A public entity may establish procedures to manage disclosures by former or current employees. These procedures are the responsibility of the chief executive.

Employer disclosure procedures must include:

• the designation of a senior official to be the designated officer to receive and deal with disclosures by employees of the public entity;
• procedures for receiving and reviewing disclosures;
• procedures for investigating disclosures that ensure that the right to natural justice and procedural fairness of all individuals involved in an investigation is respected, including individuals making disclosures, witnesses and individuals alleged to be responsible for wrongdoings;
• procedures respecting the confidentiality of information collected in relation to disclosures and investigations;
• subject to any other Act and the principles of natural justice and procedural fairness, procedures for protecting the identity of individuals involved in the disclosure process;
• procedures for reporting outcomes of investigations; and
• procedures respecting any other matter prescribed in the regulations.

Referral of disclosure

Disclosures made by an employee to a supervisor or a designated officer may be referred by the chief executive to another public entity, if it is more appropriate for them to deal with the matter. Employees will be given notice of this referral.

Input from the Public Interest Disclosure Commissioner (PIDC)

Upon establishing or amending disclosure procedures, the chief executive must provide a copy to the PIDC for comment prior to their formal establishment.

Communication of new or amended procedures

A chief executive must ensure that any new or amended disclosure procedures are widely communicated to the employees of the public entity for which the chief executive is responsible.