POLICY ON WHISTLE BLOWING 1. PREAMBLE The Department of ...

6.1.3 Conducting an investigation on any allegations of fraud, corruption; and6.1.5 To ensure strict and proper implementation of this policy.6.2 PROTECTED DISCLOSURE6.2.1 Any employee who has a reasonable belief that there is corruption, fraud ormalpractice relating to any of the matters listed in clause 7.3, may make adisclosure in terms of the procedure outlined in this policy.6.2.2 The employee who makes a disclosure as contemplated in clause 6.2.1above must not be driven by malice, bad faith or personal gain in makingsuch a disclosure.6.2.3 The disclosure referred to above may be made against any form of fraud,corruption or malpractice or likelihood of such being committed by anymanager, another staff member a group of staff, the employee’s own sectionor different section in the Department.6.2.4 A disclosure made in terms of this policy and the Act is a protected disclosureprovided that it fully complies with the requirements of the Act.6.3 PROCEDURE FOR DISCLOSURE6.3.1 An employee may make a disclosure to any of the following: -(a) A legal practitioner or a person whose occupation involves the giving oflegal advice, as contemplated in section 5(a) of the Act;(b) The Head of Department;(c) The MEC for Local Government ;(d) The Public Protector;(e) The Auditor-General;(f) Supervisor of such an employee;(g) To the Departmental hotline number;6.3.2 The disclosure may be verbal but it should preferably be in writing providedthat the employee puts his or her name in the written disclosure.6.3.3 The employee is entitled to choose any of the persons mentioned in clause6.3 to whom the disclosure may to be made.6.3.4 Once a disclosure is received, it will be forwarded to the Directorate: InternalAudit for investigation.6.3.5 The whistle blower must be informed if the progress made in the investigationas well as the final outcome of the case.3