WHISTELBLOWER PROTECTION STATEMENT

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1. Status of this statement

This is a public website statement about PROPHR’s approach to protected reporting.

It is not intended to limit any rights or protections available under the Corporations Act 2001 (Cth), the Taxation Administration Act 1953 (Cth), privacy law, workplace law or any other applicable law.

2. Commitment

PROPHR supports lawful, confidential and protected reporting of serious wrongdoing.

PROPHR will not tolerate victimisation, retaliation or detrimental conduct against a person who makes a protected disclosure or assists an investigation.

3. What may be reported

Reports may relate to suspected misconduct or an improper state of affairs, including:

• fraud;
• bribery or corruption;
• serious breach of law;
• serious breach of policy;
• dishonest conduct;
• misuse of confidential information;
• privacy or data security incidents;
• unsafe work practices;
• modern slavery concerns;
• serious conflicts of interest;
• unethical recruitment conduct;
• misleading migration-related conduct;
• concealment of wrongdoing.

4. Personal work grievances

Personal work grievances may not qualify for statutory whistleblower protection unless they involve victimisation, legal breach, systemic misconduct, public interest issues or another protected matter.

They may still be raised under grievance, HR, contractor, complaint or dispute processes.

5. How to report

Reports may be made to:

• whistleblower@prop-hr.com;
• a director of PROPHR;
• an eligible recipient under applicable whistleblower law; or
• another authorised reporting channel made available by PROPHR.

Reports may be made anonymously where permitted by law.

6. Confidentiality and investigation

PROPHR will seek to protect the identity of a protected whistleblower and handle reports confidentially, subject to legal exceptions.

Reports will be assessed and investigated where appropriate. Investigation outcomes may be limited by privacy, confidentiality and legal constraints.

7. Protection

PROPHR prohibits dismissal, demotion, harassment, intimidation, discrimination, harm, threats or other detrimental treatment because a person has made or may make a protected report.

Concerns about victimisation should be reported immediately.

8. External disclosures

Certain disclosures to ASIC, APRA, the ATO, a legal practitioner or other eligible external bodies may be protected under Australian law.

Public interest and emergency disclosures have strict legal requirements. Independent legal advice should be obtained before making a public or media disclosure.