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OmbudsmanNT Investigation Report Matters arising from allegations of inappropriate conduct by a former Commissioner of Police and another police officer May 2015



OmbudsmanNT Investigation Report Matters arising from allegations of inappropriate conduct by a former Commissioner of Police and another police officer May 2015

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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.




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44 - Procedures for determining when confidentiality cannot be ensured, and active strategies for supporting employees and managing workplaces where confidentiality is not possible or cannot be maintained. C4.Equity and natural justice - Clear procedures for the protection of the rights of persons against whom allegations have been made, including appropriate sanctions against false or vexatious allegations unreasonable breaches of confidentiality. - Clear advice to managers about to whom, when and by whom information about allegations of wrongdoing need be given, for reasons such as natural justice. D. Internal Witness Support and Protection D1.Whistleblower/internal witness support - A proactive support strategy for organisation members who report wrongdoing (that is, management initiated and not simply complaint/ concern driven), including designation of one or more officers with responsibility for establishing and coordinating a support strategy appropriate to each whistleblowing case support arrangements tailored to identified risks of reprisal, workplace conflict or other adverse outcomes. - Risk assessment and support decision making that directly involve the whistleblower(s) or other witnesses involved the identification and involvement of agreed support person(s) (for example, confidants, mentors, interview friends or similar), with agreed roles. D2.Information and advice - Timely provision of information, advice and feedback to reporters and witnesses about the actions being taken in response to disclosure reasons for actions (including no action) how to manage their role in the investigation process, including whom to approach regarding issues or concerns regarding reprisals ultimate outcomes, benefits to the organisation, and remedial change. - Provision of information, advice and access to appropriate professional support services (for example, stress management, counselling, legal, independent career counselling) external regulatory or integrity agencies that may be accessed for support. D3.Preventing and remedying detrimental action - Clear commitment that the organisation will not undertake disciplinary or adverse actions, or tolerate reprisals by anyone in the organisation including managers, as a result of disclosures. - Mechanisms for ensuring that the welfare of organisation members who report wrongdoing is monitored from the point of first report

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