Whistleblowing policy

Whistleblow policy

We strive for a culture where there is a high ceiling and where there is a dialogue about any problems that arise in the business. Our employees, customers and suppliers are our most important sources of insight into any deficiencies that need to be corrected. Anyone who suspects an irregularity that violates Decon Wheel’s values, code of conduct, policies or law should have the opportunity to speak up without fear of retaliation

The purpose of our Whistleblowing Policy is to provide clear guidance on when and how to report misconduct in situations where it is not appropriate to use the regular reporting order. All misrepresentations should be handled fairly and accurately.

What can be reported?

Through this system, suspicion of irregularities in work-related contexts can be reported. Please note that this does not apply to individual matters but to irregularities of general interest. This includes, among other things:

• Financial crimes such as bribery,theft, fraud and counterfeiting, accounting crimes and other violations of accounting and tax laws; 
• Other serious irregularities relating to the vital interests of Decon Wheel or the lives and health of individuals, such as serious environmental crimes, major workplace safety shortcomings, and very serious forms of discrimination and harassment. 

You do not need to have evidence of your suspicion, but no accusation may be made with malicious intent or with the knowledge that the accusation is false. It is important that you describe all the facts of the matter, including the circumstances that you think are less important.

Who can report? The reporting procedure can be used by anyone.

Register via contact below

Email              Vissel@decon.se

Phone            00460724427110

External reporting

There are external reporting channels, e.g. certain authorities depending on the type of crime/impropriety that needs to be reported

Please note that all reports must be documented in writing by the reporting person, when reporting via telephone the call should be recorded. Registration can also be done through a physical meeting but must then be recorded or documented by both parties. All information is handled in accordance with GDPR.

How are other cases reported?
Other types of matters such as disputes, errors, complaints, minor crimes and harassment, bullying, dissatisfaction with salary and the like should not be reported through this system. These matters must primarily be reported to the immediate supervisor.

What happens when an alarm is received?

As soon as an alarm of serious misconduct has been received, the whistleblower receives a confirmation that the organisation has received the alarm, this occurs within 7 days.

Immediately after the organization has received an alarm, an analysis of the information that the employee has alarmed is performed to determine if further investigation is required. This decision is made by the Whistleblower Function (HR) and the CEO. The next step in the process is for the organization to make decisions about the case's continued handling. If necessary, the case is forwarded to external actors such as independent auditors, the police or other legal authorities.

To the extent deemed appropriate, the organization regularly feedbacks the whistleblower on how the matter is handled. This should happen within 3 months. The data will be saved for two years after that, the company will delete it in accordance with applicable legislation.

Under no circumstances will we tolerate an employee who, in accordance with this Policy, has raised an alarm of serious misconduct being subjected to any form of blame, retaliation or harassment due to the whistleblowing. Any type of debt or sanctions will be handled promptly with disciplinary action as a result.