Joblio Inc is committed to conducting business with honesty and integrity and strives to achieve the highest ethical standards possible.
All of our employees and staff are expected to maintain these high standards as well. However, no organization is perfect and wrongdoing can take place. We take these matters seriously and do everything we can to prevent and eliminate any wrongdoing.
As a result, we encourage all employees to raise any concern they may have regarding wrongdoing within our company without any fear of retribution.
Joblio treats all concerns raised extremely seriously and protects all individuals who raises a concern in line with our policy.
This policy is not part of any contract; Joblio Inc reserves the right to change this policy at any time without notice.
Who Can Raise a Concern?
This policy applies to all current and former employees, workers, officers, consultants, and agents of Joblio Inc.
Any individual, regardless of length of service, may raise a concern under this policy.
When to Use This Policy
This policy should be used to report any concerns of wrongdoing in relation to our company’s activities where you have information which you reasonably believe shows one or more of the following:
A criminal offense has been committed, is being committed, or is likely to be committed.
A person has failed, is failing or is likely to fail to comply with any legal obligation to which that person is subject to.
A miscarriage of justice has occured, is occuring or is likely to occur.
The health or safety of an individual has been, is being or is likely to be endangered.
Any of the above wrongdoings have been, are being or are likely to be deliberately concealed.
You must reasonably believe that the disclosure is being made in the public interest.
You must have information that shows wrongdoing rather than just an opinion or gut feeling
Disclosures That Are Not Covered by This Policy
You will not qualify for protection under this policy if you commit an offence in making the disclosure, or if you disclose a matter that is subject to legal, professional privilege.
If your concern relates to your own treatment as an employee of Joblio Inc, you should file a complaint with our HR department, unless you reasonably believe the matter is in the public interest.
If you wish to raise a concern of wrongdoing in relation to a hirer’s activities you need to raise the concern directly with the hirer.
Any other types of concerns about our services, which are not related to the types of wrongdoing covered by this policy, should be raised using our complaints policy instead.
How to Raise a Concern
If you have any concerns of the types of malpractice or wrongdoing covered by this policy, you should in the first instance make a disclosure to your immediate superior.
If you have made a disclosure and are still concerned, or the matter is so serious that you feel you cannot discuss it with your immediate superior, you should raise the matter with upper management.
A disclosure of a concern can be made by telephone, in person or in writing (including by email). However, it is preferable for the disclosure to be made in writing so that we can keep an exact record of your concern.
You are not expected to prove the truth of your concern beyond reasonable doubt or provide any evidence; however, you will generally need to provide the following information as a minimum:
the nature of the concern;
why you believe it to be true;
the background and history of the concern; and
relevant dates where possible.
You can raise any concerns anonymously; however, it may be more difficult for us to protect your position or give you feedback on the outcome of investigations if you choose to remain anonymous.
You may consider discussing your concern with a colleague before raising it formally under this policy. You can choose to raise a concern under this policy alone or with a colleague; however, it is in the interests of all parties to maintain confidentiality once you have raised a formal concern.
How We Respond to Concerns Raised Under This Policy
We are committed to ensuring all disclosures raised in accordance with this policy will be handled with objectivity, consistency, and professionalism.
We will arrange a meeting as soon as possible to discuss your concern (unless it has been raised anonymously). The meeting will serve to establish the background and facts of the matter in order to decide how to carry out the subsequent investigation.
You can bring a colleague to the meeting, however, the colleague must respect the confidentiality of the disclosure and investigation.
Any and all concerns raised in accordance with this policy will be recorded in our database.
After meeting, we will first make internal enquiries into the matter, but will progress the concern into a formal investigation if need be.
We will keep you informed as to the progress and completion of any investigation that is carried out regarding your concern.
If disciplinary or legal proceedings follow the investigation, we may need you to come forward as a witness to help take appropriate action towards ending the wrongdoing.
All concerns raised will be treated as confidential. Unless the law requires otherwise, we will not reveal the identity of any individual to third parties or other staff without their consent.
Raising Your Concern Externally
The purpose of this policy is to give all employees the opportunity and protection needed to raise concerns internally. Barring extraordinary circumstances, we expect raising concerns internally to be the most appropriate course of action to resolve the issue.
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