WHISTLEBLOWER POLICY
Its aims to encourage employees and other stakeholders to report concerns on misconduct or malpractice (i.e. improper, illegal or negligent behaviour) in good faith, without malice or personal benefit that may be detrimental to the RLAF and/or public interest.
Without the fear of reprisal, discrimination or adverse consequences, it enables RLAF to take timely and appropriate actions for any allegations, thereby propagating a culture of probity, respect and transparency.
It also encouraged employees and other stakeholders to raise their concerns with an assurance of confidentiality and protection in the policy.
- Purpose and Scope
Its aims to encourage employees and other stakeholders to report concerns on misconduct or malpractice (i.e. improper, illegal or negligent behaviour) in good faith, without malice or personal benefit that may be detrimental to the RLAF and/or public interest.
Without the fear of reprisal, discrimination or adverse consequences, it enables RLAF to take timely and appropriate actions for any allegations, thereby propagating a culture of probity, respect and transparency.
It also encouraged employees and other stakeholders to raise their concerns with an assurance of confidentiality and protection in the policy.
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Ways to Raise Whistle – Blowing concerns
The internal whistle-blower (e.g. employee) can report to his/her direct supervisor, use the internal channels (e.g. reporting hotline, mail, and online form) or report to an external agency (e.g. Office of the Commissioner of Charities). In the event if the alleged party concern is the CEO, the whistle-blower can report to the RLAF Chairman/ Board of Trustees.
Depending on the severity of the alleged concern (e.g. when the concern involves a criminal offence), the charity can refer the matter to the relevant external agency.
On the other hand, the external whistle-blower can raise the concern either through the internal and/or external channels.
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Below is a simplified whistle-blowing process:
a. Initiation (i.e. raising of the concern);
b. Assessment of the concern;
c. Investigation to substantiate the concern; and
d. Measures to ensure that the recommended course of action is carried out, including proper follow-up, notification of the outcome to the whistle-blower for non-anonymous concern raised and closure of the case.