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You are here: About us » Legislation and Regulation » Whistleblowers Protection » Whistleblower Procedure

Whistleblowers Protection Procedure

Contents

1. Introduction / Rationale
1.1 Objects of the Whistleblowers Protection Act 2001
1.2 Purpose of the procedures

2. Scope

3. Definition of Key Terms

4. Processing a Disclosure
4.1 Summary of Process
4.2 Making a disclosure
4.3 Grounds for disclosure
4.4 Assessing a disclosure
4.5 Investigating a disclosure
4.6 Action following investigation

5. Administering these Procedures
5.1 Roles and Responsibilities
5.2 Maintaining Confidentiality
5.3 Managing the Welfare of the Whistleblower
5.4 Managing the person against whom a disclosure has been made
5.5 Collating and publishing statistics
5.6 Reviewing these procedures

6. Criminal Offences

7. Procedure Related Documents

8. Further Information Contacts

1. Introduction

1.1 Objects of the Whistleblowers Protection Act 2001

The main object of the Whistleblowers Protection Act 2001(the Act) is to encourage and facilitate the making of disclosures of improper conduct by public service and public bodies and to establish a system for matters to be investigated. The Act provides protection to a person who makes a disclosure and remedies for the person where detrimental action has been taken against them.

1.2 Purpose of the Procedures

These procedures establish a uniform process for receiving, assessing and investigating disclosures under the Act in relation to the department or an employee of the department.

The procedures outline the roles and responsibilities of the department and of the various persons involved in administering the provisions of the Act within the department.

DPI employees are encouraged to raise matters of concern at any time with their supervisor / manager through the normal channels of communication.

2. Scope

These procedures apply to all DPI employees as well as to members of the public who make disclosures relating to DPI or a DPI employee.

3. Definitions of Key Terms

The following terms are defined in the Whistleblowers Protection Policy.

• Act
• Corrupt Conduct
• Detrimental Action
• Disclosure
• DPI Employee
• Improper Conduct
• Natural Justice
• Protected Disclosure
• Public Body
• Public Interest Disclosure
• Public Officer
• Substantial mismanagement of public resources
• Substantial risk to public health and safety or the environment
• Whistleblower

4. Processing a Disclosure

4.1 Summary of Process

The flowchart in Attachment A contains a summary of the processes involved in receiving, assessing and investigating disclosures. Detailed information on these processes is provided in subsequent sections of this document. 4.2 Making a Disclosure A disclosure can only be made by an individual and not by a company, organisation or group of people. The individual may make the disclosure orally, in writing (hard copy) or electronically. The disclosure may be made anonymously. If the disclosure has been made anonymously, it will be referred to the Ombudsman for appropriate action.

An oral disclosure may be made to an employee of the department or to the Ombudsman. A written disclosure must be addressed, and sent or delivered, to the department or to the Ombudsman at the following addresses:

Department of Primary Industries	Ombudsman Victoria
Protected Disclosure Coordinator Department of Primary Industries 1 Spring Street (PO Box 4440) Melbourne, Vic. 3001 Phone: (03) 9658 4012	The Ombudsman Victoria Level 9, 459 Collins Street (North Tower) Melbourne, Vic. 3001 Phone: (03) 9613 6222 Toll free: 1800 806 314

 

If a disclosure is received orally by the department, a written record should be made of the disclosure at the earliest possible opportunity.

For DPI to respond to a disclosure, the disclosure must concern a DPI employee. If the disclosure concerns an employee or member of another public body, the person who has made the disclosure will be advised of the correct person or body to where the disclosure should be directed as summarised below:

Person subject of the disclosure:	Person/body to whom the disclosure must be made:
Employee of a public body	That public body or the Ombudsman
Member of Parliament (Legislative Assembly)	Speaker of the Legislative Assembly
Member of Parliament (Legislative Council)	President of the Legislative Council
Councillor	The Ombudsman
Chief Commissioner of Police	The Ombudsman or the Director, Police Integrity
Member of the police force	The Ombudsman, the Director, Police Integrity or the Chief Commissioner of Police

 

4.3 Grounds for Disclosure

A disclosure can be made if a person believes that DPI or a DPI employee has demonstrated improper conduct as defined.

A disclosure can also be made if the person who made the disclosure has reasonable grounds to believe that he /she is being harassed or victimised for making the disclosure. The Act makes it an offence for a person to take detrimental (harmful) action against another person for making a protected disclosure

Some examples of improper conduct are provided below for illustrative purposes:

Corrupt conduct

• An employee sells confidential department information for personal gain
  
• An employee receives a bribe or payment (other than his/her salary) in exchange for discharging an official duty.
  
• An employee favours applications for jobs or permits by friends and relatives.

Substantial mismanagement of public resources

• The Manager of the department’s car pool knowingly allows DPI employees to use official cars for personal business on a regular basis.

Substantial risk to public health or safety or the environment

• An agricultural officer delays or declines to impose quarantine on a farm to allow a farmer with financial problems to sell diseased stock. Leading to a spread of the disease to surrounding farms and posed a significant risk to public health and safety.

Assessing a Disclosure

4.4.1. Overview

A disclosure must be assessed as a protected disclosure (or as a public interest disclosure) to be managed under the provisions of the Whistleblowers Protection Act 2001.

A protected disclosure will be investigated by the Department. A public interest disclosure will be investigated by the Ombudsman unless referred by the Ombudsman to the Department.

4.4.2. Assessment as a “Protected Disclosure” under the Act

To make an assessment that the disclosure is a protected disclosure under the Act, the DPI protected disclosure coordinator must be satisfied that the disclosure meets all the following criteria:

• The disclosure was made by an individual person rather than by a company, organisation or group of people
  
• The disclosure relates to conduct of the department or to an employee of the department acting in their official capacity
  
• The alleged conduct is either improper conduct or detrimental action taken against a person in reprisal for making a protected disclosure (see Key Definitions in the Policy)
  
• The person making the disclosure has reasonable grounds for believing the alleged conduct has occurred (that is, the belief is be supported by facts and circumstances rather than by mere suspicion).

The department may seek further information from the whistleblower or other persons mentioned in the disclosure to assist in making this assessment.

4.4.2.1. Notification of result of assessment

Where a disclosure is assessed not to be a protected disclosure, the department will advise the whistleblower within 45 days of this decision and of the grounds on which the decision was based. The person will also be advised of their right of appeal to the Ombudsman and of other ways in which they can pursue action through the department’s general complaints channels or other mechanisms.

Where a disclosure is assessed as a protected disclosure, the whistleblower will be advised that it will be investigated.

4.4.2.2 Protections under Part 3 of the Act for protected disclosures

The following protections in the Act apply to protected disclosures:

• Immunity from civil and criminal liability or disciplinary action for making the disclosure
  
• protection from defamation action
  
• protection from reprisal
  
• the right to seek injunction or damages for reprisal, and
  
• offence to reveal confidential information.

4.4.3 Assessment as a Public Interest Disclosure under the Act

If a disclosure is assessed as a protected disclosure, the Protected Disclosure Coordinator will then assess whether the disclosure is a public interest disclosure under the Act.

In making this assessment, the protected disclosure coordinator must be satisfied that there is sufficient evidence to demonstrate that the conduct or detrimental action has occurred, is occurring, or will occur. The protected disclosure coordinator may seek further information to reach a conclusion.

The assessment of whether a protected disclosure is a public interest disclosure must be made by the Department within 45 days of the receipt of the disclosure.

4.4.3.1. Notification of the result of the assessment

Where the protected disclosure coordinator concludes that the disclosure is a public interest disclosure, he or she will, within 14 days of reaching that conclusion:

• notify the whistleblower of that conclusion; and
  
• refer the disclosure to the Ombudsman for formal determination as to whether it is a public interest disclosure.

Where the protected disclosure coordinator concludes that the disclosure is not a public interest disclosure, he or she will, within 14 days of reaching that conclusion:

• notify the whistleblower of that conclusion and advise them that DPI will investigate the disclosure as a protected disclosure; and
  
• advise the whistleblower that he or she may, within 28 days, request DPI to refer the disclosure to the Ombudsman for a determination as to whether the disclosure is a public interest disclosure.

Notification to the whistleblower is not necessary where the disclosure has been made anonymously.

4.4.4. Difference between a Protected Disclosure and a Public Interest Disclosure

The difference between a protected disclosure and a public interest disclosure is the strength of the evidence provided by the whistleblower in support of allegations of improper conduct.

For a protected disclosure, it is sufficient if the whistleblower has demonstrated that there are reasonable grounds to believe that the conduct has, or will, occur.

For a public interest disclosure, the department and the Ombudsman must be satisfied that there is sufficient supporting material to demonstrate that the conduct has actually occurred, is occurring or is likely to occur.

A protected disclosure will be investigated by the Department. A public interest disclosure can be investigated either by the Ombudsman or, at his direction, by the Department. If the disclosure indicates the possibility of a criminal offence, the Ombudsman may refer the disclosure to Victoria Police for investigation.

4.5 Investigating a Protected Interest Disclosure

4.5.1. Commencing an Investigation

If a disclosure is to be investigated by the Department, the protected disclosure coordinator will appoint an investigator to carry out the investigation. The investigator may be a DPI employee or a contractor engaged for this purpose.

The objectives of an investigation will be to:

• Collate information relating to the allegation as quickly as possible. This may involve taking steps to protect or preserve documents, materials and equipment
  
• Consider the information collected and to draw conclusions objectively and impartially
  
• Maintain procedural fairness (refer section 4.5.6) in the treatment of witnesses and the person who is the subject of the disclosure, and
  
• Make recommendations arising from the conclusions drawn concerning action to remedy the issue or other appropriate action.

4.5.2 Preparing and Approving Terms of Reference

The protected disclosure coordinator is responsible for drawing up terms of reference and obtain authorisation for those terms from the Department Secretary. The terms of reference will include:

• a date by which the investigation report is to be concluded and will ensure sufficient resources are available to the investigator to complete the investigation within the time set.
  
• Provision for an extension of the timeframe where reasonable circumstances exist.
  
• A requirement for the investigator to make regular reports to the protected disclosure coordinator to ensure that the investigation maintains its relevance to the allegations and is being carried out efficiently and effectively.

4.5.3 Preparing an Investigation Plan

The investigator will prepare an investigation plan for approval by the protected disclosure coordinator. The plan will address the following matters:

• What is being alleged;
  
• What are the issues to be proven;
  
• What are the possible findings or offences;
  
• What are the facts in issue;
  
• How is the inquiry to be conducted; and
  
• What resources are required?

4.5.4 Notification to the Ombudsman

The protected disclosure coordinator will provide the Ombudsman with a copy of the Terms of Reference and the Investigation Plan within one month of receiving the case for investigation.

4.5.5 Notification to whistleblower

At the commencement of the investigation, the investigator will liaise with the whistleblower to:

• confirm that he or she has been appointed to conduct the investigation
  
• asked to clarify any matters, and
  
• asked to provide any additional material he or she might have.

4.5.7 Conducting the Investigation

The following principles will apply to the investigation:

• In the case of a public interest disclosure, the investigation will not commence until the Ombudsman formally refers the disclosure to the department for investigation.
  
• DPI will follow the principles of natural justice, as defined, in investigating a public interest disclosure,
  
• The protected disclosure coordinator will provide the investigator with all documents relating to the investigation prior to interviews with relevant persons being conducted
  
• The investigator will make timely and complete notes of all discussions and phone calls.
  
• Where practicable, all interviews with witnesses will be taped.
  
• All information gathered in the investigation will be stored securely.
  
• Interviews will be conducted in private and the investigator will take all reasonable steps to protect the identity of the whistleblower.
  
• Where disclosure of the identity of the whistleblower cannot be avoided, due to the nature of the allegations, the investigator will warn the whistleblower and his or her welfare manager of this probability.
  
• If a witness has a special need for legal representation or support, the investigator may allow the witness to have such legal or other representation or support during an interview. The role of the support person is to advise or support the witness and not to answer questions on their behalf.

4.5.8 Investigation by the Ombudsman

An investigation may be referred to or taken over by the Ombudsman.

The protected disclosure coordinator may refer an investigation where, an investigator advises::

• He or she is being obstructed by, for example, the non-cooperation of key witnesses; or
  
• The investigation has revealed conduct that may constitute a criminal offence.

The Ombudsman may take over an investigation if he is not satisfied with the investigation by the department.

The whistleblower may request the Ombudsman to conduct the investigation if he/she has reasonable grounds to be dissatisfied with the investigation being conducted by the department.

The whistleblower will be informed if an investigation has been referred by the department or taken over by the Ombudsman.

In all cases, the department will inform the Ombudsman in writing of any information received during the investigation process, and any findings made so far. The Ombudsman will then decide how the investigation should proceed.

4.5.9 Reporting Requirements

The protected disclosure coordinator will keep both the Ombudsman and the whistleblower informed on a regular basis regarding the progress of the investigation.

Where the Ombudsman or the whistleblower requests information about the progress of an investigation, that information must be provided within 28 days of the date of the request.

4.6 Action Following Investigation

4.6.1 Investigator’s Final Report

At the conclusion of the investigation, the investigator must submit a written report of his or her findings to the protected disclosure coordinator containing the following information:

• The allegation/s;
  
• Details of all information/evidence received and if the investigator has rejected evidence as being unreliable the reasons for this opinion being formed;
  
• The conclusions reached and the basis for them; and
  
• Any recommendations arising from the conclusions.

4.6.2 Allegation/s supported by the investigation

Where the investigator has found that the conduct disclosed by the whistleblower has occurred, recommendations made by the investigator will include:

• The steps that need to be taken by DPI to prevent the conduct from continuing or occurring in the future; and
  
• Any action that should be taken by DPI to remedy any harm or loss arising from the conduct. This action may include bringing disciplinary proceedings against the employee responsible for the conduct and referring the matter to an appropriate authority for further consideration.

The report will be accompanied by all evidence gathered during the investigation.

Where the investigator’s report is to include any adverse comment/s against any person, that person must be given the opportunity to respond and his or her response must be fairly included in the report.

The report must not disclose particulars likely to lead to the identification of the whistleblower.

4.6.3 Action to be Taken

If the protected disclosure coordinator is satisfied with the investigator’s findings:

• He or she will recommend to the Department Secretary the action that must be taken to prevent the conduct from continuing or occurring in the future.
  
• He or she may also recommend that action be taken to remedy any harm or loss arising from the conduct.
  
• provide a report setting out the findings of the investigation and any remedial steps taken by the Department to the Ombudsman.
  
• inform the whistleblower in writing of the results of the investigation and any action taken or to be taken as a result (in many cases it would not be appropriate to provide a copy of the report).
  
• If the allegation is substantiated, or the department takes any action, a written report must also be provided to the responsible Minister.

4.6.4 Allegations not supported by the investigation

Where the investigation concludes that the allegations are clearly wrong or unsubstantiated, the protected disclosure coordinator will report these findings to the Ombudsman and to the whistleblower.

The fact that the investigation has been carried out, the results of the investigation, and the identity of the DPI employee will remain confidential. If the DPI employee is aware of the allegations or the fact of the investigation, he/she will be advised in writing of the outcome of the investigation.

5. Administering these Procedures

5.1 Roles and Responsibilities

5.1.1 The Department

The role of the department is to:

• develop and promote a Whistleblower Protection policy and procedures to DPI employees
  
• receive and assess disclosures of improper conduct
  
• refer disclosures to the Ombudsman
  
• carry out investigations on disclosures referred by the Ombudsman
  
• take action in response to findings that improper conduct has occurred
  
• protect whistleblowers from reprisals (i.e. detrimental action or retaliation)
  
• inform the Ombudsman, the Minister (as required), the whistleblower and the employee of the result of each investigation, and
  
• collate and publish statistics about disclosures received.

5.1.2 DPI Employees

Employees are encouraged to report known or suspected incidents of improper conduct or detrimental action in accordance with these procedures.

All DPI employees have an important role to play in supporting those who have made a legitimate disclosure. They must not involve themselves in any activity that is, or could be seen to be, victimisation or harassment of a person who who they know or believe has made a disclosure. They must also protect and maintain the confidentiality of a person they know or suspect to have made a disclosure.

5.1.3 Protected Disclosure Officers

Protected Disclosure Officers will:

• be a contact point for general advice about the operation of the Act for any person wishing to make a disclosure about improper conduct or detrimental action
  
• make arrangements for a disclosure to be made privately and discreetly and, if necessary, away from the workplace
  receive any disclosure made orally or in writing (from internal and external whistleblowers)
  
• commit to writing any disclosure made orally
  
• impartially assess the allegation and determine whether it is a disclosure made in accordance with Part 2 of the Act (that is, ‘a protected disclosure’)
  
• take all necessary steps to ensure the identity of the whistleblower and the identity of the person who is the subject of the disclosure are kept confidential
  
• where necessary, seek clarification on the nature of the disclosure from the protected disclosure coordinator; and
  
• forward all disclosures and supporting evidence to the protected disclosure coordinator.

5.1.4 Protected Disclosure Coordinator

The protected disclosure coordinator has a central ‘clearinghouse’ role in the internal reporting system. He/she will:

• receive all disclosures forwarded from the protected disclosure officers
  
• receive all phone calls, emails and letters from members of the public or employees seeking to make a disclosure
  
• impartially assess each disclosure to determine whether it is a public interest disclosure
  
• coordinate the reporting system used by the department
  
• be a contact point for general advice about the operation of the Act
  
• be responsible for ensuring that DPI carries out its responsibilities under the Act and the Ombudsman Victoria Guidelines
  
• liaise with the Ombudsman in regard to the Act
  
• be responsible for carrying out, or appointing an investigator to carry out, an investigation referred to the department by the Ombudsman
  
• be responsible for overseeing and coordinating an investigation where an investigator has been appointed
  
• where necessary, appoint a welfare manager to support the whistleblower and to protect him or her from reprisals
  
• advise the whistleblower of the progress of an investigation into the disclosed matter
  
• establish and manage a confidential filing system
  
• collate and publish statistics on disclosures made
  
• take all necessary steps to ensure the identity of the whistleblower and the identity of the person who is the subject of the disclosure are kept confidential, and
  
• liaise with the Secretary of the department as required on disclosures under the Act.

5.1. 5 Investigator

An investigator may be a person from within the department or a contractor and will be responsible for carrying out an investigation into a disclosure in accordance with these procedures.

5.1. 6 Welfare Manager

A welfare manager is appointed by the protected disclosure coordinator to look after the general welfare of the whistleblower, including:

• examine the immediate welfare and protection needs of the whistleblower and seek to promote a work environment that supports the whistleblower
  
• advise the whistleblower of the legislative and administrative protections available to him or her
  
• listen and respond to any concerns of harassment, intimidation or victimisation in reprisal for making a disclosure
  
• keep an up to date and complete record of all aspects of the case management of the whistleblower, including all contact and follow-up action, and try to ensure that the expectations of the whistleblower are realistic.

Maintaining Confidentiality

Information about a disclosure and the identity of both the whistleblower and the person who is the subject of the disclosure is confidential and may not be revealed by any person except in very limited circumstances. Revealing such information is a breach of the Act and constitutes a criminal offence.

The circumstances in which a person may disclose information obtained about a protected disclosure include:

• where exercising the functions of the Department under the Act
  
• when making a report or recommendation under the Act
  
• when publishing statistics in the annual report of the Department, and
  
• in criminal proceedings for certain offences in the Act.

However, the Act prohibits:

• the inclusion of particulars in any report or recommendation that is likely to lead to the identification of the whistleblower
  
• the disclosure of particulars in an annual report and other reports to Parliament that might lead to the identification of a person against whom a protected disclosure is made.

DPI will ensure that:

• All paper and electronic files are secure and can only be accessed by authorised officers
  
• All printed material is kept in files that are clearly marked as a WPA matter and include a prominent warning on the front of the file that criminal penalties apply to any unauthorised divulging of information concerning a protected disclosure
  
• Any files saved on a portable storage device are password protected
  
• Any other material, such as tapes from interviews, are stored securely with access only to authorised officers
  
• Communications are not conducted via email or facsimile machines to which other persons have general access, and
  
• All phone calls and meetings are conducted in private.

5.3 Managing the Welfare of the Whistleblower

5.3.1. Protecting Whistleblowers

The protected disclosure coordinator will appoint a welfare manager for all whistleblowers who have made a protected disclosure. The welfare manager will comply with their duties and obligations set out in section 5.1.6.

DPI employees will be advised that it is an offence to take detrimental action against a person who has made a protected disclosure. The taking of detrimental action in breach of this provision can also be considered as grounds for making a further disclosure under the Act and can result in a further investigation.

5.3.2. Keeping the Whistleblower Informed

The protected disclosure coordinator will ensure that the whistleblower is informed on a regular basis of the action being taken in relation to the disclosure.

The whistleblower will also be provided with a guide on their rights and obligations under the Act.

All communication with the whistleblower will be in plain English.

5.3.3. Occurrence of Detrimental Action

If a whistleblower reports an incident of harassment, discrimination or adverse treatment that would amount to detrimental action apparently taken as a result of making a disclosure, the welfare manager will:

• Record details of the incident;
• Advise the whistleblower of his or her rights under the Act; and
• Advise the protected disclosure coordinator or Department Secretary of the detrimental action.

Where the detrimental action is of a serious nature likely to amount to a criminal offence, the department will consider reporting the matter to the Ombudsman and/or Victoria Police.

The taking of detrimental action against the person who made the disclosure can be an offence against the Act as well as grounds for making a further disclosure. Where such detrimental action is reported, the protected disclosure coordinator will assess the report as a new disclosure under the Act and these procedures will apply.

5.3.4 Whistleblowers Implicated in Improper Conduct, or disciplinary matters

A whistleblower is not protected from the reasonable consequences flowing from any involvement in improper conduct. However, in some circumstances, an admission may be a mitigating factor when considering disciplinary or other action.

Where disciplinary or other action relates to conduct that is the subject of the whistleblower’s disclosure, the disciplinary or other action will only be taken after the disclosed matter has been appropriately dealt with.

In all cases where disciplinary or other action is being contemplated against a whistleblower, the Secretary must be satisfied that the facts clearly demonstrate that:

• The intention to proceed with disciplinary action is not directly connected to the making of the disclosure;
• There are good and sufficient grounds that would fully justify action against any non-whistleblower in the same circumstances; and
• There are good and sufficient grounds that justify exercising any discretion to institute disciplinary or other action.

The protected disclosure coordinator will thoroughly document the process including recording the reasons why the disciplinary or other action is being taken, and the reasons why the action is not as a result of making the disclosure. The protected disclosure coordinator will clearly advise the whistleblower of the proposed action to be taken, and of any factors that have been taken into account in deciding this action.

Any disciplinary action taken will be in compliance with the DPI Managing Unsatisfactory Performance policy and procedure and/or the DPI Investigating and Managing Misconduct policy and procedure.

5.4 Managing the Person against whom a Disclosure Has Been Made

DPI will take all reasonable steps to ensure the confidentiality of the employee against whom a disclosure is made throughout the process.

The protected disclosure coordinator will ensure that the employee who is the subject of a disclosure investigated by or on behalf of the department is afforded natural justice.

The employee who is the subject of the disclosure will be informed of their rights and obligations under the Act, DPI’s reporting system and any other relevant law or code of conduct.

Where the investigation does not substantiate the allegation made, the fact that the investigation has been carried out, the results of the investigation and the identity of the employee who is the subject of the disclosure will remain confidential.

Where the allegations in a disclosure have been investigated, and the employee who is the subject of the disclosure is aware of the allegations or the fact of the investigation, the protected disclosure coordinator will formally advise the employee of the outcome of the investigation.

DPI will give its full support to the employee where the allegations contained in a disclosure are clearly wrong or unsubstantiated. If the matter has been publicly disclosed, the Department Secretary of DPI will consider any request by the employee to issue a statement of support setting out that the allegations were clearly wrong or unsubstantiated.

5.5 Collating and Publishing Statistics

The Protected Disclosure Coordinator will establish a secure register to record the information required to be published in the annual report in accordance with the Act and to generally keep account of the status of whistleblower disclosures. The register will be confidential and will not record any information that may identify the whistleblower.

5.6 Reviewing these procedures

These procedures will be reviewed annually to ensure they meet the objectives of the Act and accord with the Ombudsman’s guidelines.

6. Criminal Offences

DPI will ensure that all employees, including those appointed to handle protected disclosures, are aware of the following offences created by the Act:

Offence	Maximum penalty under the Act
It is an offence for a person to take or threaten detrimental action in reprisal for a protected disclosure being made.	240 penalty units or two years imprisonment or both.
It is an offence for a person to divulge information obtained as a result of the handling or investigation of a protected disclosure without legislative authority	60 penalty units or six months imprisonment or both.
It is an offence for a person to obstruct the Ombudsman in performing his responsibilities under the Act.	240 penalty units or two years imprisonment or both.
It is an offence for a person to knowingly provide false information under the Act with the intention that it be acted on as a disclosed matter	240 penalty units or two years imprisonment or both.
Penalty points are indexed annually and are worth $119.45 effective from 1 July 2010.

 

7. Procedure Related Documents

DPI Policy and Procedure Documents:

Whistleblowers Protection Policy
Whistleblower Guide
Conflict of Interest Policy
Investigating and Managing Misconduct Policy
Investigating and Managing Misconduct Procedure
Managing Unsatisfactory Performance and Behaviour Policy
Managing Unsatisfactory Performance and Behaviour Procedure

Other documents and websites external to DPI:
Application of Public Sector Employment Principles Standard No 1 (2006)
Code of Conduct for public sector employees
PSSC Guidelines: Fair and reasonable treatment
PSSC Guidelines: Reasonable Avenues of Redress
VPS Agreement 2006

State Legislation:
Whistleblowers Protection Act 2001
Whistleblowers Protection Regulations 2001

8. Further Information Contacts

Protected Disclosure Coordinator
Department of Primary Industries
1 Spring Street
(GPO Box 4440)
Melbourne Vic 3001
Telephone: (03) 9658 4012

Protected Disclosure Officer (PDO):
David Coate
Workplace Relations Adviser
Department of Primary Industries
GPO Box 4440 (1 Spring Street) Melbourne 3001
Ph: (03) 9658 4051

Protected Disclosure Officer (Suspected Fraud):
Gabrielle Castree
Manager Assurance
Department of Primary Industries
GPO Box 4440 (1 Spring Street) Melbourne 3001
Ph: (03) 9658 4057

Protected Disclosure Officer (Suspected Fraud):
John Trakas
Senior Risk Management Advisor
Department of Primary Industries
GPO Box 4440 (1 Spring Street) Melbourne 3001
Ph: (03) 9658 4123

Authorised by: Effective Date: Last Amendment Date: Review Due Date: Superseded Documents: Delegation Level:

Executive Director, People & Culture 11 November 2004 30 July 2010 30 July 2011 Whistleblowers Protection Act 2001 Procedure N/A