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enable reporting through organized communication channels set out by the Enterprise to ensure that concerns of Wrongdoing swiftly reach those that are most able to investigate the matter and empowered to remedy it.
whistleblowing primarily in the US, UK and EU. It offers guidance in five key steps for organisations to develop a whistleblowing policy: gaining top level commitment, developing a whistleblowing policy, designing whistleblowing reporting mechanisms, embedding a whistleblowing programme and reporting, monitor.
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More recently, Near and Miceli (1985, p.4) defined the act of whistleblowing as the “disclosure by organization members (former or current) of illegal, immoral or illegitimate practices under the control of their employers, to persons or organizations that may be able to effect action”.
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An organisation’s whistleblower hotline system serves many purposes, such as providing: A confidential place for employees to clarify policy and discuss or report concerns. A communications channel beyond the rumour mill. A way to direct employee questions to the appropriate resource.
- By Jason Armstrong, Vice President, KPMG Forensic Inc. KPMG in Canada
- kpmg.ca/forensic
- Protecting Whistleblowers
- Promoting Confidence in Whistleblower Policies
- Summary
When billions of dollars are lost each year to occupational fraud, the need for organizations to invest in well-functioning whistleblower mechanisms has never been clearer. When implemented and maintained properly, whistleblower mechanisms can prove to be a valuable component of an organization’s Anti-Fraud Regime, helping both to prevent and deter...
Where no hotline existed, the duration and magnitude of the frauds detected doubled. When whistleblower hotlines are implemented and maintained properly, they can significantly reduce an organization’s exposure to fraud by allowing for earlier detection and therefore savings in the form of reduced fraud losses from the earlier detection.
It is clear that employees play a vital role in the whistleblowing process. However, if employees do not trust the organization’s management, the entire process has the potential to be ineffective. Historically, employees have faced retaliatory measures that include: isolation or humiliation; implied and overt threats; poor performance ratings; dis...
Organizations not governed by the above legislated whistleblower protections need to provide their employees some form of protection against reprisal if they want to truly benefit from a whistleblower mechanism and the Tips that will inevitably be provided through it. To do this, an organization’s whistleblower policy needs to be explicit in provi...
Empirical evidence has consistently shown that Tips are the most common method of detecting occupational fraud and employees are consistently the greatest source of these Tips. In this age of increasing and constantly evolving fraud, the need for organizations to invest in well-functioning whistleblower mechanisms to take advantage of these Tips is...
The purpose of this Whistleblowing Management Handbook is to provide practical guid-ance to persons in ethics, governance and management positions who have some form of responsibility for implementing whistleblowing programmes, whistleblowing management systems, and investigating whistleblowing reports.
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whistleblower rights and how to cope with the stress of reporting concerns. To help gain a real “speak up” culture, seek the input and involvement of workers and union leaders in design and operation of reporting channels and anti-retaliation programs.
