Annual Report 2010-2011 (PDF - 2.47 mb) - Royal Botanic Gardens ...

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Contents appendix “Improper conduct” means: – corrupt conduct; – a substantial mismanagement of public resources; – conduct involving substantial risk to public health or safety; or – conduct involving substantial risk to the environment. Examples of improper conduct: – To avoid closure of a town’s only industry, an environmental health officer ignores or conceals evidence of illegal dumping of waste. – An agricultural officer delays or declines to impose a quarantine to allow a financially distressed farmer to sell diseased stock. – A building inspector tolerates practices and structural defects in the work of a leading local builder. “Corrupt conduct” means: – conduct of any person (whether or not a public officer) that adversely affects the honest performance of a public officer’s or public body’s functions; – the performance of a public officer’s functions dishonestly or with inappropriate partiality; – conduct of a public officer, former public officer or a public body that amounts to a breach of public trust; – conduct of a public officer, former public officer or a public body that amounts to the misuse of information or material acquired in the course of the performance of their official functions; or – a conspiracy or attempt to engage in the above conduct. The definition of “corrupt conduct” contemplates dishonesty, a lack of probity, a disposition to deceive, defraud or steal. Examples of corrupt conduct: – A public officer takes a bribe or receives a payment other than his or her wages or salary in exchange for the discharge of a public duty. – A public officer favours unmeritorious applications for jobs or permits by friends and relatives. – A public officer sells confidential information. “Detrimental Action” includes: – action causing injury, loss or damage; – intimidation or harassment; and – discrimination, disadvantage or adverse treatment in relation to a person’s employment, career, profession, trade or business, including the taking of disciplinary action. The Act creates an offence for a person to take detrimental action against a person who has made a protected disclosure. Examples of detrimental action: – A public body refuses a deserved promotion of a person who has made a disclosure. – A public body demotes, transfers, isolates in the workplace or changes the duties of a whistleblower due to the making of a disclosure. – A person threatens, abuses or carries out other forms of harassment directly or indirectly against the whistleblower, his or her family or friends. – A public body discriminates against the whistleblower or his or her family and associates in subsequent applications for jobs, permits or tenders. page 172
Contents appendix 3. Outline and Detail of Procedure 3.1 Purpose of Procedure This Procedure establishes a system for reporting disclosures of improper conduct or detrimental action by the Royal Botanic Gardens or its employees, officers, members or executives. The system enables such disclosures to be made to a Protected Disclosure Officer or the Protected Disclosure Co-ordinator. Disclosures may be made by employees or by members of the public. This Procedure is designed to complement normal communication channels between supervisors and employees. Employees are encouraged to continue to raise appropriate matters at any time with their supervisors. As an alternative, employees may make a disclosure of improper conduct or detrimental action under the Act in accordance with this Procedure. 3.2 Reporting a Disclosure Disclosures of improper conduct or detrimental action by the Royal Botanic Gardens or its employees may be made to the following Protected Disclosure Officers: – Catherine Gallagher Protected Disclosure Officer Royal Botanic Gardens Melbourne Birdwood Avenue Private Bag 2000 SOUTH YARRA VIC 3141 Ph: 9252 2300 – Lynn Klavins Protected Disclosure Officer Royal Botanic Gardens Cranbourne 1000 Ballarto Road CRANBOURNE VIC 3977 Ph: 5990 2200 The Protected Disclosure Co-ordinator for the Royal Botanic Gardens is: – Dr Philip Moors Director and Chief Executive Royal Botanic Gardens Birdwood Avenue Private Bag 2000 SOUTH YARRA VIC 3141 Ph: (03) 9252 2304 3.3 How to Make a Disclosure An oral disclosure under the Act to a public body must be made by telephone or in person in private to a Protect Disclosure Officer. A written disclosure under the Act to a public body must be made by addressing the disclosure to a Protected Disclosure Officer, and sending or delivering the disclosure to or leaving the disclosure at the office of the Protected Disclosure Officer. A person may make an anonymous disclosure. All correspondence, phone calls and emails from internal or external whistleblowers will be referred to the Protected Disclosure Co-ordinator. Where a person is contemplating making a disclosure and is concerned about approaching a Protected Disclosure Officer in the workplace, he or she can call the relevant officer and request a meeting in a discreet location away from the workplace. Royal Botanic Gardens Board Victoria Annual Report 2010–11 page 173
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Contents Contents Introduction 2 Ou
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Contents Introduction Definitions T
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Contents Corporate governance The o
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Contents Our Organisation Royal Bot
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Contents Our Organisation Corporate
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Contents Our Organisation Environme
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Contents Our Organisation A new mul
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Contents Our Organisation Risk Mana
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Contents Our Organisation Education
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Contents Employee profile Employee
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Contents Our EMPLOYEES employees an
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Contents OUR SUPPORTERS Mrs Diana H
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Contents OUR SUPPORTERS Friends of
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Contents OUR SUPPORTERS Membership
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Page 185 and 186: Contents appendix 3.15 Criminal Off
Page 187 and 188: Contents Planning Constructing Deta
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