Whistleblowing and Speak-Up Procedure
Make it safe to raise concerns.
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[VERIFY] is an editorial flag, not a blank to fill. Wherever the prompt shows [VERIFY], check that item against a reliable source before you use it.
Draft a speak-up procedure. Company size and structure: [COMPANY_PROFILE]. Types of concerns (fraud, safety, harassment, legal breaches): [CONCERN_TYPES]. Channels available (manager, HR, hotline, external): [CHANNELS]. Jurisdiction: [JURISDICTION]. Produce: a purpose and commitment statement; who can raise concerns (employees, contractors, former staff); what counts as a concern; routes (including at least one independent channel and external options); how reports are received, logged, acknowledged within a set time, assessed, and investigated; confidentiality and anonymity handling; protection from retaliation with examples; feedback to the reporter as far as allowed; record keeping; and management reporting. Add a flowchart in text, a report intake form, an investigator checklist, and a short manager guide on what to do if someone tells them about a concern (listen, do not promise secrecy, escalate). Whistleblowing law is specific and protective in many places; get legal review for [JURISDICTION] [VERIFY]. Do not decide the substance of any concern. Add a short script a manager can use when someone raises a concern informally (listen, thank, do not investigate alone, explain next steps), and the record template with date, summary, and who was notified, kept confidential. Keep in mind that this is a draft, not legal or HR advice. Seek review by an employment lawyer or HR professional who knows [JURISDICTION] for anything legal, contractual or policy related.
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