DISCLOSURE?<\/b><\/h2>\n<\/li>\n<\/ul>\n
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WHO CAN MAKE A QUALIFYING DISCLOSURE?<\/b><\/h2>\n<\/li>\n<\/ul>\n
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Eligible whistleblowers<\/b><\/h4>\n<\/li>\n<\/ul>\n
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Anonymous disclosures<\/b><\/h4>\n<\/li>\n<\/ul>\n
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DISCLOSABLE MATTERS THAT QUALIFY FOR PROTECTION<\/b><\/h2>\n<\/li>\n<\/ul>\n
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Disclosable matters<\/b><\/h4>\n<\/li>\n<\/ul>\n
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Reasonable grounds to suspect<\/b><\/h4>\n<\/li>\n<\/ul>\n
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Personal work-related grievances<\/b><\/h4>\n<\/li>\n<\/ul>\n
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WHO CAN RECEIVE A QUALIFYING DISCLOSURE<\/b><\/h2>\n<\/li>\n<\/ul>\n
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Eligible recipients<\/b><\/h4>\n<\/li>\n<\/ul>\n
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Making a qualifying disclosure<\/b><\/h4>\n<\/li>\n<\/ul>\n