Public Interest Disclosure (PID)

At Griffith, we are committed to fostering an ethical and transparent culture

The University is committed to fostering an ethical, transparent culture and values disclosures of information about suspected unlawful, negligent or improper conduct or about danger to public health or safety of the environment.

Staff can be the most important sources of information to assist the University to identify and address suspected wrongdoing. The University strongly encourages and expects staff to make public interest disclosures to assist in the prevention of fraud and other economic loss in addition to ensuring the trust of the community that the University serves.

Public Interest Disclosure Act and University Policy

Griffith University is a public sector entity and therefore covered by the Public Interest Disclosure Act 2010 (Qld) (PID Act). All staff, whether they are continuing, fixed-term, temporary or casual, are considered public officers for the purpose of the PID Act.

Griffith University Public Disclosure Policy

Contact the Independent Hotline Your Call

By complying with the Public Interest Disclosure Act 2010 (Qld), the University demonstrates its commitment to:

  • Ensuring that all Public Interest Disclosures (PIDs) about suspected wrongdoing are properly assessed, appropriately investigated and that appropriate action is taken in relation to any wrongdoing.
  • Ensuring employee or others who make disclosures about matters in the public interest are protected from reprisal and provided with support.
  • Ensuring appropriate consideration is given to the interests of persons who are the subject of a PID.

What is a public interest disclosure?

Under the PID Act, a public officer (including University staff) may make disclosures about:

  • corrupt conduct (as defined by the Crime and Corruption Act 2001) or
  • maladministration that adversely affects a person’s interest in a substantial or specific way; or
  • substantial misuse of public resources; or
  • substantial and specific danger to public health and safety; or
  • substantial and specific danger to the environment.

Any person (including a University staff member) may make a disclosure about:

  • a substantial and specific danger to the health or safety of a person with a disability, or a danger to the environment; or
  • a reprisal taken against anybody as a result of a public interest disclosure.

Complaints and Grievances

Students who wish to make a complaint, or staff or members of the public who wish to make a complaint rather than a public interest disclosure should refer to the relevant information on the:

Complaints and Grievances website

Proper Authority

The University is a proper authority under the PID Act for conduct concerning the University, a University employee or behaviour that the University has the power to investigate or remedy.

An appropriate disclosure is where the:

  • Discloser honestly and reasonably believes the information provided tends to show the conduct or danger;
  • Information tends to show the conduct or danger regardless of the discloser’s belief. Information that ‘tends to show’ wrongdoing or danger must be more than a mere suspicion. There must be information that indicates or supports a view that the wrongdoing or danger has or will occur.

Responsible Senior Officer

The Vice President (Corporate Services) has been appointed the responsible officer for receiving disclosures and acting on them. [The Vice Chancellor is the responsible officer if the disclosure is about the Vice President (Corporate Services)].

Making a Disclosure to the University

The University is committed to ensuring that all public interest disclosures are properly managed and that those who report wrongdoing in the workplace are protected from reprisals. The University will, to the greatest extent possible, keep the disclosure and the identity of the discloser confidential.

Disclosers are protected under the PID Act. A person who makes a PID is not subject to any civil or criminal liability or any liability arising by way of administrative process, including disciplinary action for making the disclosure. However, it is an offence under the PID Act to intentionally give false or misleading information intending that it be acted on as a PID. Employees may be subject to disciplinary action for intentionally giving false or misleading information in a PID or during an investigation into a PID. While disclosers cannot be disciplined for making a PID, they continue to be subject to reasonable management action.

Contact the Independent Hotline Your Call

Submit a written or verbal report

Anonymous Disclosures

REQUIRE MORE INFORMATION ?

Initial telephone enquiries about PIDs may be directed to the:

Integrity and Privacy Officer