Whistleblowing Policy

Making a Disclosure in the Public Interest

It should be emphasised that this policy is intended to assist individuals who believe they have discovered malpractice or impropriety. It is not designed to question financial or business decisions taken by the Company nor should it be used to reconsider any matters which have already been addressed under harassment, complaint, disciplinary or other procedures.

Scope and Protection

This policy is intended to cover concerns which are in the public interest and may at least initially be investigated separately but might then lead to the invocation of other procedures e.g. disciplinary. These concerns could include:

  • Financial malpractice or impropriety or fraud 
  • Failure to comply with a legal obligation or Statutes 
  • Dangers to Health & Safety or the environment 
  • Criminal activity 
  • Improper conduct or unethical behaviour 
  • Attempts to conceal any of these


This policy is designed to offer protection to those who disclose such concerns provided the disclosure is made:

  • in good faith 
  • in the reasonable belief of the individual making the disclosure that it tends to show malpractice or impropriety and if they make the disclosure to an appropriate person

Anonymous Allegations

Jurong Christian Church encourages individuals to put their name to any disclosures they make. Concerns expressed anonymously are much less credible, but they may be considered at the discretion of the Company. In exercising this discretion, the factors to be taken into account will include:

  • The seriousness of the issues raised 
  • The credibility of the concern 
  • The likelihood of confirming the allegation from attributable sources

Untrue Allegations

If an individual makes an allegation in good faith, which is not confirmed by subsequent investigation, no action will be taken against that individual. In making a disclosure the individual should exercise due care to ensure the accuracy of the information. If, however, an individual makes malicious or vexatious allegations, and particularly if he or she persists with making them, disciplinary action may be taken against that individual.


On receipt of a complaint of malpractice, our staff will pass this information to the appropriate persons and Committee members presiding over the organisation.