sec.104Reporting improper behaviour

sec.104 Reporting improper behaviour

This section applies if a person (the informer ) becomes aware, or reasonably suspects, that another person, by a dishonest act, has obtained a benefit for the other person or someone else in relation to a game conducted by the informer. Within 7 days after becoming aware of, or suspecting, the dishonest act, the informer must give the chief executive a notice advising the chief executive of the facts known to the informer about the matter. Maximum penalty—200 penalty units. The other person must not mistreat the informer because— the informer has given, or may give, a notice under subsection (2) ; or the other person reasonably believes the informer has given, or may give, a notice under subsection (2) . Maximum penalty—200 penalty units. In this section— dishonest act means fraud, misrepresentation or theft. mistreat a person means— end the person’s employment or prejudice the person’s career in another way; or prejudice the person’s safety; or intimidate or harass the person. (sec.104-ssec.1) This section applies if a person (the informer ) becomes aware, or reasonably suspects, that another person, by a dishonest act, has obtained a benefit for the other person or someone else in relation to a game conducted by the informer. (sec.104-ssec.2) Within 7 days after becoming aware of, or suspecting, the dishonest act, the informer must give the chief executive a notice advising the chief executive of the facts known to the informer about the matter. Maximum penalty—200 penalty units. (sec.104-ssec.3) The other person must not mistreat the informer because— the informer has given, or may give, a notice under subsection (2) ; or the other person reasonably believes the informer has given, or may give, a notice under subsection (2) . Maximum penalty—200 penalty units. (sec.104-ssec.4) In this section— dishonest act means fraud, misrepresentation or theft. mistreat a person means— end the person’s employment or prejudice the person’s career in another way; or prejudice the person’s safety; or intimidate or harass the person.

• (a) the informer has given, or may give, a notice under subsection (2) ; or
• (b) the other person reasonably believes the informer has given, or may give, a notice under subsection (2) .
• (a) end the person’s employment or prejudice the person’s career in another way; or
• (b) prejudice the person’s safety; or
• (c) intimidate or harass the person.