Whistle Blowing Policy
Our Whistle Blowing Policy
Dover Park Hospice (DPH) is dedicated to maintaining the highest standards of corporate governance. We ensure strict compliance with all financial reporting internal controls and auditing requirements, alongside all relevant legislation governing the healthcare and charity sectors. We are committed to a culture of transparency and accountability. We provide a secure environment where our employees and external stakeholders including donors, volunteers and business partners can safely report genuine concerns regarding improper conduct, illegal activities or any significant risks to DPH’s integrity and safety.
What should be reported?
We encourage the reporting of Serious Misconduct or Reportable Matters. These include, but are not limited:
- Financial Malpractice – Fraud, corruption, bribery, theft, or the misappropriation of hospice funds and assets
- Legal Non-Compliance – Breaches of Singapore laws and regulatory requirements, including the PDPA and the Code of Governance for Charities and IPCs
- Safety & Ethical Breaches – Actions that endanger patient health and safety, intentional breaches of patient confidentiality, or serious violations of the Code of Conduct
- Operational Malpractice – Intentional disregard for internal controls, standard operating procedures, or systemic failures that put the organisation at risk
How to report?
To ensure a clear and thorough understanding of the issues raised, all reports must be submitted in writing. Please provide a detailed history of the events and any available supporting evidence or documents.
You may reach our Audit Risk and Governance Committee (ARGC) Chairman through the Contact Us page.
Our Assurance
DPH treats all reports with the strictest confidentiality to the extent permitted by law. The identity of the whistleblower will not be disclosed unless required by law or to facilitate a thorough investigation.
We strictly prohibit any form of retaliation, harassment or adverse action against individuals who make a report in good faith. Any employee found to have engaged in retaliatory behaviour will be subject to disciplinary action, which may include termination.