Staff may see or recognise that something is wrong in connection with the WSB and its activities. The WSB is committed to being open, honest and accountable, and therefore should be alerted to any problems at the earliest opportunity. By doing so, the WSB will be able to take appropriate action if deemed necessary.
Concerns of this sort should be reported to whistleblowing@scout.org and will be treated as confidential. Depending on its nature, management will be obliged to address the concern.
A whistle-blower is protected against retaliation. Retaliation against a whistle-blower constitutes misconduct in the WSB and is subject to disciplinary action.
A whistle-blower is an individual who reports suspected wrongdoing that implies a significant risk to the WSB, i.e., harmful to its interest, reputation, operations or governance. This applies to reporting of any action or inaction that contravenes the WOSM Code of Conduct.
Retaliation is defined as a direct or indirect adverse administrative decision and/or action that is threatened, recommended or taken against a whistle-blower. As such, the adverse action(s) that could constitute retaliation against a whistle-blower can include without being limited to any of the following:
- Harassment;
- Discrimination;
- Unsubstantiated negative performance appraisals;
- Unjustified contractual changes including termination, demotion, reassignment, or transfer;
- Unjustified modification of duties;
- Unjustified non-authorization of holidays and other leave types;
- Malicious delays in authorizing travel, or the provision of entitlements;
- Threat to the whistle-blower, their family and/or property including threats that may come from outside the WSB.