Reporting process related employees and other stakeholders
If an employee would like to report suspected misconduct, illegal acts or failure to act within Nederman, the employee shall, as a first alternative contact their direct superior or the person in charge of the division in question. Depending on the nature of the matter and the person who is the subject of the report, the superior will decide if the question is to be brought before the management of Nederman.
As second alternative, an employee may also report a matter through e-mail to email@example.com which is operated by a third party* and is available 24/7, 365 days per year.
Other persons than employees, such as partners, contractors, suppliers and distributors involved with Nederman, may report a matter through e-mail to firstname.lastname@example.org
After a report is done it will be sent by the third party to the “Nederman’s Compliance Management” at the Nederman Group’s headquarters in Helsingborg. All reports will be treated as confidential and all concerns are taken seriously and appropriate actions will be taken on each report. Nederman’s Whistleblowing policy and accompanying guiding principles including reporting process exists for the protection of the whistleblower.
The following are examples of suspected misconduct, illegal acts, or failure to act which should be reported:
o A criminal act which has been committed, is being committed or is at risk of being committed;
o A person has not complied with, does not comply with or is at risk of not complying with applicable laws;
o The health or security of an employee has been, is or may be threatened;
o An employee has acted, is acting, or risks acting in breach of any internal Nederman Policy;
o Suspected bribery or fraud;
o Manipulation of accounting or financial data;
o Repeatedly download content from high risk web sites to work computer;
o Serious discrimination or harassment.
* The third party operator and data processor is DN Advokatbyrå, Bäckavägen 5, 254 81 Helsingborg, Sweden.