This Policy covers disclosures that may reveal instances of serious wrongdoing or systemic misconduct (including conduct that is unlawful, corrupt or improper) as provided under the Public Interest Disclosure Act 2013 (Cth) or the Corporations Act 2001 (Cth). Recent enhancements to the Corporations Act 2001 (Cth) have increased the protections available to a person who wishes to raise a concern about serious wrongdoing or systemic misconduct.

This Policy does not apply to minor or personal work-related grievances and non-serious instances of suspected wrongdoing which do not relate to systemic issues of misconduct. These concerns are more appropriately managed under the relevant Group policy or procedure that applies to that conduct.

This Policy applies to current and former employees of Australia Post and its subsidiaries, including StarTrack, Decipha, SecurePay and POLi Payments. It also applies to others with a connection to the Group, including board of directors, current and former contractors, suppliers, Licensed Post Office licensees and employees, consultants,

Group contracted service providers and their employees, public officials from other agencies, and any other whistleblower referred to in this Policy.

This Policy will be made publicly available in order to facilitate and encourage reports of wrongdoing.

The Group is committed to complying with the obligations relating to the protection of whistleblowers in the Public Interest Disclosure Act 2013 (Cth) and the Corporations Act 2001 (Cth).

In line with this Policy, the Group will:

> Treat disclosures of wrongdoing seriously and with priority;
> Protect you from any detriment that may arise as a result of a suspicion you have made, or  might make, a disclosure;
> Investigate a disclosure to the fullest extent possible, based on the information available;
> Maintain your confidentiality and respect your choice to make a disclosure anonymously, if you wish to.
> Enforcement & Monitoring

The Employee Relations team will have oversight of this Policy and ensure that disclosures are appropriately handled in line with the Group’s legislative obligations.

The Whistleblower Policy will be reviewed every three years or following any updates to governing legislation.

Background
The Group is committed to working and acting in a way that is consistent with our Values of Trust, Inclusivity, Empowerment and Safety. We must also act with integrity and comply with applicable laws, regulations, codes, policies and procedures. We encourage our people to speak up when they see or suspect wrongdoing such as serious or systemic misconduct, unlawful or unethical behaviour, or conduct that may cause serious public harm. At the Group, we have the courage to open and honest, and take responsibility for our actions.

The Whistleblower Policy plays an important role in ensuring you feel safe and secure to raise concerns without fear of retaliation or victimisation. It provides information and guidance about who can be a whistleblower, how to report concerns, and the legal rights and protections that are available to whistleblowers.

When does the Whistleblower Policy apply?
This Policy applies if you want to report actual or suspected serious wrongdoing or systemic misconduct, unlawful or unethical behaviour, or conduct that may cause serious public harm. Making this kind of report is known as a Disclosure and will be handled as such under this Policy.

You should consider whether your concern can be more appropriately escalated or effectively addressed under another policy or process. If your concern relates to a personal work-related matter, inappropriate behaviour such as discrimination, harassment or bullying, or other non-serious and non-systemic issues of misconduct that do not have broader implications for the Group, you should report your concern under the relevant policy that applies, where it will be more appropriately managed:

for harassment, discrimination or bullying concerns, contact the HDB Hotline at HDBMatters@auspost.com.au
or call 1800 641 535.
for personal work-related matters, speak to your HR representative or people leader
for customer matters, contact the Customer Contact team via post, email, phone, or online – https://auspost.com.au/about-us/corporate-information/complaints-and-feedback#letter

If your concern relates to the following types of wrongdoing, and you have Reasonable Grounds to suspect the wrongdoing or misconduct, this Policy will support you to make a disclosure without fear of reprisal and with the protection of the Group:

a) Conduct or practices that may breach an Australian or foreign law, regulation or code (such as theft, drug sale or use, criminal damage);

b) Corrupt or fraudulent conduct (such as misappropriation of funds, bribery, undue influence, false or misleading information);

c) Maladministration or a substantial mismanagement or wastage of Australia Post’s resources (such as excess private use of a Group phone, unauthorised use of fuel cards for private vehicles, using Group resources/information for personal gain);

d) Conduct involving substantial risk to health or safety or significant danger to the environment or to the public;

e) Conduct involving potential breaches of human rights standards;

f) Conduct that may cause serious financial or non-financial loss to the Group or damage to its reputation and brand, or that may otherwise cause danger to the financial system; or

g) A serious breach of Our Ethics.