A Public Interest Disclosure (PID) means the disclosure of information specified in the Public Interest Disclosure Act 2010 (sections 12 and 13) and made to an appropriate public sector entity that has the responsibility or power to take appropriate action about the information disclosed or to provide an appropriate remedy.
Example of PIDs
Any person (including members of the public) can make a disclosure about:
- A substantial and specific danger to the health or safety of a person with a disability
- A substantial and specific danger to the environment
- The commission of an environmental offence (see Schedule 2 of the PID Act 2010)
- The conduct of another person that could, if proven, be a reprisal.
Employees of the Sunshine Coast Hospital and Health Service (or other public sector agencies) can make a disclosure about:
- Suspected official misconduct, as defined in the Crime and Misconduct Act 2001
- Maladministration that adversely affects a person’s interests in a substantial and specific way
- A substantial misuse of public resources
- A substantial and specific danger to public health or safety.
How to make a disclosure
A person can make a PID to the following:
- Your manager or supervisor (if you are a staff member)
- Director, People and Culture Services
- The Health Service Chief Executive, Sunshine Coast Hospital and Health Service
- Post: PO Box 547, Nambour West QLD 4560
Disclosures can additionally be made externally to:
- the Crime and Misconduct Commission if it concerns official misconduct
- the Queensland Ombudsman if it concerns maladministration
- a member of the Legislative Assembly
Sunshine Coast Hospital and Health Service's commitment
The Sunshine Coast Hospital and Health Service is committed to ensuring the highest level of ethical behaviour in all aspects of our activities. We strongly support and encourage the reporting of PIDs.
All our staff have a responsibility to disclose wrongdoing and to ensure and any disclosure is in accordance with the Sunshine Coast Hospital and Health Service’s ethical culture and in particular, acting with integrity.
This responsibility is reinforced by the provisions of Section 9 of the Public Sector Ethics Act 1994 places an obligation on all Health Service employees to disclose fraud, corruption and maladministration. Additionally, the obligation to report wrongdoing is reflected in Principle 1 of the Code of Conduct for the Queensland Public Service.
Frequently asked questions
||The information you have provided will be assessed and you will be notified of the outcome of that assessment in writing, and advised of your rights in that regard.
The assessment will include an assessment of the risk to you as a result of having made the disclosure and any recommended actions to provide protection will be implemented. The information you have provided will be notified to the Crime and Misconduct Commission and any other appropriate entity, which could include the police.
Your information will be stored securely and you will be contacted to discuss what protections or support you may require. In most instances the matter will be referred back to the Health Service to deal with, in which case appropriate action will be taken to make enquiries or conduct an investigation in relation to the disclosed information. In some instances it may be decided that no action will be taken but this will largely depend on the nature of the complaint and what information is available or able to be obtained in support of the disclosed information.
The protections will include –
- protection, as much as is possible, against your identity being disclosed;
- protection against reprisal action being taken against you (including bullying, harassment, or intimidation);
- protection against civil or criminal liability, including defamation.
||We cannot guarantee your identity will not be disclosed, but careful consideration will be given before this occurs and all reasonable steps will be taken to advise you prior to disclosing this information.
||You should immediately report any reprisal action you believe is being taken or has been taken. The information you provide will be considered and, if appropriate, reported to the Crime and Misconduct Commission and possibly to the police (depending on the seriousness). Appropriate investigation/enquiries and action will then be taken and this could include disciplinary action or prosecution. In the interim you will be contacted to discuss any further steps that can be taken to minimise further risk to you with respect to reprisal.
||You will be consulted in relation to appropriate steps to be implemented to minimise risk to you from reprisal action. It is unlikely that a decision will be made to move you from your workplace to protect you from reprisal action without your agreement.
||You can make an anonymous complaint and your complaint does not need to be in writing to amount to a public interest disclosure. It is preferable that you provide some way of contacting you so that further information can be sought and so that you can be provided with updates as the matter progresses but this is not essential.
||You are not required to have proof of the matter you are reporting and you are not required (in fact, you are requested not) to conduct any type of investigation in relation to the matter you are reporting.
||You can seek a review of the assessment by contacting the Health Service Chief Executive within 28 days, and if you are still dissatisfied with the decision you can seek review via the Queensland Ombudsman.