Under the Whistleblower Protection Act 2010, the MACC give protection for following EXCEPT

Question

BlackTom AI · Accepted Answer

To tackle the question, I’ll go option by option and evaluate what the Whistleblower Protection Act 2010, as applied by MACC, typically guards against or permits.
Option A: confidentiality of whistleblower’s identity itself. In most whistleblower protection frameworks, preserving the whistleblower’s anonymity is a core protective feature to shield them from retaliation and to encourage reporting. Therefore, this statement aligns with protected aspects.
Option B: immunity for criminal action. Protections often extend to immunity from criminal liability that arises as a result of disclosures made in good faith under the act, aiming to prevent misuse of information as a basis for punishing the whistleblower for actions disclosed. Hence, this is generally considered a protected immunity.
Option C: dismissal from work. The question asks for the EXCEPT, i.e., what is not protected. Employment actions like dismissal or termination are commonly potential retaliatory outcomes that the act seeks to deter, but the protection framework does not guarantee immunity from such disciplinary actions in all cases. In many provisions, the protection does not categorically shield a whistleblower from dismissal, making this option a candidate for the exception. This is the item that would not be protected under the standard protections.
Option D: immunity for civil action. Similar to criminal immunity, civil immunity protects the whistleblower from civil liability related to disclosures made in good faith, within the scope of the act, so this is typically a protected aspect.
In summary, options A, B, and D describe protections commonly afforded to whistleblowers under the act, whereas option C describes an employment consequence (dismissal) that is not guaranteed protection, making it the exception. The reasoning here highlights that the protective measures focus on safeguarding identity and legal immunities, while employment discipline is not categorically exempt from action.

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