Whistle-Blowing Policy
Purpose
The Bible Church, Singapore (“the Church”) is committed to good governance and requires its leaders and staff to fulfil their responsibilities with honesty and integrity, in compliance with all applicable laws and regulations.
The objective of the Whistle-blowing Policy is to establish a confidential channel within the Church for members, employees, or other external parties to report genuine concerns about suspected or actual illegal, unethical, or inappropriate conduct or practices occurring within, by, or under the control of the Church, so that the Church may evaluate these concerns and take appropriate follow-up action.
Whistle-blowers
A whistle-blower is an individual who, in good faith, reports any suspected or actual illegal, unethical, or inappropriate conduct or practices occurring within, by, or under the control of the Church. A whistle-blower’s role is to report, not to investigate the facts or determine the action to be taken.
A report is made in good faith when it is made: (i) out of genuine concern, without malice, recklessness, or consideration of personal benefit; and (ii) out of a reasonable basis to believe that the report is true. A report is not made in good faith when it is made maliciously, recklessly, or is known to be false.
Whistle-blowing Committee
The Whistle-blowing Committee (“the Committee”) will comprise: the Lead Pastor, the Council Chairperson, and two other church members appointed by the Church Council. If any member of the Committee faces any potential conflict of interest in a matter, he/she shall recuse him/herself for that matter.
The Committee’s role is to carry out confidential investigations to establish if there is sufficient evidence to support the whistle-blower’s concern. The findings will be reported to the Church Council. Where appropriate, the Committee will provide updates to the whistle-blower on the progress of the investigations and notify him/her of the final outcome.
Where there is insufficient evidence to establish the whistle-blower’s concern, but there is no evidence that the report was made in bad faith, the Committee must closely monitor the matter reported for a period to be determined by the Committee.
Reportable Matters
Reportable matters under this Policy include, but are not limited to, the following:
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Financial matters e.g. fraudulent activities or transactions, embezzlement, corruption, misusing church funds or resources;
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Abuse of power or authority e.g. any form of bullying, harassment, or discrimination;
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Inappropriate conduct e.g. sexual misconduct; or
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Any other illegal activities.
Feedback on doctrinal or theological concerns, the quality of the Church’s programmes or services, or private grievances are not reportable matters under this Policy and may be directed to the Church Council, pastors, or ministry staff as appropriate.
Procedure for Reporting
Concerns should be raised in writing, through a Report Form, to the Lead Pastor (sooyeong@biblechurch.sg), the Council Chairperson (chairperson@biblechurch.sg), or anyone who may be so appointed as part of the Whistle-blowing Committee (whistle@biblechurch.sg).
Whistle-blowers should provide specific information in the report. This includes details such as the identities of parties involved, the nature and description of the alleged wrongdoing, the relevant dates or period of time, and any evidence that may substantiate the concern raised e.g. emails, text messages, photos, documents.
Whistle-blowers are encouraged to identify themselves in the report and provide contact details, in case further information or clarification is required. Anonymous concerns will be investigated on their merits, but may be difficult to act upon effectively if the information provided is vague or insufficient.
Confidentiality and Protection
The Church will endeavour not to reveal the identity of the whistle-blower unless the whistle-blower consents to disclosure. However, the Church may not be able to maintain confidence in exceptional circumstances, including but not limited to, meeting the needs of the investigation or requirements under law.
The Church will not tolerate harassment or victimisation of whistle-blowers. No person who reports a genuine concern under this Policy in good faith shall be subject to retaliation or adverse employment consequences (in the case of a staff). The Church will not condone frivolous, reckless, or malicious allegations. Where it is clear the report was made in bad faith, such individuals will be subject to appropriate action as determined by the Committee.