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A disclosure should preferably be made in writing using this form to ensure that all the relevant information is made available at the time the disclosure is made. While a disclosure in writing is recommended there is, under the legislation, no required format for the making of a disclosure. A disclosure can be made orally or in writing.

A disclosure made in writing not using this form should be addressed to the Chairperson of the Audit & Risk Committee c/o the Office of the Vice President for Corporate Affairs.

When a disclosure is made orally, it will be documented by the person receiving the disclosure, with the transcript of the disclosure then agreed upon with the Discloser.

Before you complete this form, you should read the Protected Disclosures (Whistleblowing) Policy and the Procedure for making a Protected Disclosure carefully and ensure that the subject matter of your concern is covered by the legislation. 

If you are in any doubt, you are encouraged to make use of the following supports:

Please note that when making a protected disclosure to an employer the worker is required to have a ‘reasonable belief’ that the matter they are reporting tends to show a ‘relevant wrongdoing’ as listed in Section 4.1 of the Protected Disclosure (Whistleblowing) Policy.

SETU will treat all disclosures made under this policy in a confidential and sensitive manner. Where confidentiality cannot be maintained, for example in a situation where the worker is participating in an investigation into the matter being disclosed, SETU will make every effort to inform the worker that their identity may be disclosed. Anonymous reports will be considered but may be less capable of being addressed as it may be difficult to investigate a matter and to corroborate facts. SETU encourages a worker to put their name to disclosures made where possible or to provide a means of continuing communication e.g., an anonymised email address.

The Information contained in the disclosure should:

  • include the name of the Discloser, position in the Institution, place of work, date of disclosure and preferred contact details, should they wish to reveal them
  • be clear and factual
  • so far as possible, avoid speculation, personal attacks, and emotive language
  • include the details of the alleged wrongdoing and any supporting information that is available to the Discloser including:
  • the date of the alleged wrongdoing (if known) or the date the alleged wrongdoing commenced or was identified
  • whether or not the alleged wrongdoing is still ongoing
  • whether the alleged wrongdoing has already been disclosed to any member of management and if so when and to what effect