At DTL Entertainment Group Pty Ltd (“Company”) we are guided by our company values. These values are the foundation of how we conduct ourselves and interact with each other, our clients, members, suppliers, shareholders and other stakeholders. The Company is committed to ensuring corporate compliance and promoting ethical corporate culture by observing the highest standards of fair dealing, honesty and integrity in our business activities.
The policy has been put in place to ensure any concerns raised regarding any misconduct or improper state of affairs or circumstances in relation to the Company’s business are dealt with effectively, securely, appropriately and in accordance with the Corporations Act 2001 (Cth) (the Act).
The Company encourages the reporting of any instances of suspected unethical, illegal, corrupt, fraudulent or undesirable conduct involving the Company’s business and provides protections and measures to individuals who make a disclosure in relation to such conduct without fear of victimisation or reprisal.
This policy will be provided to all employees and officers of the Company upon commencement of their employment or engagement. The policy is also available to persons outside the organisation.
The Company may invite officers, senior management and employees to attend training sessions to ensure ongoing education regarding the application of the policy.
This policy applies to any person who is, or has been, any of the following with respect to the Company:
You may make a report or disclosure under this policy if you have reasonable grounds to believe that a Company director, officer, employee, contractor, supplier, consultant or other person who has business dealings with the Company has engaged in conduct (Reportable Conduct) which is:
Any disclosures that do not fall within the definition of Reportable Conduct will not qualify for protection under the Act. It will be at the Company’s discretion whether it considers there is a reasonable suspicion that the Reportable Conduct is occurring and/or whether the conduct constitutes “misconduct or improper state of affairs” under the Act.
For the avoidance of doubt, Reportable Conduct does not include personal work-related grievances. A personal work-related grievance is a grievance about any matter in relation to a staff member’s current or former employment, having implications (or tending to have implications) for that person personally and that do not have broader implications for the Company. Examples of personal work-related grievances are as follows:
Personal work-related grievances should be reported to a manager or in accordance with the Company’s Grievance Policy.
The Company relies on its employees maintaining a culture of honest and ethical behaviour. Accordingly, if you become aware of any Reportable Conduct, it is expected that you will make a disclosure under this policy.
There are several ways in which you may report or disclose any issue or behaviour which you consider to be Reportable Conduct.
You may disclose any Reportable Conduct to the Whistleblower Protection Officer listed below:
You can make a disclosure outside of business hours by contacting the above Whistleblower Protection Officer via email.
You are also encouraged to contact the above Whistleblower Protection Officer to obtain any additional information you may require before making a disclosure or for any clarification regarding this policy.
If you are unable to use the above reporting channel, a disclosure can be made to an “eligible recipient” within the Company. Eligible recipients include:
The Whistleblower Protection Officer or eligible recipient will safeguard your interests and will ensure the integrity of the reporting mechanism.
You may also make a disclosure to the Australian Securities and Investments Commission (ASIC) or the Australian Prudential Regulation Authority (APRA) in relation to a Reportable Conduct. You will be covered by the protections outlined in this policy if you have reported your concerns to ASIC or APRA.
You may choose to discuss your concerns with a legal practitioner for the purposes of obtaining legal advice or representation. You will be covered by the protections outlined in this policy if you have reported your concerns to a legal practitioner.
In certain situations, the conduct or wrongdoing may be of such gravity and urgency that disclosure to the media or a parliamentarian is necessary. It is recommended that you contact an independent legal adviser prior to making any public interest or emergency disclosure.
A public interest and emergency disclosure can only be made to:
You may only make a ‘public interest disclosure’ if:
You may only make an ‘emergency disclosure’ if:
The Company will investigate all matters reported under this policy as soon as practicable after the matter has been reported. The Whistleblower Protection Officer will investigate the matter and where necessary, appoint an external investigator to assist in conducting the investigation. All investigations will be conducted in a fair, independent and timely manner and all reasonable efforts will be made to preserve confidentiality during the investigation.
If the report is not anonymous, the Whistleblower Protection Officer or external investigator will contact you, by your preferred method of communication to discuss the investigation process and any other matters that are relevant to the investigation.
Where you have chosen to remain anonymous, your identity will not be disclosed to the investigator or to any other person and the Company will conduct the investigation based on the information provided to it.
Where possible, the Whistleblower Protection Officer will provide you with feedback on the progress and expected timeframes of the investigation. The person against whom any allegations have been made will also be informed of the concerns and will be provided with an opportunity to respond (unless there are any restrictions or other reasonable bases for not doing so).
To the extent permitted by law, the Whistleblower Protection Officer may inform you and/or a person against whom allegations have been made of the findings. The Company will document the findings in a report however any report will remain the property of the Company and will only be shared with you or any person against whom the allegations have been made if the Company deems it appropriate.
The Company is committed to ensuring that any person who makes a disclosure is treated fairly and does not suffer detriment and that confidentiality is preserved in respect of all matters raised under this policy.
You will not be subject to any civil, criminal or administrative legal action (including disciplinary action) for making a disclosure under this policy or participating in any investigation.
Any information you provide will not be admissible in any criminal or civil proceedings other than for proceedings in respect of the falsity of the information.
The Company (or any person engaged by the Company) will not engage in ‘Detrimental Conduct’ against you if you have made a disclosure under this policy.
Detrimental Conduct includes actual or threatened conduct such as the following (without limitation):
The Company also strictly prohibits all forms of Detrimental Conduct against any person who is involved in an investigation of a matter disclosed under the policy in response to their involvement in that investigation.
The Company will take all reasonable steps to protect you from Detrimental Conduct and will take necessary action where such conduct is identified. If appropriate, the Company may allow you to perform your duties from another location or reassign you to another role (at the same level) or make other modifications to your workplace or your duties to protect you from the risk of detriment.
If you are subjected to Detrimental Conduct as a result of making a disclosure under this policy or participating in an investigation, you should inform a Whistleblower Protection Officer or eligible recipient in accordance with the reporting guidelines outlined above.
You may also seek remedies including compensation, civil penalties or reinstatement if:
All information received from you will be treated confidentially and sensitively.
You will not be required to provide your name when making a disclosure. To make a disclosure on an anonymous basis, it is recommended that you use a pseudonym and contact the Whistleblowing Protection Officer in the manner outlined above.
If you report on an anonymous basis, you will still qualify for the protections in this policy.
If you make a disclosure under this policy, your identity (or any information which would likely to identify you) will only be shared if:
Where it is necessary to disclose information for the effective investigation of the matter, and this is likely to lead to your identification, all reasonable steps will be taken to reduce the risk that you will be identified. For example, all personal information or reference to you witnessing an event will be redacted from any report, you will be referred to in a gender-neutral context, where possible you will be contacted to help identify certain aspects of your disclosure that could inadvertently identify you. Any disclosure under this policy will also be handled and investigated by qualified staff.
The Company will also take the following measures for protecting your identity:
If you are concerned that your identity has been disclosed in relation to a disclosure, and without your consent, you should inform a Whistleblower Protections Officer or eligible recipient immediately.
Where appropriate, the Company may also appoint an independent support person from the Human Resources team to deal with any ongoing concerns you may have.
You may also access third party support providers such as Lifeline (13 11 14) and Beyond Blue (1300 224 636) for support.
Any breach of this policy will be taken seriously and may result in disciplinary action, up to and including termination of employment.
In so far as this policy imposes any obligations on the Company, those obligations are not contractual and do not give rise to any contractual rights. To the extent that this policy describes benefits and entitlements for employees, they are discretionary in nature and are also not intended to be contractual. The terms and conditions of employment that are intended to be contractual are set out in an employee’s written employment contract.
The Company may unilaterally introduce, vary, remove or replace this policy at any time. Employees are encouraged to read this policy in conjunction with other relevant Company policies.