Sure, and in that paper I note that you start at the second step. The premise of the paper is that there are three options for the potential whistle-blowers—to do nothing, stay silent, or whistle-blow—when in fact that's not where the analysis begins.
The whole point of international best practice is recognizing that it's when there's a reasonable apprehension that there's wrongdoing occurring that the worker needs to start exploring those options and investigating and discussing. That's when harmful disclosures to them are occurring. Your suggestions don't address it.
Let me move on to the next point about good faith. Can we go farther than just removing good faith? Can we expand the protected disclosures to the notion that if someone has an honestly held belief that there's wrongdoing, that would be sufficient to protect their free speech?
This is your third suggestion.