Policy
Whistleblower Policy
Statement of Commitment
M3 Integrated Services Pty Ltd is committed to maintaining a workplace culture grounded in integrity, transparency, and ethical behaviour. This policy establishes a structured and legally compliant mechanism for individuals to report suspected wrongdoing, misconduct, or improper conduct.
The intent is not only to enable reporting, but to ensure that individuals feel safe, supported, and protected when doing so. The organisation recognises that early reporting is critical to identifying risks, preventing harm, and maintaining trust across our workforce, clients, and stakeholders.
Scope
This policy applies broadly to any person connected to M3is operations, including employees, contractors, suppliers, and relevant associated parties.
It is specifically designed for reporting serious or systemic matters, including fraud, corruption, safety risks, and significant breaches of policy or law.
This policy does not replace:
Definitions
Policy Statement
M3is actively encourages individuals to raise concerns where they suspect misconduct or unethical behaviour.
All disclosures will be:
The organisation has zero tolerance for retaliation. Any person who attempts to victimise or disadvantage a whistleblower will face serious disciplinary action, up to and including termination.
Importantly, individuals who make a report in good faith will be protected, even if the allegation is ultimately not substantiated.
Roles & Responsibilities
Requirements / Controls
To ensure this policy operates effectively, M3is will:
Training & Competency
All personnel will receive training appropriate to their role, including:
This ensures consistency across sites and supports a strong “speak up” culture.
Records & Retention
Records will be managed in line with privacy obligations.
Non-Compliance & Escalation
Any breach of this policy may result in disciplinary action, including termination.
Serious breaches may also be referred to external authorities.
Review Cycle & Continuous Improvement
Any breach of this policy may result in disciplinary action, including termination.
Serious breaches may also be referred to external authorities.
Review Cycle & Continuous Improvement
Continuous improvement ensures ongoing compliance and operational effectiveness.
Compliance & Legislative Alignment
Procedure
To provide a clear and consistent process for managing disclosures from receipt through to closure.
Workflow
Step 1 – Making a Disclosure
A worker may raise a concern verbally, in writing, or anonymously. They are encouraged (but not required) to provide detailed information such as dates, individuals involved, and supporting evidence.
Step 2 – Receipt and Initial Assessment
Once received, the authorised recipient will assess whether the matter qualifies as a disclosable matter under this policy.
Where it does not, it may be redirected to the appropriate process (e.g. grievance).
Step 3 – Protection Measures
Immediate steps are taken to protect the whistleblower, including:
• Confidential handling of identity
• Limiting access to information
• Monitoring any risk of retaliation
Step 4 – Investigation
If required, an investigation will be conducted in an impartial and structured manner.
This includes gathering evidence, interviewing relevant individuals, and assessing findings objectively.
Step 5 – Outcome & Action
Following investigation, appropriate actions are taken, which may include disciplinary action, process improvements, or external escalation.
Step 6 – Closure & Recordkeeping
The matter is formally closed with documentation retained securely for audit and compliance purposes.