Whistle Blower Policy
Confidential reporting of misconduct and protection from retaliation.
1. Purpose and scope
Magpies News encourages people to report reasonably suspected wrongdoing connected with its operations. This policy provides a route for fair review, protection against retaliation and corrective action. It applies to employees, editors, reporters, contributors, interns, contractors, consultants, suppliers, advertising partners and other people with relevant information.
This is an internal integrity policy. It does not claim that every report is protected by a particular whistle-blower statute, create immunity for wrongdoing, or limit a right to report to a lawful authority. The legal operator is identified in the address section. The policy takes effect only after formal adoption and publication of working reporting contacts.
2. What can be reported
Report a concern where you reasonably believe there may be:
- Bribery, kickbacks, fraud, theft, misuse of funds or falsified invoices or records.
- Paid news concealed as independent reporting, manipulated audience or campaign metrics, fabricated reporting, improper suppression of corrections or serious undisclosed conflicts of interest.
- Unlawful access to data, misuse of confidential sources, serious privacy or security failures, or intentional destruction of evidence.
- Serious harassment, discrimination, safety misconduct, abuse of authority, retaliation or a material breach of law or policy.
Ordinary reader corrections, refunds and service complaints normally belong under the Grievance Redressal Policy. A personal employment issue may belong with the appropriate employment process. If either reveals serious misconduct or retaliation, it may also be reported here. A statutory workplace-harassment procedure must not be displaced by an internal whistle-blower investigation.
3. Good-faith reporting
You do not need proof of wrongdoing or to identify a legal provision. Explain the facts you know, the basis for suspicion and anything uncertain. A report remains eligible for protection when honestly made on reasonable grounds even if the concern is not substantiated. Making a deliberate false allegation or fabricating evidence is different from making an honest mistake.
4. Reporting channels and conflicts
Send a written report to [Official confidential whistle-blower email], for the attention of [Designated Ethics Officer name and designation]. Alternatively, send a sealed letter marked "Confidential - Whistle Blower Report" to the address in section 13.
If the concern involves that officer or you reasonably fear a conflict, contact [Independent escalation officer / governing-body representative] at [Independent confidential escalation email]. A person
implicated in the report must not control its assessment, investigation or access permissions. Where necessary, an independent external investigator should be appointed.
Handling a report fairly
5. Information to include
Describe what happened, when and where, the people or functions involved, the likely impact, supporting records and any immediate safety or evidence-preservation concern. Give a safe contact method and any confidentiality needs if you can. Identify first-hand knowledge separately from information received from others.
Report promptly, but there is no automatic rejection solely because you report later. Anonymous reports will be assessed where the detail permits meaningful review; anonymity can limit follow-up and the information we can provide. Do not conduct an unauthorised investigation, enter an account unlawfully, remove original records or expose unrelated personal information to obtain proof.
6. Receipt and initial assessment
The receiving officer will log the concern securely, screen for conflicts, assess urgency and preserve relevant evidence lawfully. A misdirected complaint should be referred sensitively to the appropriate process without unnecessarily revealing identity. Immediate safety or statutory reporting duties take priority.
Proposed internal targets are acknowledgement within 7 calendar days where contact is possible, initial assessment within 15 calendar days, and completion ordinarily within 60 calendar days. For a longer case, provide a progress update at least every 30 calendar days where lawful. These are administrative targets and do not extend any statutory deadline or guarantee that every investigation will finish in that period.
7. Investigation and fair treatment
An appropriately independent person will define the issues, obtain relevant records, interview people where needed and document the evidence and findings. External legal, financial or technical assistance may be used where justified. Access to records must remain lawful and proportionate.
The person whose conduct is questioned will normally receive a fair opportunity to respond, at a time that does not compromise safety, evidence or legal requirements. A report is not a finding of guilt. Interim protective steps should be proportionate and must not operate as automatic punishment.
The investigator will recommend corrective steps to an unconflicted decision-maker. The reporting person may receive an appropriate outcome summary, but not necessarily confidential personnel details, privileged advice or the full investigation file.
8. Confidentiality and non-retaliation
Identity and case material will be shared only with people who need them for a lawful assessment, protection, investigation or response. Absolute confidentiality cannot be guaranteed if disclosure is legally required or necessary for fair process. Where lawful and safe, we will explain a necessary disclosure in advance.
Retaliation for a protected good-faith report or honest cooperation is prohibited. It includes threats, harassment, unjustified dismissal, adverse assignments, loss of opportunities, blacklisting and pressure to withdraw a report. Report suspected retaliation through the independent channel. Appropriate protective and disciplinary measures will be considered promptly.
Outcomes, review and reporting contacts
9. Corrective action and misuse
Depending on the evidence and applicable process, action may include correcting a publication or record, strengthening controls, recovering loss lawfully, training, a proportionate disciplinary measure, ending a contract, or reporting to a competent authority. Findings and the reason for action or closure must be recorded.
Protection does not shield a person's own misconduct from a fair, independent process. However, unsubstantiated allegations must not be treated as knowingly false merely because proof is insufficient. Any finding of deliberate fabrication requires a proper review and an opportunity to respond.
10. Review and external reporting
If you believe a conflict, procedural error, new evidence or retaliation affected the outcome, request a review through the independent channel, preferably within 15 calendar days of the response. A justified later request may be considered. An unconflicted reviewer should aim to respond within 30 calendar days and explain any necessary delay.
This policy does not require internal approval before a lawful report to a regulator, police, court or other competent authority, or before seeking independent legal advice. Confidentiality obligations must not be used to prevent a legally protected disclosure. Do not wait for an internal response where someone faces immediate danger or a reporting deadline is approaching.
11. Records and oversight
Case files will be access-controlled and retained only for the investigation, follow-up, legal obligations and justified defence of claims under a documented retention schedule. An active preservation requirement overrides routine deletion. Aggregate trend reporting should avoid unnecessary identification of reporting people or subjects.
The policy owner will review the process at least annually and after a serious case, including independence, retaliation risks, response times and contact reliability. Amendments will be communicated and will not retrospectively withdraw protection for an earlier good-faith report.
12. Responsible contacts
Designated Ethics Officer: [Name and designation]
Confidential reporting email: [Official whistle-blower email]
Independent escalation officer: [Name and designation]
Independent escalation email: [Separate confidential email]
Contacts must be controlled by the authorised, unconflicted recipients rather than a general marketing or shared support inbox.
13. Postal reporting address
Magpies News Operator and postal address: Cockatoo Pixels Private Limited [Building / door number, street and locality] Piravom, Kerala, India - [PIN code] Website: https://magpies.in For the attention of: [Designated Ethics Officer] Telephone: [Official contact number]
Mark the envelope: Confidential - Whistle Blower Report
If the allegation concerns the named recipient, use the independent channel in section 12.