If the organization has introduced reporting channels, reports should be managed efficiently and competently. This means that reports are correctly received, registered, investigated and the whistleblower is informed of the results of the investigation.
If you have filed a report, it may also happen that the report is not investigated at all – your employer (or internal audit) may decide that there is not enough basis to investigate the case.
If, however, you feel that the report is not taken seriously, you do not receive feedback on the case within the prescribed time, or is being covered up, you may consider contacting ALAC for help.
Although many organizations encourage reporting, you may be unlucky enough to be met with negative reaction from your employer and have to deal with retaliation. Examples of reprisal can be, for example, termination of the employment contract, demotion, salary reduction, unfair performance appraisals, intimidation, harassment, discrimination, etc.
If the violation continues after reporting or the management has refused to investigate the case, it is worth asking yourself whether it would be better to find a new job and move on. At some point, you have to accept that you’ve done your best to report the breach and there’s nothing more you can do. Here, at ALAC, we also help to reach the conclusion as to whether in certain cases the report falls within the competence of the law enforcement authorities or if some of the retaliatory measures can be reversed.