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Australian Whistleblowing Policy

1. Application and Purpose

1. 1.1 AirTrunk is committed to ensuring the highest standards of conduct in all of its activities by:
   1. promoting and actively developing an enhanced culture of honesty, integrity, ethical behaviour;
   2. conducting our operations lawfully and responsibly;
   3. preventing and detecting suspected misconduct and illegal or unethical behaviour; and
   4. reviewing our operations and standards to ensure their continuous improvement.

1. 1.2  This Australian Whistleblowing Policy (Policy) applies to all AirTrunk, past and present:
   1. employees;
   2. directors;
   3. contractors and suppliers; and
   4. a relative or dependent of the above,

   who wish to raise a concern about AirTrunk’s Australian operations.

1. 1.3 AirTrunk encourages the reporting of suspected misconduct within the company so that it can be dealt with appropriately.
2. 1.4. AirTrunk will protect and support anybody who raises a concern in accordance with this Policy against detrimental conduct. The purpose of this Policy is to provide a channel for individuals who report wrongdoing to do so in a safe and secure manner where they will be protected and supported.
3. 1.5.  If you raise a concern under this Policy you may qualify for special protections under Australian law. These special protections will apply if the:
   1. nature of the concern is about the types of conduct identified in section 2; and
   2. you have raised a concern in accordance with sections 3 to 5.

   (referred to as a “Protected Report”).

4. 1.6 Schedule 2 to this Policy sets out the legal requirements of this Policy in further detail. It is important that you read this Schedule prior to raising a concern under this Policy.
5. 1.7 If you consider that your concern does not meet the legal requirements of this Policy, you can raise a concern under the Global Whistleblowing Policy and you will be protected in accordance with that policy. If you raise a concern under the Global Whistleblowing Policy that does in fact meet the legal requirements of this Policy, you will still be entitled to the special protections under Australian law.
6. 1.8 If you have any questions about how this Policy operates and the circumstances in which the special protections will apply, please contact AirTrunk’s Whistleblowing Officer (whose contact details can be found at Schedule 1).

2. Conduct covered by special protections at law

1. 2.1  To qualify for special protection under Australian law (i.e. a Protected Report) the conduct reported must relate to serious misconduct or an improper state of affairs. By way of example:
   1. fraud (e.g. misappropriation of funds);
   2. offering or accepting a bribe (e.g. bribing a government official for access to sensitive data);
   3. corruption (e.g. providing sensitive data obtained through a retainer with the Federal or a State/Territory Government to an overseas government);
   4. illegal activity (e.g. theft, drug sale or use, violence, criminal damage to property);
   5. a concern that might harm AirTrunk, an AirTrunk employee or a third party (e.g. unsafe work practices);
   6. a concern that might damage AirTrunk’s reputation; or
   7. a concern that may endanger the public.
2. 2.2  Importantly, a report can still qualify for the special protections even if it turns out to be incorrect.
3. 2.3  Reports that relate to personal work-related grievances and inappropriate workplace behaviour (that do not also involve serious misconduct, like the examples discussed above) do not qualify for protection under this Policy. Examples of personal work-related grievances might include:
   1. a conflict between two employees;
   2. a decision to transfer or demote an employee;
   3. a decision about an employee’s terms and conditions of employment; or
   4. a decision to suspend or terminate a contractor.
4. 2.4  Regardless of whether the matter relates to a personal work-related grievance, you will be offered the special protections under this Policy if you:
   1. suffer from, or are threatened with, detriment for making a disclosure; and/or
   2. seek legal advice about the special protections that are available to you.
5. 2.5  If you have any questions about how this Policy operates and the circumstances in which the special protections will apply, please contact AirTrunk’s Company Secretary (whose contact details can be found at Schedule 1).

3. Making a report covered by special protections at law

1. 3.1 For a report to be a Protected Report it must be made by an Eligible Whistleblower. So, you must qualify as an Eligible Whistleblower.
2. 3.2  An Eligible Whistleblower is someone who is (or has been) any of the following:
   1. a director or company secretary of AirTrunk;
   2. an employee of AirTrunk;
   3. an individual who is a contractor or supplier of AirTrunk (or employees of AirTrunk’s corporate contractors and suppliers); and
   4. a relative or dependant of an individual above (including, but not limited to, a spouse, parent, child, grandchild or sibling).

4. Reporting misconduct or an improper state of affairs

Internally

1. 4.1. To receive protection under Australian law, you must make a report to a Qualified Recipient. A Qualified Recipient includes any of the following:
   1. a director, officer or senior manager of AirTrunk; or
   2. an auditor of AirTrunk.
2. 4.2 However, to ensure that your concern is handled in the most effective and efficient manner we have appointed a dedicated Whistleblowing Officer and an Alternative Whistleblowing Officer who are also Qualified Recipients.
3. 4.3 We encourage you to make your report to the Whistleblowing Officer. If you feel uncomfortable reporting to the Whistleblowing Officer or if there would be a potential conflict of interest in doing so (e.g. if the concern is about a member of the Whistleblowing Officer’s team), you can report your concern to the Alternative Whistleblowing Officer.
4. 4.4 The contact details for both the Whistleblowing Officer and the Alternative Whistleblowing Officer are set out at Schedule 1.
5. 4.5 In your communication with the Whistleblowing Officer and the Alternative Whistleblowing Officer, please advise whether you would like your identity to remain confidential or you would like to report on an anonymous basis.
6. 4.6 You may make also raise your concern on a named basis or anonymously by utilising AirTrunk’s external whistleblowing channel, which is also a Qualified Recipient. Details of this external whistleblowing channel are contained in Schedule 1 of this Policy.
7. 4.7 When reporting anonymously, please consider how the Whistleblowing Officer or Alternative Australian Whistleblowing Officer is to contact you moving forward (for example, you may decide to provide an unlisted telephone number), and please provide that contact method in your disclosure. Neither the Whistleblowing Officer nor the Alternative Whistleblowing Officer will attempt to ascertain your identity if you have requested to remain anonymous.

Externally

1. 4.8 While AirTrunk encourages you to report concerns internally to the Whistleblowing Officer, the Alternative Whistleblowing Officer or via using AirTrunk’s external whistleblowing channel, you are also able to report your concerns externally and still qualify for special protection under Australian law.
2. 4.9 You may also make a report to the following external bodies:
   1. Australian Securities and Investments Commission (ASIC);
   2. the Commissioner of Taxation at the Australian Taxation Office (if the matter relates to a taxation matter);
   3. a registered tax or BAS agent of AirTrunk (if the matter relates to a taxation matter); or
   4. a legal practitioner (engaged by you), if the report is made for the purpose of you obtaining legal advice or legal representation.
3. 4.10 Schedule 1 sets out the contact details for ASIC and the Commissioner of Taxation.
4. 4.11 In certain limited circumstances, you may be able to raise a concern with a Member of Parliament or a journalist. Please see Schedule 2 for further details.

5. Reporting misconduct or an improper state of affairs

1. 5.1 If you have reported internally, the Whistleblowing Officer or the Alternative Whistleblowing Officer as applicable will advise you whether your report qualifies as a Protected Report as soon as they have had an opportunity to consider the report and the issues raised. If appropriate, they will also advise you of likely next steps (e.g. whether there will be an investigation) and an estimate of the anticipated timeline to deal with your Protected Report.

6. Investigating Protected Reports

1. 6.1  Where a Protected Report is made internally, the Whistleblowing Officer or the Alternative Whistleblowing Officer as applicable will consider the report and if appropriate, conduct an objective investigation having regard to the nature and circumstances of the reportable conduct.

Fair Treatment of those to whom the Protected Report relates

1. 6.2  AirTrunk will treat the person(s) to whom the Protected Report relates fairly and any findings will be made on reliable evidence. The investigation will be conducted independently of the person or persons referred to in the report. Schedule 2 provides examples of the steps that AirTrunk may take in order to ensure the fair treatment of anyone mentioned in the report.

The Investigation Process

1. 6.3  While the particulars of each investigation will vary depending on the nature of the report, a summary of a typical investigation process is set out at Schedule 2.
2. 6.4  All investigations will be conducted in a timely manner. Throughout the investigation, where appropriate, the Whistleblowing Officer or the Alternative Whistleblowing Officer as applicable, will provide feedback to the Eligible Whistleblower who has made the Protected Report regarding the investigation’s progress and/or outcome (subject to considerations relating to the privacy of those against whom allegations are made, and being conscious of not prejudicing the investigation or other matters arising from a report being made).

7. Eligible Whistleblower protections

1. 7.1 We are committed to providing you support and protection in response to a genuine report of serious misconduct or wrongdoing. We will apply a zero tolerance approach to any retaliations, or threats of retaliation against you.

Protecting you from legal action

1. 7.2  Eligible Whistleblowers who make a Protected Report cannot have:
   1. court proceedings commenced against them for making the report; and
   2. the information they have reported used as evidence against them, in court proceedings.
2. 7.3  Individuals who report alleged concerns will not, however, receive protection for their own misconduct or wrongdoing.

Protecting you from detriment

1. 7.4  Eligible Whistleblowers who make a Protected Report will be protected from detrimental conduct.
2. 7.5  Detrimental conduct might include, for example:
   1. harm or injury (whether physical or psychological);
   2. dismissal;
   3. a transfer to another office or location;
   4. a change in duties or a demotion;
   5. reputational damage;
   6. harassment, bullying or intimidation;
   7. damage to property; and
   8. damage to a person’s financial position.
3. 7.6 Detrimental conduct is unlikely to include, for example, administrative action that is taken to protect an Eligible Whistleblower who has made a Protected Report from detriment (such as enabling them to work from home).
4. 7.7 AirTrunk will not tolerate any form of detrimental conduct towards Eligible Whistleblowers. Any such conduct may result in disciplinary action being taken against the perpetrator, up to and including termination of employment. There are also separate and serious legal consequences for causing detriment to an Eligible Whistleblower who has made a Protected Report (such as fines and, in extreme cases, imprisonment).
5. 7.8 AirTrunk will thoroughly investigate reports of any victimisation or detrimental conduct related in any way to a Protected Report being made. An Eligible Whistleblower who is subjected to detrimental treatment (or a threat to cause any detriment) should report this immediately to AirTrunk’s Whistleblowing Officer or the Alternative Whistleblowing Officer as applicable.

Protecting your identity

1. 7.9 There is no requirement for an Eligible Whistleblower to identify themselves in order to qualify for protection.
2. 7.10 If you choose to identify yourself to a Qualified Recipient but otherwise want your identity to remain confidential, your identity (or information that is likely to lead to your identity being known) will not be disclosed. This is subject only to certain specific exceptions which are explained at Schedule 2.
3. 7.11 Any release of information in breach of this Policy will be regarded as a serious matter and may result in disciplinary action together with possible legal consequences (such as fines and, in extreme cases, imprisonment).

Compensation and other remedies

1. 7.12 An Eligible Whistleblower who makes a Protected Report may also be entitled to court ordered remedies, including:
   1. compensation for any loss or damage suffered;
   2. injunctive relief restraining a person from engaging in detrimental conduct, or to prevent the effects of the detrimental conduct;
   3. an order requiring an apology be given; and/or
   4. any other order that the court thinks is appropriate.

Support for Eligible Whistleblowers who have made Protected Reports

1. 7.13 AirTrunk will take appropriate measures to protect, and support the wellbeing of, an Eligible Whistleblower who has made a Protected Report, including in circumstances where they may be the victim of detrimental conduct.
2. 7.14 In addition to matters already discussed in this section, this support may be in the form of:
   1. 1. monitoring and managing the behaviour of other employees; and
      2. considering whether the Eligible Whistleblower who has made the Protected Report should be:
         1. offered flexible working arrangements;
         2. permitted paid time off work; and/or
         3. able to work from an alternative location,

    

   1. 1. while a matter is investigated.
      2. 7.15 Please also remember that, if you are an employee, you have access to AirTrunk’s employee assistance program for support.

8. Policy Review

1. 8.1 This Policy will be reviewed every two years.

9. Accessing the Policy

1. 9.1 This Policy can be viewed on AirTrunk’s website or on AirTrunk’s Intranet.

Schedule 1: Contact Details

Internal

EXTERNAL REPORTING CHANNEL

REGULATORY AUTHORITIES

Schedule 2: Legal Requirements

Section 1: Purpose

1. This Policy and the procedures set out in this document reflect and comply with the whistleblower provisions of the Corporations Act 2001 (Cth) (Corporations Act) and the Taxation Administration Act 1953 (Cth) (Tax Act).

Section 2: What is Reportable Conduct?

2. Eligible Whistleblower under the Corporations Act and Tax Act
   1. 2.1 An Eligible Whistleblower is someone who is (or has been) any of the following:
      1. a current or former officer (including a director or company secretary – hereon defined as officer) or employee of AirTrunk;
      2. an individual who supplies, or used to supply, services or goods to AirTrunk (paid or unpaid) (or an employee of that individual);
      3. an individual who is an associate of AirTrunk;
      4. a relative or dependent of an individual above (including, but not limited to, a spouse, parent, child, grandchild, or sibling); or
      5. an individual prescribed by respective regulations for the purposes of the Corporations Act or Tax Act.

3. Qualified Recipients
   1. 3.1 Under the Corporations Act, a Qualified Recipient is any of the following:
      1. Australian Securities and Investments Commission (ASIC), Australian Prudential Regulation Authority (APRA) or a prescribed Commonwealth authority;
      2. an officer or senior manager of AirTrunk;
      3. an actuary of AirTrunk or a related body corporate;
      4. an auditor or a member of an audit team conducting an audit of AirTrunk; or
      5. any other person authorised by AirTrunk to receive Protected Reports under the Corporations Act. At AirTrunk, these people are those listed in Schedule 1.
   2. 3.2 Under the Tax Act, a Qualified Recipient is any of the following:
      1. an officer or senior manager of AirTrunk;
      2. any employee or officer who has functions or duties that relate to the entity’s tax affairs;
      3. an auditor or a member of an audit team conducting an audit of AirTrunk;
      4. a registered tax agent or BAS agent who provides services to AirTrunk;
      5. a person authorised by AirTrunk to receive Protected Reports. At AirTrunk, these people are those listed in Schedule 1; or
      6. a person or body prescribed in the regulations.
   3. 3.3 Legal practitioners: A Eligible Whistleblower who has made a Protected Report can also access the special protections where the disclosure is made to a legal practitioner to obtain legal advice or representation in relation to the operation of the special protections and/or whistleblowing regime under the Corporations Act or Tax Act.

4. Protected Report
   1. 4.1 Under the Corporations Act:
      1. 1. for a disclosure to be a Protected Report, it must relate to misconduct, or an improper state of affairs and circumstances, in relation to AirTrunk’s Australian operations, AirTrunk Operating Pty Ltd or an Australian related body corporate of AirTrunk Operating Pty Ltd, which the Eligible Whistleblower has reasonable grounds to suspect has occurred, is occurring or will occur;
         2. this can include, but is not limited to, information that indicates that an officer or employee of AirTrunk Operating Pty Ltd or one of its Australian related bodies corporate has engaged, is engaging or will engage in conduct that:
            1. Is an offence, or contravention, of:
               1. the Corporations Act;
               2. the Australian Securities and Investments Commission Act 2001;
               3. the Banking Act 1959;
               4. the Financial Sector (Collection of Data) Act 2001;
               5. the Insurance Act 1973;
               6. the Life Insurance Act 1995;
               7. the National Consumer Credit Protection Act 2009;
               8. the Superannuation Industry (Supervision) Act 1993; or
               9. an Instrument made under those laws;
            2. constitutes an offence against any other Commonwealth law that incurs a punishment of up to 12 months or more;
            3. represents a danger to the public or the financial system; or
            4. is prescribed by regulations for the purposes of the Corporations Act.
   2. 4.2 Under the Tax Act, a disclosure will be a Protected Report if either:
      1. 1. First Instance:
            1. the disclosure is made to the Commissioner of Taxation, because the Eligible Whistleblower considers that the information may assist the Commissioner to perform their functions or duties under taxation law in relation to AirTrunk or an associate of AirTrunk; or
         2. Second Instance:
            1. the Eligible Whistleblower has reasonable grounds to suspect that the information indicates misconduct, or an improper state of affairs or circumstances in relation to the tax affairs of AirTrunk or an associate of AirTrunk;
            2. the Eligible Whistleblower considers that the information may assist the Qualified Recipient to perform functions or duties that relate to the tax affairs of AirTrunk; and
            3. the disclosure is made to one of the following persons:
               1. an auditor (or member of an audit team conducting an audit) of AirTrunk;
               2. a registered tax agent or BAS agent who provides tax agent services or BAS services to AirTrunk;
               3. a director, secretary or senior manager of AirTrunk, or any other employee or officer of AirTrunk who has functions or duties that relate to tax affairs of AirTrunk; and
               4. a person authorised by AirTrunk to receive disclosures that may qualify for protection under the Tax Act. At AirTrunk, these people are those listed in Schedule 1; or
            4. Third Instance:
               1. the disclosure is made to a legal practitioner for the purpose of obtaining legal advice or representation in relation to the operation of the whistleblowing regime and protections under the Tax Act.

5. Personal Work-related Grievance
   1. 5.1 “Personal work-related grievance” disclosures are not Protected Reports. In particular, under the Corporations Act, a disclosure is not a Protected Report and will not be afforded special protections if the information disclosed:
      1. concerns a grievance about any matter in relation to the discloser’s employment (or former employment) that has personal implications for the discloser;
      2. does not have significant implications for AirTrunk that do not relate to the discloser; and
      3. does not concern conduct described at section 4 above under the heading “Protected Report”.

6. “Emergency” and “public interest” disclosures
   1. 6.1 In certain limited circumstances relating to a Protected Report under the Corporations Act, an Eligible Whistleblower may make an “emergency” or “public interest” disclosure of information to a member of a Parliament (Commonwealth, State or Territory) or to a journalist.
   2. 6.2 AirTrunk encourages employees to make use of the whistleblowing procedures set out in this Whistleblower Policy such that it is not necessary to make an Emergency Disclosure or a Public Interest Disclosure. If you intend to make an Emergency or Public Interest Disclosure, AirTrunk strongly encourages you to seek independent legal advice so that you understand the criteria for making these types of Protected Reports.
   3. 6.3 However, AirTrunk acknowledges that in some circumstances, it will be necessary for individuals to make such disclosures and will comply with all legislative requirements, as set out in this Whistleblower Policy, in respect of
      such disclosures.
   4. “Emergency Disclosure” means a disclosure where:
      1. the discloser has previously made a disclosure of that information that qualifies for protection under the Corporations Act; and
      2. the discloser has reasonable grounds to believe that the information concerns a substantial and imminent danger to the health and safety of one or more persons or to the natural environment; and
      3. the discloser notified (in writing) the body to which it made the disclosure that:
         1. includes sufficient information to identify the previous disclosure; and
         2. states that the discloser intends to make an Emergency Disclosure; and
      4. the disclosure is made to:
         1. a member of the Commonwealth Parliament or a State or Territory parliament; or
         2. a journalist; and
      5. the extent of the information disclosed in the Emergency Disclosure is no greater than necessary to inform the Qualified Recipient, mentioned above, of the substantial and imminent danger.
   5. “Public Interest Disclosure” means a disclosure where:
      1. the discloser has previously made a disclosure of that information that qualifies for protection under the Corporations Act; and
      2. at least 90 days have passed since the previous disclosure; and
      3. the discloser does not have reasonable grounds to believe action is being taken in relation to the disclosure; and
      4. the discloser has reasonable grounds to believe that making a further disclosure is in the public interest; and
      5. following 90 days, the discloser notified (in writing) the body to which it made the disclosure that:
         1. includes sufficient information to identify the previous disclosure; and
         2. states that the discloser intends to make a Public Interest Disclosure; and
      6. the Public Interest Disclosure is made to:
         1. a member of the Commonwealth Parliament or a State or a Territory parliament; or
         2. a journalist; and
      7. the extent of the information disclosed in the Public Interest Disclosure is no greater than necessary to inform the Qualified Recipient, mentioned above, of the misconduct or the relevant information.
   6. Note: for the purpose of this Whistleblower Policy and the Corporations Act, a “journalist” is a person who is professionally working for a newspaper, magazine, radio or television broadcasting service, or commercial electronic services (including a service provided through the internet) which are operated similar to a newspaper, magazine, or radio or television broadcast.
7. Investigation
   1. 7.1 Where a Protected Report is made internally, the Whistleblowing Officer/Alternative Australian Whistleblowing Officer will consider the disclosure and if appropriate, conduct an objective investigation as is reasonable and appropriate having regard to the nature and circumstances of the reportable conduct.
   2. 7.2 The Whistleblowing Officer/Alternative Australian Whistleblowing Officer will treat the person or persons to whom the Protected Report relates fairly and any findings will be made on reliable evidence. The investigation will be conducted independently of the person or persons referred to in the disclosure.
   3. 7.3 While the particulars of each investigation will vary depending on the nature of the disclosure, a synopsis of the overall investigation process is as follows:
      1. the Qualified Recipient may ask for further information. The Qualified Recipient may also request the disclosing person’s consent to disclose their identity to the Whistleblowing Officer/Alternative Australian Whistleblowing Officer and those involved in investigating the disclosure. The discloser can choose to remain anonymous (which is discussed in further detail in section 7 of Schedule 1 below) while making a disclosure, during the investigation of the disclosure and after the investigation is finalised. And if so, the Qualified Recipient will not be able to disclose the identity of the discloser or any information that is likely to lead to the identification of that person (i.e. name, position, and other identifying details). Although, this may in turn limit the Whistleblowing Officer/Alternative Australian Whistleblowing Officer’s investigation process if it is not able to contact the disclosing person for further information. It should also be noted that a discloser’s identity may be able to be guessed if, for example:
         1. the discloser has previously mentioned to other people that they are considering making a disclosure;
         2. the discloser is one of a very small number of people with access to the information; or
         3. the disclosure relates to information that a discloser has previously been told privately and in confidence;
      2. if the disclosure has not been made directly to the Whistleblowing Officer/Alternative Australian Whistleblowing Officer, the Qualified Recipient will immediately refer the matter to the Whistleblowing Officer/Alternative Australian Whistleblowing Officer for a preliminary assessment;
      3. the Whistleblowing Officer/Alternative Australian Whistleblowing Officer will undertake a preliminary review of the allegations raised in the disclosure as soon as reasonably possible after its receipt. This may include collecting further material in order to consider the allegations;
      4. after this preliminary review, the Whistleblowing Officer/Alternative Australian Whistleblowing Officer will decide whether an in-depth investigation is required. If so, the Whistleblowing Officer/Alternative Australian Whistleblowing Officer will determine:
         1. the nature and scope of the investigation;
         2. the person(s) within and/or outside AirTrunk that should lead the investigation;
         3. the nature of any technical, financial or legal advice that may be required to support the investigation; and
         4. the anticipated timeframe for the investigation;
      5. at this stage, unless the disclosing person has elected to remain anonymous and can’t be contacted and/or it is not appropriate to do so, the Company Secretary will advise that individual whether an in-depth investigation will be carried out; and
      6. subject to confidentiality requirements, the Whistleblowing Officer/Alternative Australian Whistleblowing Officer will maintain a register with details of any disclosure that has been made under this Policy (Whistleblower Register). If an in-depth investigation is carried out, the Whistleblower Register will also record details of the progress of any investigation.
      7. AirTrunk will periodically update its executives and board members on this Policy and any reports made under it. When making these reports it will ensure that it does not breach its obligations of confidentiality.
8. Confidentiality Protections
   1. 8.1 A discloser’s identity will remain confidential unless it is revealed to:
      1. a member of the AFP;
      2. APRA;
      3. ASIC;
      4. a legal practitioner for the purposes of obtaining legal advice or representation; or
      5. with the consent of the discloser.
   2. 8.2 There is no requirement for an Eligible Whistleblower to identify themselves in order for their Protected Report to qualify for protection.
   3. 8.3 If an Eligible Whistleblower wishes to remain anonymous, AirTrunk will, in practice, take all reasonable steps to protect their confidentiality including, but not limited to, the following:
      1. the Eligible Whistleblower will be referred to in a gender-neutral context;
      2. where possible, the Eligible Whistleblower will be contacted to help identify certain aspects of the disclosure that could inadvertently identify them;
      3. all paper and electronic documents and other materials relating to disclosures under this Policy will be stored securely; and
      4. access to all information relating to a disclosure under this Policy will be limited to those directly involved in managing and investigating the disclosure.
   4. 8.4 The same restrictions around the disclosure of an Eligible Whistleblower’s identity apply to a protected tax disclosure. The identity of a person who makes a protected tax disclosure will remain confidential unless revealed to:
      1. the Commissioner of Taxation;
      2. a member of the AFP;
      3. a legal practitioner for the purposes of obtaining legal advice or representation; or
      4. with the consent of the discloser.
   5. 8.5 A discloser’s identity may be revealed to a court where it is necessary to:
      1. give effect to the Tax Act or Corporations Act; or
      2. in the interests of justice to do so.
   6. 8.6 Under no circumstances does this Policy allow for or condone the disclosure of the actual identity of an Eligible Whistleblower who has made a Protected Report other than as set out above (and it would be illegal to do otherwise). However, for the purposes of an investigation, information that is likely to or may lead to the identification of the Eligible Whistleblower may be disclosed if it is reasonably necessary for the purpose of investigation concerning the subject matter of an Protected Report. AirTrunk will take all reasonable steps to reduce the risk that the Eligible Whistleblower will be identified as a result of that disclosure of information.
   7. 8.7 AirTrunk is able to disclose the subject matter of the Protected Report without the Eligible Whistleblower’s consent as appropriate.
   8. 8.8 Any release of information in breach of this Policy will be regarded as a serious matter and may result in disciplinary action. There also may be serious consequences under the Corporations Act or Tax Act.
9. Protecting Eligible Whistleblowers who have made Protected Reports from legal action
   1. 9.1 Eligible Whistleblowers who make a Protected Report are protected as follows:
      1. they are protected from any civil, criminal or administrative liability (including disciplinary action) for making the disclosure;
      2. no contractual or other remedy may be enforced, and no contractual or other right may be exercised, against the discloser on that basis; and
      3. the information they have disclosed is not admissible in evidence against the person in criminal proceedings or in proceedings for the imposition of a penalty, other than proceedings in respect of the falsity of the information.
   2. 9.2 Individuals who report alleged concerns will not, however, receive protection for their own misconduct or wrongdoing.
10. Protecting against victimisation and detriment
    1. 10.1 Where employees have made a Protected Report, AirTrunk will take all reasonable steps to ensure appropriate treatment of those employees.
    2. 10.2 Eligible Whistleblowers may seek independent legal advice or contact certain regulatory bodies (such as ASIC) if they believe they have suffered detriment. However, individuals are encouraged to inform AirTrunk in the first instance.
11. Fair treatment
    1. 11.1 AirTrunk will ensure fair treatment of employees of the company who are referred to in Protected Reports that qualify for protection, including any employees to whom such disclosures relate, by:
       1. ensuring any investigations are free from bias, appropriately resourced and made in a timely fashion; and
       2. allowing people who are named in disclosures an opportunity to respond to allegations against them at an appropriate time during any investigation.
12. Compensation and other remedies
    1. 12.1 An Eligible Whistleblower who makes a Protected Report may also be entitled to court ordered remedies.
    2. 12.2 These remedies include:
       1. compensation for any loss or damage suffered;
       2. injunctive relief restraining a person from engaging in detrimental conduct, or to prevent the effects of the detrimental conduct;
       3. an order requiring an apology be given; and/or
       4. any other order that the court thinks is appropriate.