Management of the defendant
MFB recognises that employees against whom disclosures are made must also be supported during the handling and investigation of disclosures.
The confidentiality obligations in section 22 of the Act (set out in paragraph 7 above) oblige MFB to ensure that information (including the identity of the person who is the subject of the disclosure) obtained or received as the result of a protected disclosure or in the course of an investigation of a disclosed matter is kept confidential except in specified circumstances. Where investigations do not substantiate disclosures, the fact that the investigation has been carried out, the results of the investigation, and the identity of the person who is the subject of the disclosure will remain confidential.
The Protected Disclosure Coordinator will ensure the person who is the subject of any disclosure investigated by or on behalf of MFB is:
- Informed of the substance of the allegations;
- Given the opportunity to answer the allegations before a final decision is made;
- Informed of any adverse evidence obtained;
- Given the opportunity to respond to any evidence; and
- Has his or her comments set out fairly and accurately in any report.
Where a disclosure has been investigated, the Protected Disclosure Coordinator will formally advise the person who is the subject of the disclosure of the outcome of the investigation.
MFB will give its full support to a person who is the subject of a disclosure where the allegations contained in a disclosure are clearly wrong or unsubstantiated. If the matter has been publicly disclosed, the Chief Executive Officer of MFB will consider any request by that person to issue a statement of support setting out that the allegations were clearly wrong or unsubstantiated.