“News is how we learn about the world beyond our direct experience. It is how we discover what has occurred and what might happen next with friends, family, neighbours, and people around the country and the world. We need news to live our lives, protect ourselves, bond with each other, and identify friends and enemies.” — The Elements of Journalism: What People Should Know and the Public Should Expect, Bill Kovach and Tom Rosenstiel

Introduction

Jom is a weekly, online general interest magazine based in Singapore that pursues journalism in an objective, impartial and honest manner. We maintain integrity and independence in our coverage of issues that are relevant and important to our readers and the decisions they make on a daily basis. We do this with neither political fear or favour, nor allegiance to special interest groups. In our search for the truth, we publish content that we believe will foster diversity, inclusivity and dialogue in and among our communities. By stimulating open debate and discourse, we hope to nurture and develop a deeper understanding of how existing socio-economic and political structures and power imbalances influence policy and perpetuate societal inequalities. 

We remain accessible and accountable to our readers, and do not take for granted the trust they place in us to provide incisive pieces of opinion, analysis and storytelling, in ways that are transparent and avoid conflicts of interest. This means that the content we produce is held to the highest professional standards of journalism, ensuring that each published piece is put through a rigorous vetting process to ensure fairness and factual accuracy. Engaging the public through Jom’s various channels also allows us to be collaborative and participatory in our reporting that best fulfils our purpose as providers of information in the communities that we serve.

The Code

To achieve these goals, the following document spells out what Jom’s editorial leadership expects from anyone who works with or for the publication, and what they can expect from Jom in return. These guiding principles of ethical conduct apply to everyone, no matter their position in the company. Unless a person has deliberately acted unethically to the detriment of the organisation and/or any beings, Jom’s general approach is to be firm with the values and process, and kind with the person. We’ll correct the mistake to the best of our collective ability, we’ll ensure everybody understands what went wrong, and we’ll move on. Any form of disciplinary action is a last resort and, as mentioned, assumed to be only applicable when there is deliberate unethical behaviour.  

Since this handbook is by no means exhaustive, in situations not indicated here and where there is doubt or ambiguity, employees and freelance collaborators are encouraged to consult Jom’s head of content or editor-in-chief for editorial issues, and its co-founders for all other organisational issues.

Jom reserves the right to modify and expand the guidelines as appropriate to respond to the rapidly changing media landscape. 

Code: Editorial 

Accuracy and verification

Trust in Jom’s authenticity and reliability is essential. We must take care not to publish inaccurate, misleading or distorted information or images, including headlines not supported by the text. Any significant inaccuracy, misleading statement or distortion must be corrected promptly. Where appropriate, an apology and/or correction notice should be published.  

While we are free to editorialise, we should strive to distinguish clearly between comment, conjecture and fact. 

Accuracy is taken seriously at Jom. There can be no shortage of efforts to verify and corroborate information. As a general practice, facts or allegations must come from the primary source with at least two sources corroborating the truth and accuracy of the information. 

Where relevant, state the medium in which an interview was conducted, and the level of substantiation and authentication we have been able to achieve (eg “Jom was unable to independently verify the facts”). We should also be careful about stating as fact information that we cannot authenticate (eg “A woman who says that she witnessed the riot”, not “A woman who witnessed the riot”). 

Take special care when using other publications or social media accounts as sources. Information published by other platforms may not have been fact-checked or verified, and the usual process for ensuring accuracy should be followed. 

Satisfaction with sources and credibility is the responsibility of the writer and editorial management. But any contributor to the editing process should be confident in challenging the dependability of information.

Errors can and do happen. Any mistakes will be corrected and readers informed as soon as we become aware of them.

All errors, complaints or requests for amendments should be reported to the relevant editor as soon as possible. Writers and contributors to the editing process should be ready to speak openly with the editor to ensure that decisions over amendments can be made in a timely manner.

Attribution and anonymity

As much as possible, sources will be named and quotes attributed accordingly. 

In exceptional circumstances, a source who is essential to the clarity and development of a story may choose to speak only on the condition of anonymity, for example where their safety, privacy or livelihood may be compromised. In such cases, permission of editorial management/relevant editor is needed. Context should be provided as to the role and purpose of the source, even if they cannot be named, to establish credibility.  

Example: “According to staff members of the prime minister’s office…” or “a senior executive at DBS told Jom….”

Refer to “Conduct when reporting or doing interviews for Jom” for definitions of what is on and off the record. 

Where anonymity has been offered, we must be diligent in providing it. This means being sensitive to details that may give a person’s identity away—among them age, gender, unusual fields of work, periods of employment—and considering carefully how they are presented. 

As much as possible, we must ensure that an anonymous source is willing to provide some means of corroborating the information they provide, eg, in the form of documents or visual documentation that we can view, even if the information cannot be revealed in the published work. 

Be mindful of how much protection we are realistically able to provide a source. Seek legal counsel, if necessary, before publishing a sensitive or potentially libellous story with anonymous sources. 

If a source requests to use a pseudonym, indicate with an asterisk and add a footnote for explanation.

Example: Names have been changed to protect individual privacy.

The necessary permissions must first be obtained from third-party sources before using its content. Singapore copyright law does permit a certain amount of copying for the purposes of reporting news, study or research, and criticism or review. These exceptions allow for copyright infringement if their use of a copyright work qualifies as “fair use”, which allows for the limited use of copyrighted work without the need to obtain permission from the copyright holder. (Please refer to the Copyright Act 2021 for updates on the new position.)

Proper credit will be given when reproducing material that is not from the collaborator creating the piece of work. The source of published material obtained from another organisation should be acknowledged, including quotes taken from other newspaper articles and from social media.  

Plagiarism is strictly forbidden.

Fairness and right of reply

We are obligated to allow the subject (or subjects) of a story the opportunity to respond. This is especially important when there are serious allegations or criticism directed at the subject.

Where the right of reply is essential to a story’s credibility and accuracy, we must make every effort to contact a person or organisation. Fairness must also be extended to the subject; for example, by taking into account the complexity of the issues and giving them the appropriate amount of time to respond. 

Take note of all efforts made to give the subject the right to reply, and seek legal counsel if there are any doubts as to whether due consideration has been given to ensure fairness, and whether a story needs to be reworked to avoid legal implications. Where relevant, these efforts can be described within the story to provide context.

Guidance labels and warnings

Where stories contain details that are editorially justified but may cause distress, we should discuss the use of labels to advise readers accordingly. Labels can also serve as explanations and offer additional context on a story.

We should also consider the degree to which sensitive or distressing details need to be described, if at all. To what extent do they serve public interest, and what is the desired impact of including the details? The same consideration should be made when it comes to visuals. 

Such labels should not generally be necessary on articles, where headlines and/or standfirsts can usually give a clear indication of the subject matter. The final decision will be made by editorial management.

Writing and reporting with sensitivity

Language has the ability to project bias and invoke stereotypes, particularly on people who face discrimination or are marginalised by society. This includes references to a person’s:

  • Race, skin colour, ethnicity, nationality, religion, age, sex, gender identity, sexual orientation, disability, body type and size, physical and/or mental illness and crime history.

We must take care to consider whether these details are relevant to the story and serve public interest, before mentioning them. 

Children. Minors must be treated with special care. If children under the age of 18 are interviewed or photographed without parental consent, editorial management must be informed. In each case, we should consider the need to obscure the identity of the child being interviewed and/or photographed in order to protect them from potential harm and/or harassment. 

Court and crime reporting. Particular regard should be paid to the naming of victims, the reporting of invasive, insensitive or graphic details, or the use of images that could compromise a victim’s dignity. Relatives or friends of persons convicted or accused of crime should not generally be identified without their consent, unless they are genuinely relevant to the story.

Grief. Take care not to exacerbate people’s distress through intrusive or insensitive reporting, or by publishing unnecessary or sensational details of an event. 

Sexual violence. Do not name survivors of sexual violence without their consent, and do not publish material and details that make identification of the survivor likely. Discuss with the relevant editor/editorial management before doing so. 

Suicide. When reporting on suicide, take care to avoid encouraging others to do the same. Do not describe in detail the method of suicide, and always include a list of resources for those who need help or counsel.

For specifics on language use, refer to Jom’s editorial style guide.

Privacy

We respect people’s privacy, and should not invade anyone’s privacy unless there is a clear public interest to do so. The decision must be justified by the public good that could come from publication of the story.

Caution should be exercised about reporting and publishing identifying details, such as street names and house numbers, that may enable others to intrude on the privacy or safety of people who have become the subject of media coverage. 

Here are some questions to ask ourselves when considering action that intrude on individual privacy: 

  • Is there sufficient cause? What is the scale of potential harm that might result from not acting?;
  • What is the public benefit that might reasonably follow from acting?;
  • Is the level of intrusion reasonable and can it be kept to a minimum?;
  • Is there a reasonable prospect of success?; and 
  • Has the intrusion been authorised by editorial management, and with appropriate oversight?

Public interest

Public interest is a cornerstone of good journalism and integral to a healthy democracy. As journalists, we can use it to guide us when considering whether and how to pursue a story.

Here are some examples of public interest:

  • Detecting or exposing crime, or the threat of crime, or serious impropriety;
  • Protecting public health or safety;
  • Protecting the public from being misled by an action or statement of an individual or organisation;
  • Disclosing a person or organisation’s failure or likely failure to comply with any obligation to which they are subject;
  • Disclosing a miscarriage of justice;
  • Raising or contributing to a matter of public debate, including serious cases of impropriety, unethical conduct or incompetence concerning the public; and
  • Disclosing concealment, or likely concealment, of any of the above.

There is also public interest in freedom of expression itself. But public interest cannot be casually invoked to justify actions that may intrude on privacy or run against the law. We can only invoke public interest if we can demonstrate why we believe the published story will serve public interest. Always discuss with editorial management before using public interest to justify actions that may compromise Jom’s integrity.

Visuals

“If we take pictures that harm our subjects, no one will want to be photographed. If we manipulate our images and deceive our audience, no one will trust us. If we are not ethical in how we use photography, we risk jeopardising the integrity of the industry as a whole.” — Photography Ethics and Why They Matter, Savannah Dodd, 25 April 2018

Jom utilises images in a number of ways online. This includes, but is not limited to, on its website, and posts on social media platforms and in videos. It is essential that the images (such as, photographs, illustrations, screengrabs, video) are appropriate for Jom’s audience and be reflective and protective of Jom’s ethos and integrity, while also acknowledging and respecting the rights of the subjects in the images.

The principles in this section guide how Jom and its contributors must take, use and share images. Refer to “Captions and crediting” in Jom’s editorial style guide for crediting instructions. 

Consent and privacy. Subjects being photographed or videoed for Jom in a controlled environment (eg, a photo or video shoot) must give written consent. The subject must be informed of the context of the story and how the image will be used. 

If photographing an organised event, seek written consent from event organisers and consider putting up signage to inform participants that the event will be photographed. 

Identifying features, such as house numbers, street signs or car number plates, must always be removed (or blurred) to protect the privacy of subjects/profiles, whether central to the story or not.

Editorial integrity. The principles that apply to written work apply to visual work. Jom’s images must tell the truth and not mislead the audience. They must capture facts and reality, while avoiding stereotypes, shaming, romanticism, exoticism and limiting personal biases and narratives. For photographs and videos that are staged/posed for editorial reasons, this must be acknowledged in the caption if the context is not obvious. 

Captions must be used to spell out what is seen in the image, OR can be more descriptive by offering a wider context of the scene by providing information outside of the frame.

Images created or shot for a story must be used in the context of the story. If the image is reused in future, it should be captioned as an Jom archive image and include temporal context. The image cannot be taken out of the original context.  

Placement of product or service is not allowed with or without payment. Ensure, for instance, that story subjects are informed before a shoot not to wear clothing with logos on them. Avoid showing objects or services with branding in images. 

Digital manipulation. Editing and production techniques (such as Photoshop or Lightroom) must be used sparingly and not distort the meaning of events or seriously mislead the audience. 

  • No element should be digitally added to or subtracted from any photograph.
  •  The faces or identities of individuals must not be obscured by Photoshop or any other editing tool, unless to protect the identity of the individual. This must be done in an obvious way, eg, pixelation.
  • Only retouching or the use of the cloning tool to eliminate dust on camera sensors and scratches on scanned negatives or scanned prints are acceptable.
  • Minor adjustments are acceptable. These include cropping, dodging and burning, conversion into grayscale, and normal toning and colour adjustments that should be limited to those minimally necessary for clear and accurate reproduction and that restore the authentic nature of the photograph.
  • Changes in density, contrast, colour and saturation levels that substantially alter the original scene are not acceptable.
  • Backgrounds should not be digitally blurred or eliminated by burning down or by aggressive toning.
  • Other forms of editing not permissible
    • Age regression and progression.
    • Changing a subject’s facial expression, gestures, clothing, body parts of personal accessories.
    • Retouching that enhances or reduces the quality or desirability of an object or place.
    • Using effects or colour changes that distort the reality of the original image.
    • Using motion to create a misleading impression that the subject is moving at a different speed than originally was.

Sensitivities. The content of images must not be offensive or cause harm in any way. If there is a potential for an image to shock, caution must be taken in deciding the appropriateness and necessity of using the photograph or footage. A warning might be considered to be included at the start of the story.

Some no-nos:

  • Graphic violence, torture or any extreme behaviour;
  • Any form of nudity, unless the image adds to the story socially/culturally, is not exploitative, and protects the subject’s dignity;
  • Drug use;
  • Gambling;
  • Self-harm, suicide or attempted suicide; and
  • Any forms of execution.

Images featuring the following must be selected with care and editorial justification:

  • Adult behaviours, such as smoking and drinking;
  • Reinforce prejudicial perspectives or depict groups in stereotypical ways;
  • Dead or dying humans;
  • Scenes and impact of physical abuse;
  • Potentially offensive to ethnic, religious or minority groups;
  • Potentially offensive to people with disabilities or mental health conditions;
  • Dangerous behaviour;
  • Victims/survivors of crimes, such as domestic violence and trafficking;
  • Images must be mindful of religious sensitivities;
  • Use of religious symbols in images that might cause offence; and
  • Religious sensitivities about smoking, drinking and certain foods.

We must always consider human dignity when selecting photographs/videos to illustrate stories, including when we use generic images to illustrate sensitive issues, such as mental and physical health (including eating disorders, obesity, depression, self-harm etc), as well as social issues, such as domestic violence, child abuse etc. 

Images that can be seen as disrespectful of the people depicted can have implications not just for those individuals, but for others living with any of these issues.

Stock images can be used with approval from editorial management. Ensure proper crediting for stock images that are free to use, if required.

Code: Professional conduct

Conflict of interest 

There must not on any occasion be any partiality and favouritism, in fact or appearance, with existing or potential sources/interviewees.

Practices that create any conflict of interest between Jom’s representatives and their sources must be avoided at all costs. Hence staff and collaborators:

  • Must pay for expenses when representatives entertain news sources or travel to cover them;
  • Must suggest, whenever practical, dining where they can pay;
  • May not accept free or discounted transportation and lodging, except where special circumstances give little or no choice;
  • Can accept media passes or tickets when reviewing artistic performances or covering events where admission is charged. No other staff or editors may accept free tickets;
  • Must not promise favourable coverage in return for a source’s cooperation;
  • Must provide full disclosure of personal affiliations or relationships with interviewees, if any;
  • May not pay for interviews nor promote/endorse the financial interests of interviewees;
  • May not accept payment from competitors for news tips;
  • May not accept gifts, tickets, discounts, reimbursements or other inducements from individuals / organisations covered by Jom or likely to be covered by Jom. Exceptions can be made for items of nominal value of S$50 or less, such as a mug or cap with a company logo, but must be disclosed to management. All other gifts are to be returned with an explanation;
  • May not accept employment or compensation of any sort from individuals or organisations who appear or may appear in coverage they provide, edit, package or supervise; and
  • Must keep the business and editorial sides of the organisation separate and independent.

If any organisation or business interest has borne the costs of accommodating a Jom collaborator (such as a hotel, airline, or event organiser), this should be disclosed in a footnote in any relevant article or content. It should also be made clear that the offer was accepted on the condition that Jom is free to report, or not report, any resulting story as it sees fit.

Commercial products/promotions

Jom full-time staff should not personally endorse commercial products without the express permission of editorial management. 

Promotional information about a subject or author should be included only where, in the editor’s judgement, it is of genuine interest or assistance to the reader. 

Conduct when reporting or doing interviews for Jom

Representatives of Jom must obey the law and not commit any illegal acts, such as: 

  • Stealing data, documents or other property, databases, e-mail, voicemail messages, tap phones and/or eavesdrop electronically on sources; 
  • Posing as anyone else but journalists; and
  • Engaging in misrepresentation or subterfuge, including by agents or intermediaries, can only be justified in the public interest, and then only when the material cannot be obtained by other means, and with approval from editorial management.

In the interest of transparency, staff and collaborators who represent Jom must:

  • Attain the prior consent of all parties present before recording conversations; and 
  • Disclose your identity and intentions to sources, although this is not always necessary if the information you are seeking is available to the public.

In the instance of reviewing or critiquing a product/service, critics may make reservations under an alias to conceal their identity so as to prevent special treatment. Writers on travel assignments may also conceal their identity to avoid special treatment.

When items are being sent for review, these are considered press releases and can be kept for one’s own collection, but must not be sold or copied. All items on loan for evaluation or review must be returned as soon as possible.

Harassment of any kind and form is prohibited. We must not persist in questioning, calling, pursuing or photographing individuals once asked to desist; nor remain on property when asked to leave, and we must not follow individuals. If asked, we must identify ourselves as a Jom journalist.

Harassment also includes the improper or unwelcome conduct that “might reasonably be expected or be perceived to cause offence or humiliation to another person.” We do not tolerate harassment and discrimination of any form due to gender, gender identity and expression, physical ability, sexual orientation, physical appearance, ethnicity, race, nationality, political affiliation, age, and religion.

Interviewees. We must treat all interviewees, sources, and journalistic subjects with respect, fairness and dignity. We must ensure that interviewees understand our questions and are in a position to reply to them. They must also understand that we are speaking to them with the intention of publishing what they say. 

Some definitions to note:

  • On the record. The information can be used with no caveats, quoting the source by name.
  • Off the record. The information cannot be used for publication. 
    • Note: in Singapore, where the understanding of media isn’t that mature, some potential interviewees will say “off the record” when they actually mean  that you can publish their comments as long as they are not named. For an example of this, please see the lawyer who’s worked with Harpreet Singh, and was willing to comment, just as long as we didn’t name them in the profile. Always clarify the interviewee/source’s intentions to avoid misunderstanding. 
  • Background. The information can be published but only under conditions negotiated with the source, such as not publishing their names but agreeing to a description of their position.  
  • Deep background. The information can be used but without attribution. The source does not want to be identified in any way, even on condition of anonymity.

Give special consideration when interviewing people who have been victims of crime or tragedy, children, and other vulnerable people, for example, people with a learning disability or dementia. Take extra time to ensure they understand what is being asked of them.

Be mindful of people who are less media savvy and have not been interviewed many times by media outlets (compared to say, a public figure or a media-trained civil servant), and give them additional time to think about what they want to share and how to say it. 

Where appropriate, establish the credentials of interviewees, particularly if the subject of the story is sensitive or highly technical in nature. This can include:

  • Documentary evidence to validate their identity and story or qualifications and experience; and
  • Corroboration from people familiar with the interviewee or the subject matter. 

Respect cultural norms. Show respect when reporting on any community by developing awareness. Do your homework about a given culture, and be attuned to gaps in your understanding. Talk to colleagues to get up to speed on unfamiliar settings, and don’t be afraid to apologise when mistakes are made. 

Sources. We must ensure that sources (potential and current) understand our limitations in protecting their safety and interest. We are not in a position to offer sources practical or legal advice about the consequences of being cited as a source in an article, and we should not promise outcomes that are outside Jom’s control. 

When speaking to potential sources, ensure that they understand we are speaking to them with the intention of using what they say to further our reporting or to use the information in our story; refer to Jom’s definitions on what is “off the record” and “background” when explaining this to potential sources. Harassing a source (as described above) is prohibited. 

Conduct on social media platforms

We must treat people with respect and professionalism on social media, even if we disagree with them. Remember that anything we write on a “private” social media page can easily be shared or published by other people. Use common sense and think twice before posting.

It is best not to engage with trolls or other bad faith actors on social media platforms, as it simply rewards offensive accounts with attention. When in doubt, do not engage.  

If a staff member or collaborator experiences harassment or abuse on social media platforms due to their work for Jom, they are encouraged to share it with the Jom team, or take steps to make sure they are safe by seeking help. Jom supports staff and collaborators’ rights to block or mute accounts which are abusive, offensive, discourteous, threatening, or provocative. 

Resources:

  • Samaritans of Singapore (SOS): 1-767 (1-SOS) (24-hour) 
  • National Care Hotline: 1800-202-6868

We must not use Jom e-mail addresses or social media accounts in connection with non-Jom matters, or cite a connection with Jom to seek discounts, deals, or any form of special treatment. 

As employees — part-time and full-time — we should not take or endorse public positions that clearly contradict Jom’s house positions. 

For example, Jom has described what’s happening in Gaza as “Israel’s war on Gaza”. A public position from an employee that is either kinder to Israel (it’s not a war) or harsher (it’s a genocide against all Palestinians everywhere) may cause some confusion amongst our readership and also draw questions about bias. 

If in doubt, check with editorial management before making your own personal positions known.

Confidentiality

We must treat all personal information acquired through the course of work at Jom as confidential and not disclose it without source permission. Information shared off the record must not be disclosed to external parties. 

Copy approval

No external party (including sources and interviewees) should be given the right to approve copy. Never offer copy approval as a method of securing interviews or cooperation. In certain circumstances we may allow people to see quotes, for example in order to confirm accuracy, and this should only be done with editorial management approval.  

Declarations of interests (corporate and personal)

Where appropriate, we must acknowledge relationships or significant connections (corporate and personal) in our published work. This applies to both Jom staff and collaborators. A declaration of such relationships/connections should be made to Jom’s editorial management early, so that a decision can be made as to how it should be acknowledged in print. 

If a person has been asked to write/collaborate because of their personal connection to the subject matter, this should be stated at the end of the contribution, even if the collaborator contributes regularly. 

Generally speaking, we should try not to write about or quote a relative, partner or close friend in a piece, even if the person is an expert in the field in question. If doing so, this connection should be made clear where appropriate.  

External interests (political and civic involvement)

Everyone has the right to a private life and the right to take part in civic society, and Jom’s staff are no exception. However, it is important that outside interests do not compromise, or appear to compromise, Jom’s editorial integrity and reputation. This includes, for example, signing of petitions, which should not go against Jom’s values.

Generally, full-time employees cannot do work for any competitor, defined broadly. If in doubt about whether an organisation is a competitor, check with editorial management. It would also be inappropriate for any Jom staff to hold political office at local or national levels. 

If a Jom staff member is or is planning to be involved in any of the following, they must inform editorial management:

  • Working in an unpaid or paid capacity for a political party, or taking on any campaign role for a political party;
  • Working in an unpaid or paid capacity with civil societies and advocacy groups;
  • Chairing or speaking at public events in their capacity as a Jom staff member;
  • Making representations or giving evidence to any official body in connection with material published by Jom;
  • Giving evidence to any court; and
  • Undertaking any outside employment likely to conflict with their professional duties, unless provided for under individual contracts. 

Payment for stories

Jom does not pay sources or interviewees either financially or through gifts or inducements. If there is a need to engage paid services of external non-journalistic agents or assistants (ie “fixers”), approval must be sought from editorial management.  

Relationships

Journalists should not generally commission, write about, photograph, film or make editorial decisions about any individual with whom they have a close personal or financial relationship. 

Such relationships should be disclosed to editorial management, so that the reporting process and editing workflow can be adjusted, to avoid possible conflicts of interest.  

Journalists should also consider whether a relationship with a public figure or journalist inside or outside Jom creates a potential conflict of interest, and if they consider it does, they should discuss this with editorial management.

Code: Who to turn to

In the course of our work, situations may arise—some of which you feel perfectly comfortable answering ourselves, while others might give us pause, or require sign-off from editorial management. 

When confronted with an ethical question or issue that warrants further input, the writer should approach a co-worker or the editor who is supervising the story for a “basic gut check”—is your thinking sound, or do others need to be involved in the decision? This will enable Jom to decide as a team what the next steps should be, and who will be the person making the final call. 

Discussions about ethics and professional conduct are necessary to ensure that Jom’s guidelines remain current and relevant to the situations our journalists face each day. We strive to create a culture where everyone feels comfortable raising questions and issues that make Jom a better newsroom to deliver stories with integrity. 

Grievance handling

In any workplace, dissatisfaction or complaints among team members is inevitable. Where needed, Jom employees can turn to editorial management to raise grievances. 

Grievances can encompass wage issues, career progression, interpersonal conflict that affect work performance and processes, and cases of harassment and wrongdoing. Jom editorial management will handle all complaints seriously and conduct proper investigations into complaints. Complaints should be filed and followed up with in a timely way. 

Summary of a sample grievance handling process: 

  • Step one. A team member who has a grievance should bring it to the attention of their immediate supervisor in a timely way (eg, within a week of it arising). The supervisor should respond within seven working days with a decision, or what the next steps are if more action is needed before making a decision. 
  • Step two. If the employee is dissatisfied with the decision, they should be given the option to escalate it to a higher level or another person on the team for wider discussion.  
  • Step three. In the event of there being no settlement at the above steps, the matter shall be dealt with by Jom’s editor-in-chief, whose decision shall be final.

Refer to TAFEP’s grievance handling handbook for further details on how to manage the process.