FAQ about reporting
Anyone associated with Vetaphone – employees, suppliers, shareholders, and others – can use the Vetaphone Whistleblower Scheme and submit a report.
Any serious situation involving Vetaphone employees and/or other stakeholders associated with Vetaphone can be reported. This applies to both employees, management, and directors.
The Whistleblower Scheme can only be used to report suspected potential breaches of the law in activities related to Vetaphone.
Circumstances involving employee’s own terms of employment or employee related conflicts cannot be reported via the Whistleblower Scheme unless it concerns sexual harassment or other serious forms of harassment.
Circumstances that can be reported via the Whistleblower Scheme, are for example:
- Embezzlement, theft, corruption, bribery, fraud, forgery, conflicts of interest, blackmail, and misuse of inside information.
- Irregularities regarding accounting and auditing
- Providing false or misleading information to public authorities
- Physical violence and sexual abuse
See Appendix 1Â for more examples of what can be reported through the Whistleblower Scheme.
The listed suggestions are only examples. If you are in doubt as to whether your observation should be reported or not, you are encouraged to report it. All reports are acknowledged and processed.
Reports that fall under the scope of this policy, will be processed by the Vetaphone Whistleblower unit, headed by the Chairman of the Vetaphone Board.
In some cases, it will be necessary to involve the help of external partners in the processing of the reports, for example lawyers or accountants.
All reports must be sent directly to [email protected]. Reports cannot be submitted in any other way.
When a report is received, an initial investigation of the reported situation is initiated. If the report is clearly unfounded, it will be rejected. The person who reported the case will be notified.
If the initial investigation concludes that the report cannot be characterized as unfounded, it will be further investigated. The case is handled internally, and it may have potential employment law consequences for the individuals being reported. The case may be of such nature that it is passed on to the police for further investigation. When a case is closed it is deleted from the system.
All reports must be submitted in good faith. It is crucial that the scheme is not used to make baseless accusations against innocent individuals.
