{"id":3280,"date":"2025-01-16T12:38:27","date_gmt":"2025-01-16T02:38:27","guid":{"rendered":"https:\/\/mstglobalcom.wpenginepowered.com\/?page_id=3280"},"modified":"2026-04-17T12:16:11","modified_gmt":"2026-04-17T02:16:11","slug":"politica-de-denuncia-de-irregularidades","status":"publish","type":"page","link":"https:\/\/mstglobal.com\/es\/politica-de-denuncia-de-irregularidades\/","title":{"rendered":"Pol\u00edtica de denuncia de irregularidades"},"content":{"rendered":"\n<div class=\"wp-block-group content-fullwidth\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\"><div class=\"wp-bootstrap-blocks-container container mb-2\">\n\t\n<div class=\"wp-bootstrap-blocks-row row\">\n\t\n\n<div class=\"col-12 col-lg-10 col-xl-8 offset-lg-1 offset-xl-2\">\n\t\t\t\n\n<p class=\"lead mb-4 mb-md-5 wp-block-paragraph\">Version 2.0, revision date 1 March 2024.<\/p>\n\n\n\n<h2 class=\"wp-block-heading sm\">1. Purpose and objectives<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">MST Global (Company) expects employees, contractors and anyone else performing work for the Company, to observe high standards of business and personal ethics in the conduct of their duties and responsibilities.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">We are committed to ensuring a culture of corporate compliance and ethical behaviour and encouraging Workers and others to report violations of those standards. This Whistleblower Policy (<strong>Policy<\/strong>) details the framework for receiving, investigating and addressing allegations of misconduct, or an improper state of affairs or circumstances, in relation to the Company. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The objectives of this Policy are to:<\/p>\n\n\n\n<ul class=\"wp-block-list mbot\">\n<li>provide Whistleblowers with a clear framework within which to make a Protected Disclosure;<\/li>\n\n\n\n<li>provide Whistleblowers with a clear understanding of how Protected Disclosure will be handled;<\/li>\n\n\n\n<li>ensure Protected Disclosures are dealt with fairly and appropriately;<\/li>\n\n\n\n<li>protect Whistleblowers from victimisation;<\/li>\n\n\n\n<li>support Whistleblowers throughout the reporting process;<\/li>\n\n\n\n<li>afford natural justice and procedural fairness to anyone who is the subject of a Protected Disclosure.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading sm\">2. Scope<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">This Policy applies to applies to officers, employees, contractors and anyone else performing work for the Company (<strong>Workers<\/strong>).<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The Company acknowledges that individuals other than Workers are eligible to make Protected Disclosures including:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>former Workers;<\/li>\n\n\n\n<li>Company suppliers;<\/li>\n\n\n\n<li>Associates (within the meaning of the Corporations Act) of the Company; and<\/li>\n\n\n\n<li>Relatives, dependents, or spouses of Workers and the persons listed above.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading sm\">3. Reportable Conduct<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">This Policy supports the reporting of allegations of misconduct, or an improper state of affairs or circumstances, in relation to the Company.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Reportable Conduct may include but is not limited to the following:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">contraventions of certain laws administered by ASIC or APRA;<\/p>\n\n\n\n<ul class=\"wp-block-list mbot\">\n<li>offences against any other Commonwealth law that is punishable by at least 12 months\u2019 imprisonment;<\/li>\n\n\n\n<li>conduct that represents a danger to the public or the financial system;<\/li>\n\n\n\n<li>dishonest, corrupt or illegal activities;<\/li>\n\n\n\n<li>theft, fraud, money laundering or misappropriation;<\/li>\n\n\n\n<li>offering or accepting a bribe;<\/li>\n\n\n\n<li>financial irregularities;<\/li>\n\n\n\n<li>use of Company funds or Company resources in a manner that falls within the scope of Reportable Conduct;<\/li>\n\n\n\n<li>illegal conduct, such as theft, dealing in, or use of illicit drugs, violence or threatened violence, and criminal damage against property;<\/li>\n\n\n\n<li>risks to the health and safety of Workers or the public;<\/li>\n\n\n\n<li>unethical conduct;<\/li>\n\n\n\n<li>victimising someone for reporting Reportable Conduct;<\/li>\n\n\n\n<li>failure to comply with, or breach of, legal or regulatory requirements;<\/li>\n\n\n\n<li>any instruction to cover up or attempt to cover up serious wrongdoing.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">This Policy extends to Reportable Conduct that occurs before or after the commencement of this Policy and is not limited to the above examples.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><em>What is not Reportable Conduct<\/em><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A personal work-related grievance is not Reportable Conduct unless it concerns broader reportable misconduct that typically goes beyond the Whistleblower\u2019s personal circumstances. Examples of personal work-related grievances that is not Reportable Conduct include but are not limited to: <\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>interpersonal conflicts;<\/li>\n\n\n\n<li>a decision that does not involve a breach of workplace laws;<\/li>\n\n\n\n<li>a decision about the engagement, transfer, or promotion of a Worker;<\/li>\n\n\n\n<li>a decision about the terms and conditions of engagement of a Worker;<\/li>\n\n\n\n<li>a decision to suspend or terminate the engagement of a Worker; or<\/li>\n\n\n\n<li>disciplinary action taken against a Worker.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Although it will not be treated as a Protected Disclosure under this Policy, Workers are encouraged to raise any personal work-related grievance through the MST Formal and Informal Complaint Procedure.<\/p>\n\n\n\n<h2 class=\"wp-block-heading sm\">4. Protected Disclosures<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A Protected Disclosure is a report of Reportable Conduct protected under this Policy and the Corporations Act. To be a Protected Disclosure, a Whistleblower must: <\/p>\n\n\n\n<ul class=\"wp-block-list mbot\">\n<li>have reasonable grounds to suspect that the information in the allegation concerns Reportable Conduct; and<\/li>\n\n\n\n<li>make the disclosure in accordance with this Policy.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">For clarity, a disclosure that does not concern Reportable Conduct will not be treated as a Protected Disclosure under this Policy or the Corporations Act. However, Workers are encouraged to raise any concerns or grievance with the Company via the Formal and Informal Complaint Procedure, including those which do relate to Reportable Conduct. <\/p>\n\n\n\n<h2 class=\"wp-block-heading sm\">5. Making a Report<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A Protected Disclosure can be made either internally or externally. In order for the Company to effectively address any allegation of Reportable Conduct, Whistleblowers are encouraged to make a Protected Disclosure as early as possible through internal reporting structures. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><em>Internal disclosure<\/em><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A Protected Disclosure can be made to any of the following people (<strong>Eligible Recipients<\/strong>) within the Company:<\/p>\n\n\n\n<ul class=\"wp-block-list mbot\">\n<li>a director of the Company or the Company Secretary;<\/li>\n\n\n\n<li>a senior executive of the Company including but not limited to:\n<ul class=\"wp-block-list\">\n<li>the Chief Executive Officer; and<\/li>\n\n\n\n<li>the Chief Financial Officer;<\/li>\n<\/ul>\n<\/li>\n\n\n\n<li>an auditor of the Company, including external auditors; and<\/li>\n\n\n\n<li>Head of People &amp; Culture.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Protected Disclosure can be made:<\/p>\n\n\n\n<ul class=\"wp-block-list mbot\">\n<li>directly to an Eligible Recipient by email, telephone, or in person. Contact details for Eligible Recipients are available from the Head of People &amp; Culture; and <\/li>\n\n\n\n<li><a href=\"&#x6d;&#97;&#x69;&#x6c;t&#x6f;&#58;w&#x68;&#105;s&#x74;&#108;&#x65;&#x62;l&#x6f;&#119;e&#x72;&#64;m&#x73;&#116;&#x67;&#x6c;&#111;&#x62;&#x61;l&#x2e;&#99;o&#x6d;\">wh&#105;&#115;&#116;&#x6c;&#x65;&#x62;&#x6c;ow&#101;&#114;&#64;&#x6d;&#x73;&#x74;&#x67;lo&#98;&#97;&#108;&#x2e;&#x63;&#x6f;&#x6d;<\/a><\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">When making a Protected Disclosure, the Whistleblower is encouraged to notify the Eligible Recipient that the Whistleblower is making a Protected Disclosure under this Policy and to provide relevant details and information regarding the Reportable Conduct.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">At any time, a Worker who is unsure about how or whether to make a Protected Disclosure is entitled to discuss the matter in confidence with the Whistleblower Protection Officer, their immediate supervisor or manager, or the human resources department. In the event a Whistleblower does not make a Protected Disclosure, the Company may nevertheless act on the information provided if that information reasonably suggests Reportable Conduct has occurred or may occur. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A Whistleblower may make a Protected Disclosure anonymously. A Whistleblower who elects to remain anonymous is encouraged to maintain ongoing two-way communication with the Company to assist with any investigation into or steps to address the Protected Disclosure. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><em>Independent service provider<\/em><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">To ensure appropriate escalation and timely investigation of matters under this Policy, MST encourages you to speak up and make a report in writing or by phone to STOPline, a confidential, independent provider of whistleblowing services engaged by Komatsu who will take full details of your concerns.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong><u>STOPline Service<\/u><\/strong><\/p>\n\n\n\n<dl>\n<dt>Toll Free Number:<\/dt>\n<dd>Australia &#8211; 1300 304 550<br\/>New Zealand &#8211; 0800 399 114<br\/>New Caledonia &#8211; +613 9811 3275 (reverse charges \u2013 free)<\/dd>\n<dd>If outside these countries &#8211; +613 9811 3275 (reverse charges \u2013 free)<\/dd>\n<dd>Phone services are available between 8am and 6pm Australian Eastern Standard Time, Monday to Friday. Calls outside these times may be answered, however, it is not guaranteed. <\/dd>\n\n<dt>Email:<\/dt>\n<dd><a href=\"m&#97;&#105;&#x6c;&#x74;&#x6f;:&#75;&#111;&#x6d;&#x61;&#x74;su&#64;&#x73;&#x74;&#x6f;pl&#105;&#110;&#x65;&#x2e;&#x63;o&#109;&#46;&#x61;&#x75;\">&#x4b;&#111;m&#x61;&#116;s&#x75;&#64;s&#x74;&#111;p&#x6c;&#105;n&#x65;&#x2e;c&#x6f;&#x6d;&#46;&#x61;&#x75;<\/a><\/dd>\n\n<dt>Online:<\/dt>\n<dd><a href=\"http:\/\/komatsu.stoplinereport.com\/\" target=\"_blank\">Komatsu.stoplinereport.com<\/a><\/dd>\n\n<dt>Mail:<\/dt>\n<dd>Komatsu Australia Pty Limited<br\/>c\/o The STOPline<br\/>Locked Bag 8<br\/>Hawthorn VIC 3122<br\/>Australia<\/dd>\n<\/dl>\n\n\n\n<p class=\"wp-block-paragraph\">STOPline will review reports and direct those that require further investigation to the Whistleblower Protection Officer (WPO).<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><em>External disclosure<\/em><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A Whistleblower may make a Protected Disclosure to ASIC or APRA. Information in relation to how ASIC and APRA handle Protected Disclosures is available here: <\/p>\n\n\n\n<ul class=\"wp-block-list mbot\">\n<li><strong>ASIC:<\/strong> <a href=\"https:\/\/asic.gov.au\/about-asic\/asic-investigations-and-enforcement\/whistleblowing\/how-asic-handles-whistleblower-reports\/\">https:\/\/asic.gov.au\/about-asic\/asic-investigations-and-enforcement\/whistleblowing\/how-asic-handles-whistleblower-reports\/<\/a><\/li>\n\n\n\n<li><strong>APRA<\/strong>: <a href=\"https:\/\/www.apra.gov.au\/become-a-whistleblower-and-make-a-public-interest-disclosure\">https:\/\/www.apra.gov.au\/become-a-whistleblower-and-make-a-public-interest-disclosure<\/a><\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><em>Public interest or emergency disclosures<\/em><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A Whistleblower may make a public interest or emergency Protected Disclosure to a journalist or member of parliament typically if:<\/p>\n\n\n\n<ul class=\"wp-block-list mbot\">\n<li>the Whistleblower has previously made a Protected Disclosure to ASIC or APRA:<\/li>\n\n\n\n<li>in relation to a public interest disclosure:\n<ul class=\"wp-block-list\">\n<li>at least 90 days have passed since the Protected Disclosure was made to ASIC or APRA; and<\/li>\n\n\n\n<li>the Whistleblower believes making a further disclosure to a journalist or member of parliament is in the public interest;<\/li>\n<\/ul>\n<\/li>\n\n\n\n<li>in relation to an emergency disclosure, the Whistleblower believes that the Protected Disclosure concerns a substantial and imminent danger to the health or safety of one or more persons, or to the natural environment; and<\/li>\n\n\n\n<li>the Whistleblower gives ASIC or APRA prior written notice of their intention to make the disclosure to a journalist or member of parliament.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">The Company encourages Whistleblowers to obtain independent legal advice before making a public interest or emergency disclosures.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><em>Disclosure to a legal practitioner<\/em><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A Whistleblower may seek advice from, and make disclosures to, a legal practitioner in relation to a Protection Disclosure. A Whistleblower will be protected under this Policy and the Corporations Act in relation to disclosures made to a legal practitioner even in the event that the legal practitioner concludes that the disclosure does not amount to a Protected Disclosure. <\/p>\n\n\n\n<h2 class=\"wp-block-heading sm\">6. Protections for Whistleblowers<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A Whistleblower who makes a Protected Disclosure will be protected under this Policy and the Corporations Act in relation to:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>confidentiality and privacy;<\/li>\n\n\n\n<li>victimisation; and<\/li>\n\n\n\n<li>civil, criminal, and administrative liability.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Whistleblower Protection Officer<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The Company has appointed a Whistleblower Protection Officer whose role is to ensure the Whistleblower raising the Protected Disclosure is protected in accordance with this Policy.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The current Whistleblower Protection Officer is Head of People &amp; Culture.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Subject to receiving the prior written approval of the Chief Financial Officer in relation to any related fees or expenses, the Whistleblower Protection Officer is authorised by the Company to access independent financial, legal, and operational advice as reasonably required in order to perform their role under this Policy.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The Company may appoint an alternative Whistleblower Protection Officer in response to a Protected Disclosure if the current Whistleblower Protection Officer is not appropriate having regard to the nature of the Protected Disclosure.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><em>Confidentiality and privacy<\/em><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Protected Disclosures will be kept confidential to the extent possible having regard to the Company\u2019s obligations to investigate and address Protected Disclosures.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Other than in the circumstances set out below, a Whistleblower\u2019s identity will be protected and kept confidential. Subject to the Whistleblower\u2019s consent, an Eligible Recipient who receives a Protected Disclosure may disclose the Whistleblower\u2019s identity to the Whistleblower Protection Officer in order for the Whistleblower Protection Officer to ensure the Whistleblower is protected under this Policy. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The Whistleblower\u2019s identity can be disclosed:<\/p>\n\n\n\n<ul class=\"wp-block-list mbot\">\n<li>with consent of the Whistleblower;<\/li>\n\n\n\n<li>to ASIC, APRA, or a member of the Australian Federal Police; or<\/li>\n\n\n\n<li>to a legal representative for the purpose of obtaining legal advice or representation regarding the Protected Disclosure.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">The Whistleblower Protection Officer and any person involved in investigating and addressing a Protected Disclosure who is aware, by consent of the Whistleblower, of the Whistleblower\u2019s identity must take all reasonable steps to reduce the likelihood of the Whistleblower being identified. These steps may include: <\/p>\n\n\n\n<ul class=\"wp-block-list mbot\">\n<li>consulting with the Whistleblower in relation to the protection of their identity;<\/li>\n\n\n\n<li>redacting personal information or references regarding the Whistleblower in information relating to the Protected Disclosure; and<\/li>\n\n\n\n<li>referring to the Whistleblower in gender neutral terms.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">However, information concerning a Protected Disclosure can be disclosed, including without the Whistleblower\u2019s consent, if:<\/p>\n\n\n\n<ul class=\"wp-block-list mbot\">\n<li>the information does not include the Whistleblower\u2019s identity;<\/li>\n\n\n\n<li>all reasonable steps have been taken to reduce the risk that the Whistleblower will be identified from the information; and<\/li>\n\n\n\n<li>it is reasonably necessary for investigating the Protected Disclosure.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Any Workers who come into the possession of information relating to a Protected Disclosure, including the identity of a Whistleblower, must not disclose that information to any individual or entity without express prior authorisation from the Whistleblower Protection Officer. The unauthorised disclosure of the Whistleblower\u2019s identity amounts to a breach of this Policy and the Corporations Act, and may result in disciplinary action up to and including termination of employment or engagement as applicable. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Subject to their rights under this Policy and the Corporations Act, a Whistleblower must keep all information relating to any Protected Disclosure confidential both during any investigation and following any resolution of the Protected Disclosure.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><em>Victimisation<\/em><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The Company is committed to ensuring that any person who makes a Protected Disclosure or acts as a witness or participates in any way with respect to a Protected Disclosure is not victimised.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Victimisation includes but is not limited to:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>dismissal;<\/li>\n\n\n\n<li>alteration of an employee\u2019s position or duties to his or her disadvantage;<\/li>\n\n\n\n<li>discrimination, harassment, intimidation, or bullying;<\/li>\n\n\n\n<li>physical or psychological harm or injury;<\/li>\n\n\n\n<li>damage to a person\u2019s property;<\/li>\n\n\n\n<li>damage to a person\u2019s reputation;<\/li>\n\n\n\n<li>damage to a person\u2019s business or financial position; or<\/li>\n\n\n\n<li>threatening to do any of the above conduct.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">If a Whistleblower, or any person who participates in any way with respect to a Protected Disclosure, is concerned about potential victimisation, they are encouraged to raise those concerns with the Whistleblower Protection Officer to discuss measures to protect the Whistleblower or person from victimisation. These measures may include, without limitation: <\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>protecting the Whistleblower\u2019s or person\u2019s identity;<\/li>\n\n\n\n<li>working from a different location or from home; and<\/li>\n\n\n\n<li>modifying duties or reporting lines.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">All Workers are encouraged to raise concerns regarding victimisation in relation to a Protected Disclosure to the Whistleblower Protection Officer or Eligible Recipient.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The Company will investigate reports of victimisation in relation to a Protected Disclosure. Victimisation amounts to a breach of this Policy and the Corporations Act and may result in disciplinary action up to and including termination of employment or engagement as applicable. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Whistleblowers and any persons who believe they have been victimised in breach of this Policy may also seek independent legal advice, including for the purpose of exploring potential remedies in connection with loss, damage, injury, or other detrimental conduct.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><em>Civil, criminal, and administrative liability<\/em><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A Whistleblower is protected from the following in relation to a Protected Disclosure:<\/p>\n\n\n\n<ul class=\"wp-block-list mbot\">\n<li>civil liability (for example, action against the Whistleblower for breach of an employment contract, duty of confidentiality, or another contractual obligation);<\/li>\n\n\n\n<li>criminal liability (for example, attempted prosecution of the Whistleblower for unlawful disclosure or other use of the Protected Disclosure); and<\/li>\n\n\n\n<li>administrative liability (for example, disciplinary action for making the disclosure).<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">A Whistleblower will not be granted immunity for any misconduct by the Whistleblower that is revealed in the Protected Disclosure.<\/p>\n\n\n\n<h2 class=\"wp-block-heading sm\">7. False Reports<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Anyone who knowingly makes a false report of Reportable Conduct, or who otherwise fails to act honestly with reasonable belief in respect of the report, may be subject to disciplinary action up to and including termination of employment or engagement as applicable.<\/p>\n\n\n\n<h2 class=\"wp-block-heading sm\">8. Investigation<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The Company will take all reasonable steps to investigate a Protected Disclosure.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong> <\/strong><strong><em>Whistleblower Investigations Officer<\/em><\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The Whistleblower Investigations Officer will be responsible for the investigation of a Protected Disclosure. The role of the Whistleblower Investigations Officer is to investigate or manage the investigation into the Protected Disclosure to determine whether there is evidence in support of the matters raised. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The Whistleblower Investigations Officer will report directly to the Company\u2019s Chief Executive Officer or, if the Chief Executive Officer is not independent to Protected Disclosure, another Eligible Recipient or the board of directors of the Company.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The current Whistleblower Investigations Officer is Head of People &amp; Culture.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The Company may appoint an alternative Whistleblower Investigations Officer in response to a Protected Disclosure if the current Whistleblower Investigations Officer is not appropriate having regard to the nature of the Protected Disclosure.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In referring any Protected Disclosure to the Whistleblower Investigations Officer for investigation, the Company, including Eligible Recipients and the Whistleblower Protection Officer, acknowledges:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>a Whistleblower\u2019s right to make Protected Disclosures anonymously; and<\/li>\n\n\n\n<li>the obligations in relation to protecting the Whistleblower\u2019s identity.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">The Company may not be able to effectively investigate a Protected Disclosure if it is not able to contact the Whistleblower and\/or the Whistleblower refuses to provide additional information.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><em>Investigating a Protected Disclosure<\/em><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Once received, a Protected Disclosure referred to the Whistleblower Investigations Officer should include the following details, if available:<\/p>\n\n\n\n<ul class=\"wp-block-list mbot\">\n<li>the date the Whistleblower made the Protected Disclosure;<\/li>\n\n\n\n<li>the date and substance of the Reportable Conduct;<\/li>\n\n\n\n<li>subject to the Whistleblower\u2019s express consent, the Whistleblower\u2019s identity; and<\/li>\n\n\n\n<li>to the extent it can be reasonably assessed, the level of risk associated with the alleged Reportable Conduct.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Once referred, the Whistleblower Investigations Officer will determine the steps reasonably necessary to investigate the Protected Disclosure, including, without limitation:<\/p>\n\n\n\n<ul class=\"wp-block-list mbot\">\n<li>the nature and scope of the investigation;<\/li>\n\n\n\n<li>who will conduct the investigation and whether that person should be external to the Company;<\/li>\n\n\n\n<li>implement a framework to ensure that Workers or other persons who are subject of a Protected Disclosure are treated fairly during the investigation process;<\/li>\n\n\n\n<li>the nature of any technical, financial or legal advice that may be required; and<\/li>\n\n\n\n<li>a timeframe for the investigation, including having regard to the assessed level of risk.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">The Company will keep Whistleblowers informed of the progress or relevant findings of an investigation so far as reasonable, having regard to the nature of the Protected Disclosure or investigation findings, confidentiality, and the fair treatment of Workers or other persons who are subject of the Protected Disclosure.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The Company may be required to refer a Protected Disclosure to ASIC, APRA, or the Australian Federal Police for the purpose of investigating and\/or addressing the Protected Disclosure.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Investigation findings will be reported to the Company\u2019s Chief Executive Officer or, if the Chief Executive Officer is not independent to Protected Disclosure, another Eligible Recipient or the board of directors of the Company.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The Company\u2019s Chief Executive Officer or if applicable, the Eligible Recipient or the board of directors of the Company who receives the investigation findings, will determine the action (if any) to be taken in relation to investigation findings. Such action may include, without limitation, a disciplinary process or another form of escalation of the investigation findings regarding the Protected Disclosure within or outside of the Company. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><em>Workers or persons who are subject of a Protected Disclosure<\/em><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The Company will apply principles of procedural fairness and natural justice to the conduct of any investigation regarding a Protected Disclosure. The Company will take reasonable steps to ensure fair treatment of any Workers or persons who are the subject of a Protected Disclosure. These steps may include, without limitation:  <\/p>\n\n\n\n<ul class=\"wp-block-list mbot\">\n<li>keeping the investigation confidential to the extent possible;<\/li>\n\n\n\n<li>advising Workers, or persons who are the subject of a Protected Disclosure, of relevant information or matters in order to obtain their response;<\/li>\n\n\n\n<li>basing investigation findings on the balance of probability; and<\/li>\n\n\n\n<li>keeping Workers, or persons who are the subject of a Protected Disclosure, informed of the progress or relevant findings of an investigation so far as reasonable, having regard to the nature of the Protected Disclosure or investigation findings, confidentiality, and the fair treatment of other Workers or persons who are subject of the Protected Disclosure.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Employment Assistance Program<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Whistleblowers, Workers who are subject of a Protected Disclosure, or any other Workers who participate in any way with respect to a Protected Disclosure are encouraged to access the Company\u2019s Employment Assistance Program (<strong>EAP<\/strong>) provider.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The EAP provider\u2019s details are:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>TELUS HEALTH 1300 361 008<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading sm\">9. Breaches of this Policy<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Any failure by a Worker to comply with this Policy may result in disciplinary action up to and including termination of employment or engagement as applicable.<\/p>\n\n\n\n<h2 class=\"wp-block-heading sm\">10. Access to this Policy<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A copy of this Policy is available on the Company\u2019s HRIS ELMO and Induction pack.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Workers must ensure that they understand how this Policy applies to them as a Worker. If a Worker is uncertain about whether this Policy applies to them, or a particular situation, or have any other questions, they are encouraged to speak with their immediate supervisor, manager, or the Whistleblower Protection Officer. <\/p>\n\n\n\n<h2 class=\"wp-block-heading sm\">11. Definitions<\/h2>\n\n\n\n<ol style=\"list-style-type:lower-alpha\" class=\"wp-block-list mbot\">\n<li><strong>Company<\/strong> means Mine Site Technologies Pty Limited and its related and associated entities;<\/li>\n\n\n\n<li><strong>Corporations Act<\/strong> means the <em>Corporation Act 2001<\/em> (Cth);<\/li>\n\n\n\n<li><strong>Reportable Conduct<\/strong> means misconduct or an improper state of affairs or circumstances in relation to the Company including but not limited to the matters outlined in this Policy;<\/li>\n\n\n\n<li><strong>Protected Disclosure<\/strong> means a report of Reportable Conduct made in accordance with this Policy; and<\/li>\n\n\n\n<li><strong>Whistleblower <\/strong>means a Worker or other person identified in part 2 of this Policy who is eligible to make a Protected Disclosure in accordance with the Policy.<\/li>\n<\/ol>\n\n\t<\/div>\n\n<\/div>\n\n<\/div>\n<\/div><\/div>\n\n<div class=\"wp-block-group cta-block hero\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\"><div class=\"wp-bootstrap-blocks-container container mb-2\">\n\t\n<div class=\"wp-bootstrap-blocks-row row\">\n\t\n\n<div class=\"col-12\">\n\t\t\t\n\n<h2 class=\"wp-block-heading\">Las operaciones complejas se combinan con soluciones efectivas y preparadas para el futuro.<\/h2>\n\n\n\n<h3 class=\"wp-block-heading has-white-color has-text-color has-link-color wp-elements-e740e555c0bc5eeedbb0fc3a4dc63e73\">\u00bfNecesitas m\u00e1s informaci\u00f3n? Cont\u00e1ctanos para m\u00e1s informaci\u00f3n.  <\/h3>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n<div class=\"wp-bootstrap-blocks-button\">\n\t<a\n\t\thref=\"https:\/\/mstglobal.com\/es\/contacto\/\"\n\t\t\t\t\t\tclass=\"btn btn-lg btn-secondary-rev\"\n\t>\n\t\tInf\u00f3rmate hoy\t<\/a>\n<\/div>\n\n\t<\/div>\n\n<\/div>\n\n<\/div>\n<\/div><\/div>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":8,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"page-templates\/fullwidthpage.php","meta":{"_acf_changed":false,"content-type":"","footnotes":""},"class_list":["post-3280","page","type-page","status-publish","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.9 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Pol\u00edtica de denuncia de irregularidades - MST Global<\/title>\n<meta name=\"description\" content=\"The framework for receiving, investigating and addressing allegations of misconduct, or an improper state of affairs or circumstances, in relation to the Company.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/mstglobal.com\/es\/politica-de-denuncia-de-irregularidades\/\" \/>\n<meta property=\"og:locale\" content=\"es_ES\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Pol\u00edtica de denuncia de irregularidades - 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