Whistle-Blowing

Pasir Ris - Punggol Town Council (“PRPTC”) is committed to maintaining high standards of corporate governance and complying with all applicable laws and regulatory requirements. PRPTC does not tolerate or condone any malpractice, impropriety, statutory non-compliance, or wrongdoing which could result in reputational, financial, or non-financial losses to the Town Council.

This Whistle-blowing Policy (“Policy”) is intended to provide a framework to promote responsible and secured whistle-blowing without fear of reprisal, discrimination or adverse consequences, and allows PRPTC to address such reports by taking appropriate action, including, but not limited to, disciplining or terminating the employment and/or services of those responsible.

This Policy applies to the Chairman, Vice-Chairman, Elected Members and Secretary of the Town Council, Town Councillors, staff (including the managing agent) and contractors of PRPTC.

This Policy ensures that no adverse action will be taken against the whistle-blower in retaliation for their good-faith disclosure of any suspected improper or inappropriate practices and misconduct.

Whistle-blowing is defined as the deliberate, voluntary disclosure of individual or organisational malpractice by a person who has had privileged access to data, events, or information about actual, suspected, or anticipated wrongdoing within or by PRPTC that is within its control.

The following are examples of reportable incidents covered by this Policy:

1. Forgery, fraud, or any conduct which constitutes an offence under the law;
2. Embezzlement, misappropriation, theft, or criminal misuse of PRPTC’s funds, property, assets, or resources;
3. Corruption, bribery, or cheating;
4. Abuse or misrepresentation of power and authority;
5. Serious conflict of interest without disclosure;
6. Intimidation, discrimination, harassment, personal impropriety, or profession misconduct;
7. Unauthorised access to, misappropriation of, and/or disclosure of confidential information;
8. Concealing information about malpractice or misconduct and/or aiding and abetting such actions; and
9. Intentional provision of incorrect information to authorities.

The above list is intended to provide examples of reportable incidents and is not exhaustive.

A whistle-blower who is aware of any suspected unethical behavior, malpractices, or improper conduct by a Council member, staff (including the managing agent), or contractor of PRPTC, should report it via the following email channels:

For the investigation to be authentic, accountable, and effective, all whistle-blowers are expected to provide as much detailed information as possible in their reports, including their contact details in case further information or clarification is needed. All reports and the identities of the whistle- blowers will be treated with strict confidentiality.

If a prima facie case is established, the Chairman of the Town Council shall initiate the investigation. An Officer or a Town Councillor directed by the Chairman will lead the investigation. The investigation team shall consult and seek legal advice as necessary. If criminal offenses or corruption are involved, the matter may be referred to the Police or the Corrupt Practices Investigation Bureau (CPIB).

The investigation team shall handle all matters with confidentiality and complete the investigation within three months of receiving the whistle-blower’s report. The investigation team may ask the whistle-blower for further information or clarification.

To safeguard against possibility of bias, prejudice or conflict of interest, the person being complained shall not be participating or involved in the investigation team.

Upon completion of the investigation, the report shall be submitted to the Chairman of the Town Council. If the Chairman is not satisfied with the findings, he has the right to either:

• Request that further investigation be conducted by the same investigation team; or
• Appoint a fresh team of investigators; or
• Conduct his own investigation.

However, there may be circumstances where there is insufficient evidence to proceed, especially in the case of anonymous reporting. The investigation team shall advise the whistle-blower that there will be no investigation with reasons for the decision.

If the unethical behavior, malpractices, or improper conduct is proven, the Chairman of the Town Council shall decide on the appropriate course of action to be taken against the person(s) which may be any of the following:

• Reprimand, take disciplinary action, impose punishment
• Transfer staff to another department or office
• Termination or suspension of employment or appointment
• Report matter to the relevant authorities
• Any other action deemed appropriate by the Town Council

The investigation team shall make recommendation to the relevant department to implement procedures or take preventive measures to minimise or prevent the occurrence of the detrimental action or improper conduct in the future.

The decision on the corrective actions to be taken and the action taken against the person(s) found to have committed the detrimental action or improper conduct shall be communicated in writing to the whistle-blower.

Where the concern raised by the whistle-blower relates to the Chairman, it will be referred to the Audit Committee Chairperson and Secretary of the Town Council, who will be responsible to commission the investigation and decide on how the investigation is to proceed.