The Employee Alternative Reporting Service (EARS) provides DETSI staff access to an independent service to report workplace concerns and behaviours that may be inappropriate. The service can be accessed anonymously and reports could include concerns about bullying and harassment, discrimination, workplace behaviours that are disrespectful etc.

The service is managed through an independent company, Stopline Pty Ltd, , whose primary purpose is to record staff concerns and provide this information back to the department for appropriate action.

You can find out more about responding to disrespect and other channels for reporting concerns on the DETSI intranet including:

• Lodging an individual employee grievance here
• Reporting Corrupt Conduct here
• Making a Public Interest Disclosure here

You can also access information on a number of support services: here

The primary and preferred method for staff to raise concerns and seek support is through the existing processes established in DETSI HR. This allows us to take direct action and support you through the process.

Visit this intranet site for resources and more information about options for responding to disrespect. If you are unsure about raising your concerns, you are encouraged to seek advice from a trusted supervisor, senior leader, or colleague.

You can report workplace concerns or inappropriate behaviours such as:

• Bullying – repeated unreasonable behaviours. For example, repeated hurtful remarks, making fun of an employee of their work, intimidation, excluding an employee, deliberately holding back information, yelling, offensive language…
• Discrimination –  includes the unfair or prejudicial treatment of people and groups based on characteristics such as race, gender, age or sexual orientation.
• Sexual harassment   – Conduct or unwelcome attention of a sexual nature that makes a person feel offended, humiliated or intimidated.  Includes uninvited physical intimacy, uninvited sexual propositions and remarks with sexual connotations.
• Harassment (not sexual) – including a one-off incident e.g.
  • Telling insulting jokes about particular racial groups.
  • Displaying offensive posters or screen savers.
  • Making derogatory comments or taunts about a person’s disability.
• Failure to show courtesy and respect – behaviours demonstrated towards another person in the course of duty that contravene standards contained in the Code of Conduct.
• Inappropriate conduct (general) – Conduct or unwelcome behaviour that is inappropriate and makes people feel offended, upset, uncomfortable, or disrespected.  Commonly referred to as “below the line” behaviour.  The behaviour may not contravene the Code of Conduct but may still give rise to corrective actions occurring.
• Lack of meaningful performance and development conversations and inappropriate performance management.
• Non-compliance with policy or legislation – a deviation from the standards, policies or legislation relevant to carrying out the employee’s duties in their profession/agency.

You can use EARS anytime you have a concern about workplace concerns or to report inappropriate behaviour.

DETSI has engaged an independent consultant to manage the receipt, recording and reporting of workplace concerns and inappropriate behaviour. Stopline is an independent, confidential and impartial conduit for information. Stopline has staff experienced in handling sensitive information from clients. Stopline will record staff concerns and provide this information back to the department for appropriate action.

Stopline can receive reports via hotline, email, or online form.

Stopline is an Australian company which specialises in providing integrity/whistleblowing services. It has been operating for over a decade and assists listed and private companies, local, state and Commonwealth public sector bodies and not-for-profit organisations. Further details are available at www.stopline.com.au

Appropriate People and Culture officers (for example, Workforce Relations and Integrity, Workforce Safety and Wellbeing).
Identifiable information will only be passed onto DETSI with your consent.

Unless otherwise specified, EARS may be used by all department staff, including:

• public services officers
• permanent, temporary and casual employees
• general employees
• trainees and cadets.

EARS may not be used by consultants, contractors or volunteers and does not replace any grievance related provisions within the Industrial Relations Act 2016 (Qld) or any other relevant industrial instrument.

DETSI has engaged Stopline, an independent consultant, to run EARS and manage the receipt, recording and reporting of workplace concerns and inappropriate behaviour made using the service.  Stopline is an independent, confidential and impartial conduit for information.  Stopline has staff experienced in handling sensitive information from clients.

Reports made using EARS will be provided to an appropriate delegate in DETSI who will assess and determine what action(s) can or should be taken. This might include managing the concern in line with existing departmental processes, making further enquiries or incorporating the report with other information to help build our understanding of issues that might require further exploration or action to improve our workplace culture.

No. Your call to Stopline can, if you wish, be anonymous and the staff of Stopline will not ask for any personal details. You may volunteer the information anonymously to Stopline if you desire or you can be overt. If you do not wish to remain anonymous, this information may be provided to authorised persons at DETSI.

If you choose to remain anonymous Stopline will issue a confidential reference and password should you wish to seek the status of your report at some later date.

If you choose to remain anonymous or only share information with Stopline, this may limit what action DETSI can take. You should also be aware that you may be identifiable from the information you provide in explaining your concern.

No, you can remain anonymous.  It is not a requirement for you to provide personal details. If you choose to provide your personal details, you may also choose whether this information is only retained by Stopline, or if it will be shared with DETSI.

If you choose to remain anonymous or only share information with Stopline, this may limit what action DETSI can take. You should also be aware that you may be identifiable from the information you provide in explaining your concern.

However, if specific details are provided and the information indicates a serious matter as defined as Category 2 or 3 under the conduct and performance excellence (CaPE) framework, it will be assessed by the DETSI Workforce Relations and Integrity (WRI) team and action may be initiated.  In this instance, it is likely that divisional HR representatives will also be notified.

For reporting of corrupt conduct, public interest disclosures and, individual employee grievances, please follow the departmental polices and guidance on the intranet.

Yes. Your report to Stopline can, if you wish, be completely anonymous and you are not required to provide your personal details. If you choose to remain anonymous Stopline, as the provider of EARS, will issue a confidential reference and password should you wish to access or update the information that you provided at some later date.

If you choose to provide your personal details, you may also choose whether this information is only retained by Stopline, or if it will be shared with DETSI.

As EARS is hosted by a third party, Stopline, DETSI is unable to track or identify anyone lodging an anonymous concern.

If you choose to remain anonymous or only share information with Stopline, this may limit what action DETSI can take. You should also be aware that you may be identifiable from the information you provide in explaining your concern.

You can choose to make a confidential report and if you choose to provide your personal details, you may also choose whether this information is only retained by Stopline, or if it will be shared with DETSI.

Please also note you may be identifiable from the information you provide in explaining your concern.

If you choose to only share your information with Stopline, this may limit what action DETSI can take. You should also be aware that you may be identifiable from the information you provide in explaining your concern.

All reports will be treated with a high level of confidentiality.  DETSI has appointed Stopline to provide EARS to enhance confidentiality and anonymity within DETSI with respect to reporting workplace concerns.

• No information that can identify you will be passed to DETSI without your consent
• Note you may be identifiable from the information you provide in explaining your concern. You can speak to Stopline about any concerns you may have.
• Information (de-identified), insights and trends will be analysed and passed to DETSI periodically
• Stopline is a conduit for information that may enable DETSI to intervene, investigate and take action. Stopline will not be taking any further action on your behalf.
• In line with the consent you have provided, Stopline will pass your report onto appropriate delegates in DETSI. These officers will follow appropriate and existing HR procedures.
• The amount of information you provide, correlates to the outcome that can be expected.

Stopline will provide reports to DETSI. Depending on the level of detail and specifics of each report, your data will generally be handled in one of the following ways:

• In line with the consent that you provide, information from your report will be provided to DETSI who will assess it and determine what action can or should be taken. This might include managing the concern in line with existing departmental processes, making further enquiries or incorporating with other information to help build our understanding of issues that might require further exploration or action to improve our workplace culture.
• Information from reports is collated to provide insights into workplace concerns and behaviour across the department, division, branch, unit or team. The data will be analysed and trends identified.  Based on the trends and where practicable, intervention and/or educational plans to address the concerns and behaviours will be developed and implemented.  Detailed reports that indicates a category 2 or 3 matter according to the conduct and performance excellence (CaPE) framework will be reviewed and assessed by the DETSI Workforce Relations and Integrity (WRI) team.  Where applicable, appropriate action will be initiated.

Yes. You will be kept advised about the status of the report, decisions made regarding how the matter is to be handled, time frames that apply and the result of any investigation and action taken as that information is communicated with Stopline as appropriate for sharing.

If you choose to remain anonymous, you will be issued with a confidential reference and password and must initiate contact through one of the methods outlined on the home page to receive feedback.

The nature of your report and the personal information that you choose to share with DETSI, will determine whether you are contacted by DETSI about your report.

Whether you see a change or an action will depend on the level of details provided and the nature of the concern raised. Actions taken may not be shared due to confidentiality and/or because they are ongoing. The department will review trends and insights and broader actions may be taken to address this insight.

You can submit a further report via EARS or via the DETSI intranet or talk with your a trusted supervisor, senior leader or colleague.

If you are unsure about raising your concerns, you are encouraged to seek advice from a trusted supervisor, senior leader, or colleague.

You can find personal support through the Employee Assistance Program and Other Employee Support Services including Mental Health Support Officers.

If reporting a sexual assault or Domestic and Family Violence, you are strongly encouraged to seek direct help from the primary methods of reporting, contact the police and access other support services including DV Connect and 1800RESPECT.

If you need further information, you may contact the Workforce Safety and Wellbeing Team at [email protected] or Stopline via [email protected]

If you’re in crisis and need support, call Lifeline on 13 11 14. They’re open 24 hours a day, 7 days a week.

You can contact Stopline anytime you have a concern about workplace concerns or to report inappropriate behaviour.

You can telephone Stopline on 1300 30 45 50 24 hours a day, 7 days a week. Stopline staff will answer your call during business hours (0800-1800 Mon-Fri AEST). Any messages left with their overnight team will be responded to within one working day. You can also send your report via email or an online form.

The strength of Stopline is that all allegations will be professionally managed by trained Stopline staff. The experience of Stopline is that vexatious calls occur very infrequently. Stopline focuses on the message, not the messenger. The authorised persons at the Department of Environment, Tourism, Science and Innovation may decline to investigate the matter if satisfied that the report is trivial, frivolous or vexatious.

Where a person who makes a report is implicated in the misconduct, the Department of Environment, Tourism, Science and Innovation will use all reasonable efforts to protect the individual from reprisals; however the act of reporting improper conduct may not shield the person from the reasonable consequences flowing from any involvement in serious misconduct.

Further details are available on the DETSI intranet.