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.

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

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.

Thank you for making your concerns known. On the face of information provided, we have assessed that this report does not fall within the scope of a protected disclosure under the Australian whistleblowing laws. As the complaint appears to relate to workplace behaviour, it is more properly addressed under the AirTrunk Appropriate Workplace Behaviour Policy via the AirTrunk People & Culture Team. The AirTrunk Appropriate Workplace Behaviour Policy can be found on the AirTrunk intranet and section 13 of that policy outlines the process for informal and formal complaints and protections AirTrunk seeks to provide to complainants.

AirTrunk appreciates that you may wish to retain anonymity and can refer your complaint to the AirTrunk P&C Team on your behalf (on an anonymous basis). Please can you confirm if you are happy for us to do so? Given the nature of the complaint, the referral (and we anticipate, the investigation) will be done on a discrete basis.

Please see the attached response to the disclosure – A Letter to Employee
Additional information also attached:
– B Grievance Policy
– C Grievance Procedure
– D Lodging a Grievance Form

Please see the attached response to the disclosure – A Letter to Employee
Additional information also attached:
– B Grievance Policy
– C Grievance Procedure
– D Lodging a Grievance Form

Please see the attached response to the disclosure – A Letter to Employee
Additional information also attached:
– B Grievance Policy
– C Grievance Procedure
– D Lodging a Grievance Form

Please see the attached response to the disclosure – A Letter to Employee
Additional information also attached:
– B Grievance Policy
– C Grievance Procedure
– D Lodging a Grievance Form

Thank you for your disclosure.
Your disclosure has been received by the Glenhaven Family Care Board. The Board:
– has requested that the concerns be investigated at Board level
– asks that you keep this matter strictly confidential, pending the next steps in the investigation process by the Board
– will endeavour to complete this process in due course with procedural fairness afforded to all parties
Please let me know if there are any concerns.
In the interim you can call Andrew Watt at Whistleblowing Service on 0400 440 900, Please see the attached letter. This is an update on the matter and an invitation to participate in the process.
A second letter may have been sent directly to you.
This is because as part of the review, you have been identified as someone who can contribute to the review.
When engaging in the review, there is no need for you to disclose this disclosure.
Thank you for your disclosure.

Hi
It is not clear from your information, which site this occurred at.
Are you able to provide location / building information please.
Regards
Andrew Watt
WBS

Please see the attached letter. This is an update on the matter and an invitation to participate in the process.
A second letter may have been sent directly to you.
This is because as part of the review, you have been identified as someone who can contribute to the review.
When engaging in the review, there is no need for you to disclose this disclosure.
Thank you for your disclosure.

Thank you for providing your whistle blower report. Our examination found insufficient evidence to substantiate images of young people were displayed on social media accounts. We acknowledge the use of mobile phone devices to record young people activity as an important tool in the delivery of care to young people.

Thank you for providing your whistle blower report. Our examination found insufficient evidence to substantiate a Young Person was unable to access their bedroom and bathroom”. However, there is evidence to indicate the absence of window keys existed that was addressed through scheduling a trade person to correct.

Yamaha takes the complaint seriously but as the conduct complained against is not in relation to Yamaha but against AJ’s Racing this is not a whistleblower complaint as such. However, Yamaha would like to consider the issues raised further and would like to be able to contact you if you are willing to make yourself available? Yamaha can discuss with you at that time measures it can put in place to protect your identity and against victimisation and to agree upon a process with which you feel comfortable

I have been contacted by WBS who have received your complaint under the Whistle blower policy. WBS are a completely independent company who investigate whistle blower complaints for our organisation. WBS are paid by our organisation to provide this service. They are specialists in whistleblowing complaints. This is the first time I as Chair have received any contact from them and do not know the investigator.
WBS have reviewed your notification and have advised that they consider the matter an “Internal Grievance” that should be managed internally and they will not investigate. Despite this, can I thank you for taking the time to raise this issue, it is important that these issues are declared so we can review our processes and our organisational culture.
WBS have provided me with the details of your complaint. They have not provided your contact details. The complaint was also provided to Amanda Johnson (Board member) and Justine Cirocco. I note your trouble in getting in contact with WBS initially and this process will be improved – I apologise for that.
I note your concerns and I am happy to meet with you confidentially to hear your concerns. I also urge you to discuss your concerns with the CEO, who has the complete confidence of the Board when dealing with sensitive matters such as these. Aaron is fair, honest and I have complete confidence that he will engage with your complaint and your wellbeing in a supportive way and professional manner. Whether you raise this matter with Aaron is completely a matter for you.
As this has been deemed by WBS as an “internal grievance” and not a whistle blower complaint, I intend to forward the details of your complaint to the CEO as a formal complaint, ask him to investigate it and for a response to be prepared for the Board. Only the substance of the complaint will be forwarded. As you are anonymous, you cannot be identified. I will subsequently advise you of the outcomes via WBS. The next Board meeting in in late July, however I am hopeful that the investigation can be concluded in advance of this date.
Independent of your complaint, I can advise that the CEO has advised the Board in April of his intention to consult with staff on some changes to the organisational structure of the Ohana Group and this will impact the HR function with the Ohana family. Aaron advised the Board in April that discussion with school staff will occur before the end of the school term.
If you would like to meet please let me know by email. If not, then I will communicate through WBS the outcome of the investigation. Again thank you for raising these issues.
Regards
Trina Hockley

It would be ideal if you could let them know that I, Jane Betts (our Chief People Officer) and Brian Maher (our acting CEO) have been made aware of this, and we’re taking this seriously.
I will lead the investigation and it would be great to understand more details if possible. If the staff members are happy to meet with me and/ or Jane, that would be ideal.
Confidentiality will be maintained.

Hi
Thank you for the disclosure. Could you please provide the text from the txt message or a screen shot please.
If there are any concerns please call me on my mobile 0400 440 900 to discuss.
Regard
Andrew Watt
Director WBS
m 0400 440 900

The report has been referred to the Fraud and Corruption Control Committee (FCCC) and is currently under assessment.
If you have any further detailed information in relation to the allegations, are you able to provide this to WBS so that the information can be provided to the FCCC