Whistleblowing
Version 1.0 | This Policy was approved on 01 March 2022.
Last updated
🏢 The IO Foundation
Version 1.0 | This Policy was approved on 01 March 2022.
Last updated
This document employs terms related to the that can be found in the .
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The IO Foundation's
The IO Foundation's
This document, hereinafter the Policy, sets out the position maintained by TIOF in matters of Whistleblowing that you will need to be aware of while being a TIOF Member. You should familiarize yourself with it and comply with it at all times. Any questions you may have with regard to its contents or what you have to do to comply with it should be referred to your corresponding Team Human Resources Manager.
This Policy sets out TIOF's approach to the necessary arrangements for sick pay and for reporting and managing sickness absence.
Any Member who breaches this Policy will face disciplinary action, which could result in dismissal for gross misconduct. In particular, failure to protect a whistleblower or interfere with any such related ongoing investigation will be treated as misconduct under our . Any non-employee who breaches this Policy may have their contract (or equivalent official relationship with TIOF) terminated with immediate effect.
This document directly applies to:
This document indirectly applies to:
Review and Amendments This policy shall be reviewed regularly to ensure its continued relevance and effectiveness. Amendments may be made to adapt to new legal requirements, changing circumstances or to better serve the organization's Mission.
The IO Foundation is committed to conducting its advocacy and all of its business in an honest and Rights & Obligations manner and expects all TIOF Members and Contributors to maintain high standards in this regard. Any suspected wrongdoing should be reported as soon as possible and will be investigated with the outmost confidentiality.
Please remember that presumption of innocence applies to everyone.
This applies to both the whistleblower and the organization alike.
Whistleblowing is the reporting of suspected wrongdoing or dangers in relation to our activities. This includes, although not limited to, bribery, facilitation of tax evasion, fraud or other criminal activity, miscarriages of justice, health and safety risks, damage to the environment and any breach of legal or professional obligations.
When judging if a wrongdoing may have occurred, it is important to evaluate the intention behind it.
If you have any whistleblowing concerns, you should contact your corresponding Team Human Resources Manager.
We will arrange a meeting with you as soon as possible to discuss your concern. You may bring a colleague or union representative to any meetings under this Policy.
Your companion must respect the confidentiality of your disclosure and any subsequent investigation.
We hope that Members will feel able to voice whistleblowing concerns openly under this Policy. Completely anonymous disclosures are difficult to investigate. If you want to raise your concern confidentially, we will make every effort to keep your identity secret and only reveal it where necessary to those involved in investigating your concern.
The aim of this Policy is to provide an internal mechanism for reporting, investigating and remedying any wrongdoing in the workplace. In most cases you should not find it necessary to alert anyone externally.
We aim to encourage openness and will support whistleblowers who raise genuine concerns under this policy, even if they turn out to be mistaken.
You, or any other TIOF Member or Contributor, must not threaten or retaliate against whistleblowers in any way. If you are involved in such conduct you may be subject to disciplinary action. We wish to note that in some cases the whistleblower could have a right to sue personally for compensation in an employment tribunal.
The following is a non exhaustive list of external organizations to which you could reach out to seek advise on whistleblowing.
This section will be updated as we gather the necessary information for missing jurisdictions.
All
All
The policies set out in this document apply to all unless otherwise indicated. They therefore apply to Members of the Boards (, , ), , and ; this is irrespective of their . They equally apply to all and will be used as part of the selection criteria when engaging with them.
This Policy applies within all , including (although not limited to) management activities, contributions or events; it and also applies when an individual is officially representing the organization in public spaces. Examples of representing the organization include (although not limited to) using an official e-mail address, posting via any official channel or acting as an appointed representative at an event.
The law recognizes however that in some circumstances it may be appropriate for you to report your concerns to an external body such as a regulator. We strongly encourage you to seek advice before reporting a concern to anyone external. Some organizations specialize in such advice. You can find some at the end of this Policy.
Whistleblowers must not suffer any detrimental treatment as a result of raising a genuine concern. If you believe that you have suffered any such treatment, you should inform your corresponding Team Human Resources Manager immediately. If the matter is not remedied you should raise it formally using as stated in the .
Should we conclude that a whistleblower has made false allegations or acted in an otherwise malicious intention, the whistleblower may be subject to disciplinary action according to our .
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