How to get compliant with the Whistleblowing Law
Corporate fraud, bribery and espionage spring to mind when people think about whistleblowing. Itās often what we hear about in the media or see in the movies. In reality, there are many types of workplace misconduct. But knowing what these are isnāt easy. So guide employees by writing examples in your whistleblowing policy.
Providing examples in your organisationās whistleblowing policy helps employees separate grievances from harmful wrongdoing. This can help save time and resource by keeping issues that are for HR out of the whistleblowing channel. Also, by detailing a broad scope of reportable misconduct, it indicates a commitment to discouraging unethical behaviour and protecting your workforce.
Ok this does sound obvious, but stealing isnāt just about embezzlement or money laundering. It includes other types of workplace theft that may appear trivial but is still illegal. Defining this can help employees know they can report any form of theft. Examples include theft of merchandise, stock, company property or even stealing from co-workers.
Again, this may sound obvious, but an understanding of what is actual sexual harassment varies across people, companies, and cultures. With such ambiguity, this type of misconduct can often go unreported. It covers not only harassment between co-workers, but also customers, suppliers, associates and more.
Pretty much workplace bullying. Abuse of power is when a person misuses their authority to intimidate or berate others. This can take on so many forms and be difficult for people to reveal over concern of reprisal. A reporting channel is effective in uncovering such behaviour, especially if you are specific about what is unacceptable behaviour in your organisation.
This doesnāt just mean huge corporate fraud or even āfiddling the booksā (which is also misconduct). Itās about, for example, forging signatures, editing environmental documentation to improve results, or making up compliance certifications. All of which are illegal and therefore reportable.
āA one-off wonāt hurt anyone. Will it?ā Yes! Health and Safety (H&S) rules and regulations are in place for a very good reason. If these are breached, whether once or continuously, they could cause a dangerous situation, even fatality. If a person sees a H&S breach but isnāt sure how to expose it, a whistleblowing channel provides an appropriate and secure place to do so.
Accidents happen, but if an employee is intentionally causing damage to goods or property it needs to be revealed. Not only is it unethical, it could put others in serious danger, so you will want to know about it.
Drug and/or alcohol use in a workplace is usually included in a companyās code of conduct, so any abuse of this is breaching rules. Being under the influence puts others at risk, and in some cases its also breaking the law.
These are just a few examples of workplace misconduct. It is by no means a complete list. It varies from company to company and industry to industry. A policy should at least include misconduct that is a threat to the public interest. Itās a requirement of theĀ EU Whistleblowing Directive.Ā WhatĀ else you include is up to you (and what the law in your respective country says!).
If youād like to know about starting your whistleblowing policy, head over to our guide on whistleblowing implementation.
Are you interested in learning more about a whistleblowing service and safe internal reporting channels, or would you like to discuss a whistleblowing system for your organisation? Please contact us or book a free demo!
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