DID YOU KNOW?
A well-structured reporting mechanism with anonymity and/or protection for those who disclose critical information is the foundation of any organization committed to ethics and integrity. Our evaluation encompasses the full life-cycle from receipt of a complaint to reporting final disposition, including the programs’ design, advertisement, training of staff, how to evaluate the initial information, proper documentation, programs’ compliance with legal requirements, if applicable, and much more. We also assist clients who wish to create or enhance their complaint intake structure via automation.
Bringing subject matter expertise on Whistleblower legislation and program implementation, we also work with elected officials including the international community to enhance existing or develop new whistleblower laws and regulations.
There are three key factors to any best practice WB Program, you must define:
1. Who is Protected?
2. Nature of Information to be Disclosed
3. Whom Information Disclosed
Who is Protected? Ask yourself, can the government protect a private citizen from job loss or retaliation when they do not work for them? Most Laws/Act defines this as - Employee, Former Employee, Applicant, and Contractor Employee.
Nature of Information to be Disclosed. In order to determine whether it rises to WB protection, does the information being reported rise to a public health and/or safety concern or “Gross” fraud, waste, misconduct, and/or abuse? Keep in mind, WB complaints are supposed to be the most egregious violations that tend to have a priority concern.
Whom Information Disclosed. In order to ensure consistent application and maintaining confidentiality, if required, the Law/Act will define who (entities) a “reporter” must go to in order to be reviewed for eligibility under the WB Law/Act.
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