Whistleblower policy

Who can make a disclosure

Current and former employees and on-hire workers, officers, contractors and suppliers and their employees, and relatives or dependants of any of those people.

What is covered

Misconduct, or an improper state of affairs, in relation to Infinity Workforce. That includes fraud, bribery, theft, deliberate underpayment or falsification of records, conduct that endangers a worker, breaches of labour hire licensing or work health and safety law, coercion of workers, and conduct that represents a danger to the public or the financial system.

Personal work-related grievances — a dispute about your own shift allocation, a disagreement with a supervisor — are handled through our normal grievance process rather than this policy, unless they also involve conduct of the kind above or victimisation for having made a disclosure.

How to make a disclosure

You can disclose to a director or senior manager of Infinity Workforce, to our external auditor, or to a legal practitioner for advice about the whistleblower provisions. You can also disclose to ASIC or another Commonwealth regulator.

To raise it with us: Privacy Officer, Infinity Workforce Pty Ltd, Suite 21, 1–5 Jacobs Street, Bankstown NSW 2200, or [email protected], or 02 8773 2132. Mark your correspondence "Whistleblower disclosure — confidential".

You may make a disclosure anonymously and remain anonymous throughout, including during any investigation. If you do, consider providing a way to contact you that does not identify you, so we can ask follow-up questions.

Protections

Your identity is confidential. We will not disclose it without your consent except where the law permits, such as to ASIC or a legal practitioner.

You are protected from detriment. Dismissing, demoting, harassing, discriminating against or refusing shifts to someone because they made or may make a disclosure is prohibited, and we treat it as serious misconduct.

Protection does not depend on the disclosure being proven correct. It depends on you having reasonable grounds to suspect the misconduct.

What happens next

We acknowledge the disclosure, assess whether it falls within this policy, and where an investigation is warranted appoint someone independent of the conduct to conduct it. We keep you informed of progress so far as confidentiality and legal constraints allow, and we tell you the outcome.

If a disclosure is substantiated we act on it, and where a systemic weakness allowed the conduct we fix the weakness rather than only the instance.