At Condesign, we strive to have an open and transparent workplace, where malpractice does not occur. It is therefore important to us that there is clear information on how to report confidentially and securely. In the event of suspicion of ongoing or previous malpractice, resources must therefore be available to disclose them. By making it easy to report, we work together to promote the trust of employees, customers and the general public in us.
WHO CAN REPORT?
You can report and receive protection from the Whistleblower Act if you are an employee, volunteer, trainee, if limited company: active shareholder, person who is otherwise available for work under our control and management or is part of our administrative, management or supervisory body.
WHAT CAN I REPORT?
In case of suspicion of possible misconduct, law and/or regulation violation, we urge you to report this to us as a whistleblowing case. When reporting, it is important that you at the time of reporting had reasonable grounds to believe that the information about the misconduct that was reported was true. Assessing whether there were reasonable grounds, circumstances and information that were available to you at the time of reporting should be the basis for whether you may have assumed that the misconduct was true. In addition, it is also important that it can actually be considered a violation that can be reported, and thus give you protection against retaliation.
Malpractice in the public interest
You can report information about misconduct that has emerged in a work-related context that there is a public interest in it coming to light. In the event of other types of personal complaints that do not have a public interest in them coming to light, such as disputes or complaints regarding the workplace or the work environment, we encourage you to contact your immediate manager instead. This is to ensure that these matters are prepared in the best possible way.
Examples of malpractices of a serious nature that should be reported:
- Deliberately incorrect accounting, internal accounting control or other financial crime.
- Incidence of theft, corruption, vandalism, fraud, embezzlement or hacking.
- Serious environmental crimes or major deficiencies in workplace safety.
- If someone is exposed to very serious forms of discrimination or harassment.
- Other serious misconduct affecting the life or health of individuals.
Misconduct contrary to EU law
In addition, there is the possibility to report information about misconduct that emerged in a work-related context that is contrary to EU laws or regulations. If you suspect that this occurs, then please read the scope of the Whistleblower Directive in Article 2 and Annex Part 1 for applicable laws.
HOW CAN I REPORT?
Reporting channel
For reporting, we use Visslan, which is our digital whistleblowing channel. It is always available through https://condesign.visslan-report.se. On the website, you choose to “report” in order to then be able to describe your suspected misconduct. Please describe what happened as thoroughly as possible, so that we can ensure that adequate measures can be applied. It is also possible to attach additional evidence, in the form of, for example, written documents, pictures or audio files, even though this is not a requirement.
Sensitive personal data
Please do not include sensitive personal information about people mentioned in your report unless it is necessary to be able to describe your case. Sensitive personal data is information about; ethnic origin, political opinion, religious or philosophical beliefs, trade union membership, health, a person’s sexual life or sexual orientation, genetic data, biometric data used to uniquely identify a person.
Anonymity
You can be anonymous throughout the process without affecting your legal protection, but you also have the opportunity to confess your identity under strict confidentiality. Anonymity can in some cases complicate the report’s follow-up possibilities and the measures we can take, but in such a case we can also later ask you to reveal your identity later, again in strict confidentiality to the Case Manager.
Follow-up & login
After you have reported, you will receive a sixteen-digit code, which you will in future be able to log in to Visslan with from https://condesign.visslan-report.se. It is very important that you save the code as otherwise you will not be able to access your report again.
If you lose the code, you can submit a new report referring to the previous report.
Within seven days, you will receive confirmation that the Case Manager has received your report. The Case Manager is the independent and autonomous party that receives reports in the reporting channel. In case of questions or concerns, you and the Case Manager can communicate through the platform’s built-in and anonymous chat function. You will receive feedback within three months on any measures planned or implemented due to the reporting.
It is important that you, with your sixteen-digit code, log in regularly to answer any follow-up questions Case Manager may have. In some cases, the report cannot be taken forward without answers to such follow-up questions from you as the reporting person.
WHAT ARE MY RIGHTS?
Right to confidentiality
During the handling of the report, it will be ensured that your identity as a reporting person is treated confidentially and that access to the case is prevented for unauthorized personnel, i.e. Case Manager. We will not disclose your identity without your consent if applicable law does not compel us to, and we will ensure that you are not subjected to retaliation.
Protection against reprisals or retaliation
In the event of a report, there is protection against negative consequences from having reported misconduct in the form of a ban on reprisals and retaliation. The protection against this also applies in relevant cases to persons in the workplace who assist the reporting person, your colleagues and relatives in the workplace, and legal entities that you own, work for or are otherwise related to.
This means that threats of retaliation and attempts at retaliation are not permitted. Examples of such are if you were to be fired, have been forced to change tasks, imposed disciplinary measures, threatened, discriminated against, blacklisted in your industry, or the like due to reporting.
Even if you were to be identified and subjected to reprisals, you would still be covered by the protection as long as you had reasonable grounds to believe that the misconduct reported was true and within the scope of the Whistleblower Act. Note, however, that protection is not obtained if it is a crime in itself to acquire or have access to the information reported.
The protection against retaliation also applies in legal proceedings, including defamation, copyright infringement, breach of confidentiality, breach of data protection rules, disclosure of trade secrets or claims for damages based on private law, public law or collective labour law, and you shall not be held liable in any way a consequence of reports or disclosures provided that you had reasonable grounds to believe that it was necessary to report or publish such information in order to expose a misconduct.
Publication of information
The protection also applies to the publication of information. It is then assumed that you have reported internally within the company and externally to a government authority, or directly externally, and no appropriate action has been taken within three months (in justified cases six months). Protection is also obtained when you have had reasonable grounds to believe that there may be an obvious danger to the public interest if it is not made public, for example in an emergency. The same applies when there is a risk of retaliation in the case of external reporting or that it is unlikely that the misconduct will be remedied in an effective manner, for example in the event that there is a risk that evidence may be concealed or destroyed.
Documentation of meetings
If you have requested a meeting with the Case Manager, they will, with your consent, ensure that complete and correct documentation of the meeting is preserved in a lasting and accessible form. This can be done, for example, by recording the conversation or by keeping minutes. Afterwards, you will have the opportunity to check, correct and approve the protocol by signing it.
GDPR and handling of personal data
We always do our utmost to protect you and your personal information. We therefore ensure that our handling of these is always in accordance with the General Data Protection Regulation (“GDPR”).
Additional contact
If you have further questions regarding how we handle whistleblower cases, you are always welcome to contact the Case Managers.
Name: Mikael Mellberg
Position: Lawyer/Partner
Email: mikael.mellberg@lindahl.se
Phone number: +46 723 881 021
Name: Ellinor Söderberg
Position: Associate
Email: ellinor.soderberg@lindahl.se
Phone number: +46 768 543 224