Angus Australia is committed to the highest standards of conduct, ethical behaviour and sound corporate governance.
These values and principles also mean that Angus Australia is committed to a culture of providing all eligible parties with the opportunity to report any actual or suspected wrongdoing or any other issue.
The purpose of the Whistleblower Policy is to encourage and support the reporting of actual or suspected wrongdoing and misconduct in a safe and supportive environment.
This policy relates to Angus Australia and its subsidiaries and applies to all current and former employees, directors (officers), contractors, consultants and third parties (suppliers) and their employees as well as the relatives, spouses and dependents of those individuals.
A person who speaks up to report wrongdoing or misconduct under this policy is known as an ‘Eligible Whistleblower’. This policy does not override the rights of an Eligible Whistleblower under the Corporations Act or other legislation.
3.1 Who to Speak Up to
Angus Australia encourages Eligible Whistleblowers to speak up and report any actual or suspected issues of wrongdoing or misconduct. We are committed to fostering a safe speak up culture and we will protect you when you speak up.
You can choose to provide your details or remain anonymous. In all circumstances we will treat your identity, and the information you provide, in the strictest confidence. We will only share your name and the information you provide with your consent or if the law requires it.
To qualify for protection as an Eligible Whistleblower you are required to make a report of ‘Reportable Conduct’ to an ‘Eligible Recipient’.
Angus Australia has a number of Eligible Recipients you can make your report should you wish. These are:
3.2 What disclosures are protected?
You are encouraged to speak up if you have reasonable grounds to suspect any misconduct, wrongdoing or illegal conduct involving Angus Australia, its subsidiaries, or employees. This includes any breaches of the law, our Code of Conduct or anything else you feel may be impacting Angus Australia, its employees, customers, or stakeholders. Making a report under this policy may be considered as ‘Reportable Conduct’.
3.3 How reporters are protected
Angus Australia is committed to protecting anyone that speaks up by:
3.4 Confidentiality and Anonymity
You can choose to remain anonymous or reveal your identity when speaking up and making a protected disclosure. If you wish to remain anonymous, we encourage you to submit your report via our secure online reporting platform.
3.5 Report handling and investigation process
Upon receipt of a report, the Eligible Recipient will assess the report to determine if it qualifies as a protected disclosure. The more information you can provide during the reporting process the better, as this will enable to recipient to make an informed and considered assessment of the most appropriate response.
Depending on the issue being raised, an investigation may be required. If an investigation is required, the Administration & Human Resources Manager will be normally responsible (if appropriate) for overseeing or conducting the investigation and will be your point of contact for ensuring you are protected and supported throughout the process.
In some cases, it may be more appropriate that an external party undertake an investigation on Angus Australia’s behalf. The duration of a formal investigation will depend on the circumstances including the number of allegations, witnesses and other factors.
3.6 Glossary of Terms
Eligible Recipients include:
A report of ‘reportable conduct’ made by an eligible whistleblower to an eligible recipient.
Reportable Conduct (wrongdoing)
An Eligible Whistleblower is defined as:
The need for changes to this policy will be monitored by the CEO, Administrations & Human Resources Manager and Board. Staff will be advised of any revisions to the policy.