As required by the relevant legislation, my Department has a Protected Disclosures Policy in place under which a staff member who wishes to make a protected disclosure may do so via any of our designated confidential recipients. The recipient carries out an initial review, to establish whether the case meets the criteria for a Protected Disclosure. If it meets the criteria, the case is then assigned to a senior official who will take the appropriate action, for instance an investigation, depending on the subject matter of the case.
In relation to the cases from 2016 and 2017, the information required by the Deputy is as follows:
2016
One case was reviewed and accepted as meeting the criteria for a Protected Disclosure. Following investigation the case was formally closed in February 2017 with the agreement of the discloser.
One case was reviewed and accepted as meeting the criteria for a Protected Disclosure. The substance of the disclosure was then transferred for investigation. Following that investigation the finding was appealed to the Workplace Relations Commission but then withdrawn by the discloser in October 2017.
One case was reviewed and accepted as meeting the criteria for a Protected Disclosure. Following investigation the substance of the disclosure was deemed to be without foundation.
2017
One case was reviewed and accepted as meeting the criteria for a Protected Disclosure. The substance of the disclosure was then transferred for investigation, following which the case was withdrawn by the discloser in August 2018.
One case was reviewed and accepted as meeting the criteria for a Protected Disclosure. The substance of the disclosure was then passed to an Assistant Secretary for investigation. The ASG has been in contact with the discloser in relation to how the matter can be progressed in accordance with their wishes, while balancing the rights of others.