Whistle Blowing Policy

Human Resources & Organizational Development

Whistle Blowing Policy & Procedures

Version Control
Version No. Date/Month
issued
Author Update information/Remarks
0.0 April 2017 Asif First Draft
1.0 June 2017 Mamun Reviewed by Director & Head of
HR
2.0 July 2018 Marc/Ken/Stephane Feedback
3.0 Sep 2018 Asif/Mamun/ED Updated & approved by ED
4.0 17 July 2021 Communications/Asif Branding upgradation i.e., logo,
/Mamun copywrite, waterpark and table of
content, ED’s kind consent has
also been taken by Mr. Mamun-
SR. Director & HOHR
5.0 28 August 2021 Asif/Mamun/ED List updated as guided by SR.
Director & HOHR. ED’s kind
consent has also been taken by
Mr. Mamun-SR. Director & HOHR
6.0 02 Feb 2022 Asif/Mamun/ED Information of Safeguarding Focal
Person added as guided by SR.
Director & HOHR. ED’s kind
consent has also been taken by
Mr. Mamun-SR. Director & HOHR
7.0 14 August 2022 Asif/Mamun/ED Renamed the policy as “Whistle-
Blowing Policy” as guided by SR.
Director & HOHR. ED’s kind
consent has also been taken by
Mr. Mamun-SR. Director & HOHR
8.0 14 May 2023 Asif/Mamun/ED Inclusion of PSEA, as per
UNICEF recommendation, guided
by SR. Director & HOHR. ED’s
kind consent has also been taken
by Mr. Mamun-SR. Director &
HOHR
Page 1 of 4
Date/Month Issued: May 23
Version: 8.0
___________________________________________________________________
This Document Is Confidential. © No part of this document may be reproduced, distributed, or transmitted in any form
without the express written permission of Friendship
 Whistle Blowing Policy

Table of Contents
1.Purpose ................................................................................................................................................ 3
2.Scope ................................................................................................................................................... 3
3.Policy & Procedures ............................................................................................................................. 3

Page 2 of 4
Date/Month Issued: May 23
Version: 8.0
___________________________________________________________________
This Document Is Confidential. © No part of this document may be reproduced, distributed, or transmitted in any form
without the express written permission of Friendship
 Whistle Blowing Policy

1. Purpose

A whistle-blower is an employee of Friendship who reports an activity that he/she considers

to be illegal or dishonest or harmful to Friendship to his/her supervisor/head of the
Sector/CSUs or directly to Management as appropriate.

2. Scope

This Policy applies to all Friendship employees.

3. Policy & Procedures

1. If an employee has knowledge of or a concern of illegal or dishonest fraudulent harmful

to Friendship activity, the employee is to contact his/her immediate supervisor or the
Safeguarding Focal Person or the Senior Director & Head of Human Resources and
Organizational Development or Executive Director.
2. Examples of illegal or dishonest or harmful to Friendship activities but not limited to are
violations of code of conduct, organizational rules & regulations, country’s laws;
fraudulent financial reporting, sexual exploitation, abuse & harassment (SEAH), Child
Abusing and any sort of activities which may hamper the Friendship Staff or Friendship
as a whole.
3. The employee must exercise sound judgment to avoid baseless allegations. An
employee who intentionally files a false report of wrongdoing will be subject to
discipline up to and including separation.
4. The confidentiality of the whistle-blower will be maintained. However, identity may have
to be disclosed to conduct a thorough investigation, to comply with the law and to
provide accused individuals their legal rights of defence.
5. Any whistle-blower who believes he/she is being retaliated against the complaint must
contact the Senior Director & Head of Human Resources and Organizational
Development immediately. Organization will take appropriate measures to ensure the
protection of the whistle-blower.
6. The whistle blower is not responsible for investigating the activity or for determining
fault or corrective measures; appropriate management officials are charged with these
responsibilities.

Page 3 of 4
Date/Month Issued: May 23
Version: 8.0
___________________________________________________________________
This Document Is Confidential. © No part of this document may be reproduced, distributed, or transmitted in any form
without the express written permission of Friendship
 Whistle Blowing Policy

7. All reports illegal or dishonest or harmful to Friendship activities will be promptly

submitted to the Senior Director & Head of Human Resources and Organizational
Development who is responsible for investigating and coordinating corrective action.
8. Employees with any questions regarding this policy should contact the Director & Head
of Human Resources and Organizational Development.
9. In addition to this policy, Friendship management may assign someone to check time
to time information deviation of any process/procedures and appropriate actions may
be taken accordingly. This man of confidence is strictly confidential to the HR and that
individual.
10. Any person, not related to Friendship may also report illegal or dishonest or harmful to
Friendship activities to as mentioned above or to the Safeguarding Focal Person.
Please note that, investigation process or outcome or the capacity itself may hamper
if insufficient information is provided.

Safeguarding In Charge

Name : Mr. Mohammad Aktharul Islam

Designation : Deputy General Manager – HR and OD
Office Location : Head Office
Email Address : asif@friendship.ngo
Cell Number : 01732277645

Page 4 of 4
Date/Month Issued: May 23
Version: 8.0
___________________________________________________________________
This Document Is Confidential. © No part of this document may be reproduced, distributed, or transmitted in any form
without the express written permission of Friendship