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Sent 20th October 2021

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15 / 11 / 21

23 / 11 / 21

23 / 11 / 21, The matter relates to workplace behaviour and is being reviewed by the AirTrunk People & Culture Team under the AirTrunk Appropriate Workplace Behaviours Policy. AirTrunk will update you on the proposed actions to address this complaint as soon as AirTrunk can. 25 11 2021, Thank you for raising your concerns with us and bearing with us while we investigated your complaint. Our P&C Team has raised your complaint with Nick Kouvaris (Head of Construction) and Paul Slaven (CDO). Our P&C Team has also spoken directly with Brendan and we will be ensuring all hiring managers undergo further training on AirTrunk’s recruitment and hiring practices and ensure specifically that Brendan is included in this training. In addition, the P&C Team will continue to ensure that best hiring procedures are adopted at all times and encourage a diverse interviewer panel for all permanent AirTrunk recruitment processes. Should you have any further suggestions or comments, we encourage you to speak directly to Michelle Hannah (Head of People & Culture). If you have any further concerns, we also encourage you to continue to use this platform to speak out and raise them anonymously.

Submitted 15 12 21, Greivance matter – Outside of the Policy

Could you please provide additional information – Region, Office, Work Area

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Could you please provide additional information – location of the laundry – address / building / floor / room number. This information will enable the specific location that requires attention.

On the face of the facts disclosed it would appear to me that the incident complained of is not one that would qualify for protection under the Australian whistleblower laws. Your complaint would appear to be solely personal work-related grievance concerning a particular incident between yourself and another employee relating to the use and operation of a forklift on one occasion. The sorts of disclosures that attract the protections of whistleblower laws are outlined in the policy of the business on its website ( or on the WBS site) and include disclosure about misconduct or improper states of affair relating the business. If there other details not contained in your disclosure that you consider do make this an eligible disclosure for whistleblower protection under the policy, please feel free to supply them to me or via the WBS service for reconsideration of the matter. Otherwise, it would seem appropriate for your complaint to be raised and made in accordance with the relevant HR grievance policy of the business. That could be made direct to the HR department of the business in the first instance if you have concerns about raising the matter with a manager. Attached of the business workplace bullying and harassment policy for your information.

Please provide the following additional information to enable investigation:
– Type of Service concerned
– Site/Facility concerned
– Clinical Manager concerned, Further Information not provided