OmbudsmanNT Investigation Report Matters arising from allegations of inappropriate conduct by a former Commissioner of Police and another police officer May 2015
Tabled paper 1378
Tabled Papers for 12th Assembly 2012 - 2016; Tabled Papers; ParliamentNT
Tabled by Adam Giles
Made available by the Legislative Assembly of the Northern Territory under Standing Order 240. Where copyright subsists with a third party it remains with the original owner and permission may be required to reuse the material.
43 - Clear advice that staff are not protected from the consequences of their own wrongdoing by reporting it, nor for deliberately providing false or misleading information may nevertheless seek and be granted immunity from consequences from their own less serious wrongdoing, when reporting other more serious wrongdoing. B3.Multiple reporting pathways - Clear advice on to whom and how whistleblowing reports should be made, including internal reporting paths alternatives to direct line reporting (that is, guidance on when staff should consider reporting outside the normal management chain) external reporting paths, including external (contracted) hotlines and relevant regulatory or integrity agencies, and when these should be approached in the first instance. - Clear advice regarding disclosures to the media. B4.Anonymity - Clear advice that anonymous reports will be acted upon wherever possible, and about how anonymous reports/approaches may be made. C. Assessment and Investigation of Reports C1.Identification and tracking of reports - A coordinated system for tracking all significant reports of wrongdoing (including grievances) at all levels of the organisation, including clear advice to supervisors on when, how and whom to notify about staff complaints and possible whistleblowing reports. - Organisational procedure for mandatory reporting to regulatory or integrity agencies on whistleblowing reports, including early notification of significant or higher-risk reports. C2.Assessment procedures - Management procedures and skills for differentiating, as appropriate, between different types of wrongdoing (including grievances), and initiating appropriate action. - A flexible approach to the types, level and formality of investigations to be conducted, including clear criteria for when no further action is required. - Early and continuing assessment of the risks of reprisal, workplace conflict or other adverse outcomes involving whistleblowers or other witnesses. C3.Confidentiality - Commitment to the confidentiality of whistleblowing reports to the maximum extent possible, including procedures for maintaining the confidentiality of whistleblowers, persons against whom allegations have been made, and other witnesses to the maximum extent possible clear advice about possible limits of confidentiality procedures for consulting and, wherever possible, gaining consent of whistleblowers prior to any action that could identify them, including to external agencies.