Our goal is to foster a safe and ethical work environment, and we encourage all employees to report any instances of wrongdoing in accordance with our reporting routine. In short terms, whistleblowing is when an employee or a contractor, sub-contractor included, passes on information concerning wrongdoing observed in or in connection with Recharge. We call that “making a protected disclosure”.
As an employee of Recharge and its subsidiaries or a contractor (incl. sub-contractor), you have the right to report any wrongdoing you observe, we encourage you to report any wrongdoing in accordance with our reporting routine, which applies to all employees of Recharge and its subsidiaries, as well as contractors and sub-contractors.
We take all reports of wrongdoing seriously and will handle them quickly and responsibly at the lowest possible level. We believe that an open culture of expression is essential for the business to improve and develop, and it’s important for the sake of the working environment and the individual’s well-being.
These routines and procedures applies to all employees of Recharge and its subsidiaries, as well as contractors and sub contracts.
What kind of wrongdoing should be reported?
Employees and or /contractors/sub contractors have the right to report wrongdoing in or in connection with Recharge. This includes all matters that are contrary to legal rules, written ethical guidelines in the enterprise, or ethical norms that are widely endorsed in society.
Typical cases that are relevant to report may be:
- Fraud and other financial crimes against Recharge
- Corruption, i.e. bribing or accepting bribes in the form of money, gifts or services, such as offering someone a gift to sign a contract
- Violation of physical and technical safety in the workplace
- Environmental pollution/crime
- Discrimination, bullying or (sexual) harassment
- Breaches of confidentiality/confidentiality in Recharge
- Personal data breaches
The notification can be linked to people in Recharge, or people with ties to Recharge, who may have acted in violation of the rules and guidelines that apply to the business. There may also be reports of system failures, etc., that are not necessarily related to a specific person.
Please note that personal or political disagreements are not considered whistleblowing. Examples of personal disagreements include dissatisfaction with wages, workload, and distribution of tasks, while political disagreements may be related to general interaction challenges or personal conflicts.
However, if such circumstances represent a breach of legal rules, the company’s written ethical guidelines, or general ethical standards, they will be covered by the whistleblowing rules.
In some cases, you may have a duty to report it, which could be based on your position or employment contract. For instance, you must inform your employer and safety representative if you become aware of any errors or deficiencies that may endanger life or health, and you are unable to correct the situation yourself. Similarly, you should ensure that your employer or safety representative is informed if you become aware of any harassment or discrimination in the workplace. Finally, if you are injured at work or suffer an illness that you believe is due to the work or the conditions at the workplace, you must notify your employer.
If you have any questions or concerns regarding this policy, please reach out to the Whistleblowing Committee at firstname.lastname@example.org.
Please see Appendix 1 for more information on the reporting process.