Whistleblowing policy
Translation for review. This translation is a draft and requires review before use.
Purpose
MANO EVENT ApS’s whistleblowing scheme aims to make it easier for employees and partners to raise concerns about objectionable matters without fear of adverse employment or contractual consequences; protect employees who report in good faith; and identify and prevent errors and omissions.
The scheme supplements direct, everyday workplace communication. Where possible, concerns should ordinarily first be addressed with the immediate manager.
Who may report?
Employees, partners and partners’ employees may report reasonable suspicions and concerns in good faith about MANO EVENT ApS employees and partners.
Scope
Reports must be made in good faith and concern serious matters, such as criminal offences, breaches of confidentiality, misuse of funds, theft, fraud, embezzlement or bribery; serious or repeated legal breaches; serious or repeated breaches of significant internal policies; serious workplace conflicts such as severe harassment, including sexual harassment; or deliberate misleading of management, employees or partners.
The scheme does not cover matters concerning other companies, ordinary HR matters, minor breaches of internal policies, or less serious personnel conflicts such as ordinary cooperation difficulties, minor disagreements or lack of trust between employees and managers.
Protection
Employees reporting in good faith are protected from adverse employment consequences, including retaliation or harassment.
MANO EVENT ApS is responsible for maintaining this policy; investigating reports; taking necessary measures, including employment measures; notifying relevant authorities of legal breaches; using external assistance where necessary to protect a reporter’s anonymity; and complying with data-protection requirements.
Confidentiality and anonymity
Information is kept confidential to the greatest possible extent. A reporter may remain anonymous, and dialogue takes place through a secure anonymous mailbox.
Rights of the reporter
The reporter will be informed through the secure mailbox about the handling and any outcome. A good-faith reporter is protected against adverse employment consequences connected to the report. A report made in bad faith may lead to a police report, adverse employment consequences for employees or contractual consequences for external partners.
Rights of people named in a report
People concerned will normally be informed when a report is made. They will be notified when an obviously unfounded case is closed and involved if the matter is substantively investigated. They may request rectification, deletion or restriction of information.
Employees assisting investigations
Employees who contribute to investigations or provide information are protected from adverse employment consequences arising from their contribution.
MANO EVENT ApS’s reporting page is linked from the Danish policy.