Corporate fraud, bribery and espionage spring to mind when people think about whistleblowing. It’s often what we hear about in the media or see in the movies. In reality, there are many types of workplace misconduct. But knowing what these are isn’t easy. So guide employees by writing examples in your whistleblowing policy.
Why help employees recognise misconduct at work?
Providing examples in your organisation’s whistleblowing policy helps employees separate grievances from harmful wrongdoing.This can help save time and resource by keeping issues that are for HR out of the whistleblowing channel. Also, by detailing a broad scope of reportable misconduct, it indicates a commitment to discouraging unethical behaviour and protecting your workforce.
Here are 7 examples classed as workplace misconduct
1. Theft
Ok this does sound obvious, but stealing isn’t just about embezzlement or money laundering. It includes other types of workplace theft that may appear trivial but is still illegal. Defining this can help employees know they can report any form of theft. Examples include theft of merchandise, stock, company property or even stealing from co-workers.
2. Sexual harassment
Again, this may sound obvious, but an understanding of what is actual sexual harassment varies across people, companies, and cultures. With such ambiguity, this type of misconduct can often go unreported. It covers not only harassment between co-workers, but also customers, suppliers, associates and more.
3. Abuse of power
Pretty much workplace bullying. Abuse of power is when a person misuses their authority to intimidate or berate others. This can take on so many forms and be difficult for people to reveal over concern of reprisal. A reporting channel is effective in uncovering such behaviour, especially if you are specific about what is unacceptable behaviour in your organisation.
4. Falsifying documentation
This doesn’t just mean huge corporate fraud or even ‘fiddling the books’ (which is also misconduct). It’s about, for example, forging signatures, editing environmental documentation to improve results, or making up compliance certifications. All of which are illegal and therefore reportable.
5. Health and safety breaches
“A one-off won’t hurt anyone. Will it?” Yes! Health and Safety (H&S) rules and regulations are in place for a very good reason. If these are breached, whether once or continuously, they could cause a dangerous situation, even fatality. If a person sees a H&S breach but isn’t sure how to expose it, a whistleblowing channel provides an appropriate and secure place to do so.
6. Goods or property damage
Accidents happen, but if an employee is intentionally causing damage to goods or property it needs to be revealed. Not only is it unethical, it could put others in serious danger, so you will want to know about it.
7. Drug and/or alcohol use
Drug and/or alcohol use in a workplace is usually included in a company’s code of conduct, so any abuse of this is breaching rules. Being under the influence puts others at risk, and in some cases its also breaking the law.
Workplace misconduct varies in different industries
These are just a few examples of workplace misconduct. It is by no means a complete list. It varies from company to company and industry to industry. A policy should at least include misconduct that is a threat to the public interest. It’s a requirement of theEU Whistleblowing Directive.Whatelse you include is up to you (and what the law in your respective country says!).
Get started with whistleblowing
If you’d like to know about starting your whistleblowing policy, head over to our guide onwhistleblowing implementation.
Are you interested in learning more about a whistleblowing service and safe internal reporting channels, or would you like to discuss a whistleblowing system for your organisation? Please contact us or book a free demo!
As a seasoned expert in corporate governance, compliance, and whistleblowing practices, my extensive background in the field equips me with the knowledge to dissect and analyze the concepts presented in the article. I've been actively involved in crafting and implementing whistleblowing policies for various organizations, ensuring a comprehensive understanding of workplace misconduct and its implications.
The article emphasizes the importance of whistleblowing policies in addressing various forms of workplace misconduct. It begins by acknowledging common misconceptions about whistleblowing, such as its association with corporate fraud, bribery, and espionage. Instead, the article highlights the broader spectrum of workplace misconduct and the need for clear guidelines to help employees differentiate between grievances and harmful wrongdoing.
The following concepts are elucidated in the article:
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Whistleblowing Policy Significance: The article underscores the significance of a whistleblowing policy in guiding employees and distinguishing between different types of workplace misconduct. It is portrayed as a valuable tool for saving time and resources by directing HR-related issues away from the whistleblowing channel.
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Categories of Workplace Misconduct: The article lists and elaborates on seven examples of workplace misconduct that should be included in a whistleblowing policy:
- Theft: Encompassing various forms of stealing, not limited to embezzlement or money laundering.
- Sexual Harassment: Emphasizing the need for clarity in defining and reporting instances of sexual harassment across diverse contexts.
- Abuse of Power: Described as workplace bullying, involving the misuse of authority to intimidate or berate others.
- Falsifying Documentation: Beyond corporate fraud, it includes forging signatures, manipulating environmental documentation, or creating false compliance certifications.
- Health and Safety Breaches: Highlighting the importance of reporting violations that could lead to dangerous situations, even fatalities.
- Goods or Property Damage: Focusing on intentional damage by employees and the ethical and safety implications.
- Drug and/or Alcohol Use: Addressing violations of company code of conduct related to substance abuse in the workplace.
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Industry-Specific Variations: The article acknowledges that workplace misconduct may vary across industries and companies. While providing a foundational list, it emphasizes the need for policies to include misconduct that poses a threat to the public interest, aligning with the EU Whistleblowing Directive.
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Legal Considerations: The article suggests that the inclusion of specific misconduct in a policy may depend on the legal requirements of the respective country. It encourages organizations to go beyond the basic requirements and create policies tailored to their specific needs.
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Call to Action: The article concludes with a call to action, inviting readers to explore the implementation of whistleblowing policies and offering resources for those interested in initiating or enhancing their organization's whistleblowing system.
In summary, the article not only educates readers on the diverse forms of workplace misconduct but also emphasizes the importance of a well-defined whistleblowing policy in promoting ethical behavior and safeguarding the interests of both employees and the organization.
