Whistle blow – confidential reporting of misconduct, malpractice or fraud

PATA has a zero-tolerance approach to misconduct, malpractice or fraud and will take all reports seriously regardless of the source of the allegation. PATA is committed to providing a clear and straightforward reporting system and will handle all information relating to malpractice, misconduct and fraud appropriately and responsibly.

Any information received will be treated in confidence, in line with the PATA Whistleblowing Policy, and the situation will be investigated thoroughly and fairly. Any individual reporting a safeguarding concern may request that their identity not be disclosed. If for any reason (e.g., a requirement by law) the identity of the person reporting the concern needs to be disclosed, PATAs focal person for whistleblowing will discuss this with you. PATA has an appointed Whistleblowing focal person (a board member) and defined process to investigate all reports. The whistleblowing focal person will receive your report through a confidential dedicated and direct email alert and any person reporting will be protected from discrimination and/or reprisal in any form.

Whistle-blowing is a term used to describe a situation in which an PATA employee, team or board member, contractor, network member, volunteer or any other individual linked or associated with PATA raises a concern about possible malpractice, fraud, crime, danger or any other serious risk that could threaten colleagues, our partners, the public, or the integrity and reputation of PATA. The difference between a whistle-blowing issue and an employee or contractor grievance is that in the case of whistle-blowing, the concern is about a danger or illegality that has a public interest to it. An employee or contractor grievance, by contrast, is a dispute about the employee’s own employment position or the contractors service level agreement and has no additional public interest dimension. There is a separate policy for raising employment or contract related grievances.

Examples (but not limited to) of misconduct malpractice, fraud or safeguarding breach to report:

Fraud, financial irregularity, falsifying financial claims and falsifying reporting
Corruption, bribery, or blackmail
Sexual Abuse, sexual Harassment and sexual discrimination
Physical Abuse, psychological or emotional abuse, or neglect
Unfair treatment or discrimination of an individual/group based on race, gender, ethnicity, sexual orientation, age, disability, religion, HIV status, political opinion, culture, language or any other personal characteristic
Abuse of power or bullying
Failure to comply with legal or regulatory obligations
Endangering the health and safety of any individual
Other criminal offences
Gross injustice
Concealing any of the above

"*" indicates required fields

Subject*

Choose how you would like to report*

You can choose to report confidentially. Your identity will only be known to those who handle your case in confidence, and your identity will appear anonymous and confidential to others in case processing.

Your identity will not be disclosed to others within the organization without your agreement hereto. Your agreement to openness about your identity will only be requested if it is necessary for the internal case processing.

When you use the whistleblower system confidentially, your case and you will be registered, which means that you can document any right to protection under the whistleblower legislation from the first contact made.

You can choose to report anonymously if you prefer not to provide your identity to anyone in the process.

When reporting anonymously, it may become difficult for you at a later date to invoke protection under the whistleblower legislation.

If you choose to report anonymously, you should make sure you do not leave any electronic traces in the process. Check the files you upload for meta-data and don't use this system through an employer-provided PC or mobile phone. That way you will have the best possible protection as an anonymous whistleblower.

What occurred – describe the incident in as much detail as possible*

When – date and time*

Where – location*

Who – identify who was involved by name, organisation with contacts details where possible*

Category*

Name*

First Last

Relationship to PATA*

Email*

Phone number*

Files

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Max. file size: 50 MB.

Phone

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