ActionAid Ireland - Whistleblowing and Protected Disclosures Policy

Reasonable Belief 4.1 A worker does not need to be certain about the facts in their disclosure, it is sufficient that in the reasonable belief of the work the information tends to show one or more relevant wrongdoings and the information came to the attention of the worker in connection with their employment. [...] 11.6 The amount of contact between the Protected Disclosure Leads (or the person working on their behalf) and the worker making the disclosure during the investigations will depend on the nature of the matter raised, the potential matters involved and the clarify of the information provided in the report. [...] 11.10 The Protected Disclosure Leads will report as necessary to the Board of ActionAid Ireland providing a record of the number and type of disclosures received, the actions taken, any breaches of confidentiality or of penalisation of the actions taken to remedy these and a statement on awareness and training on the policy. [...] There is no definitive list of who can or who cannot be an ‘Other Person’, instead the legislation requires the disclosure to the ‘Other Person’ to be ‘reasonable' bearing in mind: (i) The identity of the person to whom the disclosure is made; (ii) The seriousness of the relevant wrongdoing; (iii) Whether the wrongdoing is continuing or is likely to occur in the future; (iv) Any action which the e. [...] 14.3 It is difficult to recommend a format for making a protected disclosure to an ‘Other Person’ as the nature of the criteria depends on the specifics of the situation and the nature of the relevant wrongdoing.