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We work collaboratively with our clients to build strong, sustainable relationships. Our team is committed to delivering consistent high standards of service, and we understand the importance of accessibility. Working with us, you'll enjoy open communication, meaning well scoped, properly resourced and effectively managed matters.

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Latest Case

Providing strategic advice on expansion structures November 16, 2018

Founded in Bondi Beach in 2012, Bailey Nelson has rapidly grown into a global eyewear retailer and service provider with boutiques in Australia, London, Canada and New Zealand. The strong demand for their products and … Continued

Latest News

Maddocks recognised once again as Employer of Choice for Gender Equality February 25, 2019

Monday 25 February 2019 Maddocks has been recognised for its initiatives and programs to build a diverse and inclusive workplace for the 15th consecutive year. Maddocks received an Employer of Choice for Gender Equality citation … Continued

Latest Article

The long wait for franchising inquiry findings is over March 15, 2019

The current regulatory environment has manifestly failed to deter systemic poor conduct and exploitative behaviour and has entrenched the power imbalance [of franchisor’s over franchisees][1] This statement of the Committee sets the tone of the … Continued

Victoria’s New Protected Disclosure Regime

The Protected Disclosure Act 2012 (Act), forming part of the new statutory regime for Victoria’s integrity reforms, is now in force.  The Act, which commenced operation on 10 February 2013, replaces the former Whistleblowers Protection Act 2001 and amends the Ombudsman Act 1973.

Whistleblower protection is just one part of the new integrity system for Victoria, which includes the establishment of the Independent Broad-based Anti-Corruption Commission (IBAC), the Victorian Inspectorate, and the Accountability and Oversight Parliamentary Committee.

Similarly to the former scheme, the Act protects persons who give information about improper conduct by public bodies and public officers. The Act affects all councils. Under the Act, councils may receive disclosures regarding the improper conduct of council or its staff. Disclosures regarding councillors must be made directly to IBAC.

The Act requires each council, as a body to whom disclosures can be made, to develop written procedures for handling protected disclosures it receives. It is each council’s responsibility to ensure that its procedures comply with the Act, the regulations under the Act and any IBAC guidelines issued under the Act.

Councils have until 10 August 2013, being 6 months after the commencement of the Act, to have prepared a manual which outlines its procedures for facilitating the making of disclosures and the handling of disclosures in accordance with the Act and IBAC Interim Guidelines (Guidelines). To comply with the Guidelines, this manual must be made available for public inspection at council offices and also be published on each council’s website.

The Guidelines suggest that a member of staff be designated as the coordinator of protected disclosure matters. While it is good practice to have a coordinator in place, councils are required to ensure that all staff are familiar with its procedures and the obligations under the Act and Guidelines.

While most councils will have procedures for handling disclosures under the previous Whistleblowers Protection Act 2001, councils now need to review and update these procedures to ensure they comply with the new statutory regime. In addition to nominating a member of staff to handle protected disclosures, councils may wish to update their websites to provide information regarding the new regime and who to contact if someone wishes to make a disclosure about council or its officers.

Changes to the statutory regime, including the Act and other Acts relating to the integrity reforms, will be reflected in the next update to Maddocks’ Delegations and Authorisations Service, which will be released in May 2013.

The Protected Disclosure Act 2012 (Act), forming part of the new statutory regime for Victoria’s integrity reforms, is now in force.  The Act, which commenced operation on 10 February 2013, replaces the former Whistleblowers Protection Act 2001 and amends the Ombudsman Act 1973.

Whistleblower protection is just one part of the new integrity system for Victoria, which includes the establishment of the Independent Broad-based Anti-Corruption Commission (IBAC), the Victorian Inspectorate, and the Accountability and Oversight Parliamentary Committee.

Similarly to the former scheme, the Act protects persons who give information about improper conduct by public bodies and public officers. The Act affects all councils. Under the Act, councils may receive disclosures regarding the improper conduct of council or its staff. Disclosures regarding councillors must be made directly to IBAC.

The Act requires each council, as a body to whom disclosures can be made, to develop written procedures for handling protected disclosures it receives. It is each council’s responsibility to ensure that its procedures comply with the Act, the regulations under the Act and any IBAC guidelines issued under the Act.

Councils have until 10 August 2013, being 6 months after the commencement of the Act, to have prepared a manual which outlines its procedures for facilitating the making of disclosures and the handling of disclosures in accordance with the Act and IBAC Interim Guidelines (Guidelines). To comply with the Guidelines, this manual must be made available for public inspection at council offices and also be published on each council’s website.

The Guidelines suggest that a member of staff be designated as the coordinator of protected disclosure matters. While it is good practice to have a coordinator in place, councils are required to ensure that all staff are familiar with its procedures and the obligations under the Act and Guidelines.

While most councils will have procedures for handling disclosures under the previous Whistleblowers Protection Act 2001, councils now need to review and update these procedures to ensure they comply with the new statutory regime. In addition to nominating a member of staff to handle protected disclosures, councils may wish to update their websites to provide information regarding the new regime and who to contact if someone wishes to make a disclosure about council or its officers.

Changes to the statutory regime, including the Act and other Acts relating to the integrity reforms, will be reflected in the next update to Maddocks’ Delegations and Authorisations Service, which will be released in May 2013.