‘Whistleblowing’ may be defined as the external disclosure by an employee (the whistleblower) of illegal or immoral practices (suspected or otherwise) which are occurring within the employer’s area of responsibility and in which an important public interest is at stake to persons who may be able to take action against this.
Within the work organisation, it must be possible to safely discuss any misconduct. This is not only safer for the employee concerned, but also in the work organisation’s interest. In particular, the work organisation’s competent authority must take timely note of any suspected misconduct, so that it can take measures and, insofar as possible, make whistleblowing unnecessary.
The Regulations to Protect Whistleblowers at Maastricht University (UM) (‘Whistleblower Regulations’) set forth the procedure which an employee must follow if the employee believes that there is misconduct (suspected or otherwise) at UM within the meaning of the UM Whistleblower Regulations.
You can download the complete text of the Whistleblower Regulations.