ment or repeated breaches of administrative procedures.

Implementing the Program

Once such a program has been set-up, staff must be aware about it. Franchisees, Employees and third parties should be adequately trained and encouraged to make use of the system to report misconduct. Website and the in-house newsletter of the organisation can be used to promote this program.

The need for a whistleblower program with rigour and credibility can be seen when one looks at the results of studies conducted on whistleblowers and whistleblower programs. It is reported that approximately one-third of American employees have witnesse

Whistleblowing as we know it is not a development of the late 20th century. The council of the city-state of Venice instituted a form of whistleblowing to help fight corruption and to give citizens a more meaningful voice in their government.

Employees or franchisees do come across acts of dishonesty, fraud, corruption, theft, and transactions in prohibited goods, violence, and damage to property or plain unethical behaviour. If such activity is reported, undesirable repercussions can be avoided.

Illegal, Immoral or illegitimate practices ranging from under-reported sales to misappropriation or pilferage of stock or non-compliance can undermine an organisation and, in severe cases, severally erode its brand and reputation in the marketplace. SMEs are particularly vulnerable as they are less likely to be audited or to employ measures to detect and avoid such dishonest actions.

In many cases, if classified information is available and whistleblowers protection guaranteed, financial losses might be lower – at least corrective action can be taken more swiftly. Fraudulent activity is more likely to be detected by a tip through other means such as internal and external audits. According to a study conducted by the Association of Certified Fraud Examiners, confidential reporting mechanisms significantly reduce the intensity of such damage.

By setting up a whistleblower protection program, a franchisor can demonstrate its commitment to active governance and risk mitigation, safeguard the integrity of the system and promote belief in its values and principles.

Forming an Effective Whistleblower Program
An effectual whistleblower program will allow a franchisor to identify illegitimate conduct before it occurs or before it becomes disastrous and deal with it internally. As well as increasing accountability and building confidence in the franchise system, it should stop the wrongdoing from becoming a major focus of Govt. Agencies, media and its consumers.

An effective Whistleblower Program should include:
- An internal reporting help-line for franchisees and its employees
- An external reporting help-line for ex-employees, suppliers, vendors, consultants and consumers
- Regular training for all company personnel
- A system for addressing appeals

The reporting medium can be a telephone no, website, email address or a postal address. Any activity detrimental to the future of an organisation is reportable. It is recommended that a franchisor should also include gross mismanagement or repeated breaches of administrative procedures.

Implementing the Program

Once such a program has been set-up, staff must be aware about it. Franchisees, Employees and third parties should be adequately trained and encouraged to make use of the system to report misconduct. Website and the in-house newsletter of the organisation can be used to promote this program.

The need for a whistleblower program with rigour and credibility can be seen when one looks at the results of studies conducted on whistleblowers and whistleblower programs. It is reported that approximately one-third of American employees have witnessed

iance can undermine an organisation and, in severe cases, severally erode its brand and reputation in the marketplace. SMEs are particularly vulnerable as they are less likely to be audited or to employ measures to detect and avoid such dishonest actions.

In many cases, if classified information is available and whistleblowers protection guaranteed, financial losses might be lower – at least corrective action can be taken more swiftly. Fraudulent activity is more likely to be detected by a tip through other means such as internal and external audits. According to a study conducted by the Association of Certified Fraud Examiners, confidential reporting mechanisms significantly reduce the intensity of such damage.

By setting up a whistleblower protection program, a franchisor can demonstrate its commitment to active governance and risk mitigation, safeguard the integrity of the system and promote belief in its values and principles.

Forming an Effective Whistleblower Program
An effectual whistleblower program will allow a franchisor to identify illegitimate conduct before it occurs or before it becomes disastrous and deal with it internally. As well as increasing accountability and building confidence in the franchise system, it should stop the wrongdoing from becoming a major focus of Govt. Agencies, media and its consumers.

An effective Whistleblower Program should include:
- An internal reporting help-line for franchisees and its employees
- An external reporting help-line for ex-employees, suppliers, vendors, consultants and consumers
- Regular training for all company personnel
- A system for addressing appeals

The reporting medium can be a telephone no, website, email address or a postal address. Any activity detrimental to the future of an organisation is reportable. It is recommended that a franchisor should also include gross mismanagement or repeated breaches of administrative procedures.

Implementing the Program

Once such a program has been set-up, staff must be aware about it. Franchisees, Employees and third parties should be adequately trained and encouraged to make use of the system to report misconduct. Website and the in-house newsletter of the organisation can be used to promote this program.

The need for a whistleblower program with rigour and credibility can be seen when one looks at the results of studies conducted on whistleblowers and whistleblower programs. It is reported that approximately one-third of American employees have witnesse

onfidential reporting mechanisms significantly reduce the intensity of such damage.

By setting up a whistleblower protection program, a franchisor can demonstrate its commitment to active governance and risk mitigation, safeguard the integrity of the system and promote belief in its values and principles.

Forming an Effective Whistleblower Program
An effectual whistleblower program will allow a franchisor to identify illegitimate conduct before it occurs or before it becomes disastrous and deal with it internally. As well as increasing accountability and building confidence in the franchise system, it should stop the wrongdoing from becoming a major focus of Govt. Agencies, media and its consumers.

An effective Whistleblower Program should include:
- An internal reporting help-line for franchisees and its employees
- An external reporting help-line for ex-employees, suppliers, vendors, consultants and consumers
- Regular training for all company personnel
- A system for addressing appeals

The reporting medium can be a telephone no, website, email address or a postal address. Any activity detrimental to the future of an organisation is reportable. It is recommended that a franchisor should also include gross mismanagement or repeated breaches of administrative procedures.

Implementing the Program

Once such a program has been set-up, staff must be aware about it. Franchisees, Employees and third parties should be adequately trained and encouraged to make use of the system to report misconduct. Website and the in-house newsletter of the organisation can be used to promote this program.

The need for a whistleblower program with rigour and credibility can be seen when one looks at the results of studies conducted on whistleblowers and whistleblower programs. It is reported that approximately one-third of American employees have witnesse

ngdoing from becoming a major focus of Govt. Agencies, media and its consumers.

An effective Whistleblower Program should include:
- An internal reporting help-line for franchisees and its employees
- An external reporting help-line for ex-employees, suppliers, vendors, consultants and consumers
- Regular training for all company personnel
- A system for addressing appeals

The reporting medium can be a telephone no, website, email address or a postal address. Any activity detrimental to the future of an organisation is reportable. It is recommended that a franchisor should also include gross mismanagement or repeated breaches of administrative procedures.

Implementing the Program

Once such a program has been set-up, staff must be aware about it. Franchisees, Employees and third parties should be adequately trained and encouraged to make use of the system to report misconduct. Website and the in-house newsletter of the organisation can be used to promote this program.

The need for a whistleblower program with rigour and credibility can be seen when one looks at the results of studies conducted on whistleblowers and whistleblower programs. It is reported that approximately one-third of American employees have witnesse

ment or repeated breaches of administrative procedures.

Implementing the Program

Once such a program has been set-up, staff must be aware about it. Franchisees, Employees and third parties should be adequately trained and encouraged to make use of the system to report misconduct. Website and the in-house newsletter of the organisation can be used to promote this program.

The need for a whistleblower program with rigour and credibility can be seen when one looks at the results of studies conducted on whistleblowers and whistleblower programs. It is reported that approximately one-third of American employees have witnessed unethical or illegal conduct in their workplace. Of these, over half did not disclose what they observed

The franchisor should build trust and assure whistleblowers that they will not be harassed, demoted or in worst cases fired. Confidentiality should be maintained till evidence is scrutinised.