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Whistleblower

This policy aims to provide a safe and confidential reporting mechanism for Paletten Roels’ employees to report any unethical or illegal behavior that they witness or are asked to participate in. All employees are encouraged to raise genuine concerns about possible improprieties. The policy protects employees from retaliation for reporting such behavior and ensures that the organization takes appropriate action against those who violate the policy.

This policy is designed to:

  • support our values;
  • ensure employees can raise concerns without fear of suffering retribution;
  • provide a transparent and confidential process for dealing with concerns.

This policy covers the following possible improprieties:

  • fraud;
  • corruption, bribery or blackmail;
  • criminal offences;
  • endangering the health and safety of an individual;
  • Data protection breaches;
  • concealment of any of the above. 

Principles

All concerns raised will be treated fairly and properly. We will not tolerate the harassment or victimization of anyone raising a genuine concern. Any individual making a disclosure will retain their anonymity unless they agree otherwise. We will ensure that any individual raising a concern is aware of who is handling the matter. We will ensure no one will be at risk of suffering some form of retribution as a result of raising a concern even if they are mistaken. We do not however extend this assurance to someone who maliciously raises a matter they know to be untrue.

Procedure

If any employee believes reasonably and in good faith that malpractice exists in the work place, then he or she should report this immediately to their own manager.

Employees who have raised concerns internally, will be informed of who is handling the matter, how they can make contact with them and if there is any further assistance required. Employees’ identities will not be disclosed without prior consent. Where concerns are unable to be resolved without revealing the identity of the employee raising the concern, (eg, if their evidence is required in court), we will enter in to a dialogue with the employee concerned as to whether and how we can proceed.

Approved by Paletten Roels bv, represented by Peter Roels 
on 02/01/2024