Our corporate values and behavioral guidelines are set out in the JobRoad Code of Conduct & Ethics. With our Code of Conduct & Ethics, we want to set out the corporate values and principles in our professional and personal conduct and commit ourselves to fulfilling our mission in an ethical manner.<\/p>\n
This procedure provides a supplementary arrangement to our vision and principles regarding whistleblowing, as described in the Code of Conduct & Ethics. It provides a framework for internal reporting and for the follow-up of suspected misconduct. We are convinced that everyone can and should raise awareness if he\/she believes in good faith that unethical practices or misconduct are taking place.<\/p>\n
This policy has also been adopted in implementation of Directive (EU) 2019\/1937 on the protection of persons who report breaches of Union law, as well as of the Belgian legislation transposing the Directive into national law. The general aim of the European Directive and the Belgian law is to protect whistleblowers against retaliation in any form whatsoever and to oblige public and private organizations to establish formal procedures for internal reporting and follow-up of reports.<\/p>\n
We emphasize that everyone is responsible for contributing to and maintaining a culture of transparency and openness, free from retaliation. More specifically, JobRoad\u2019s management bears an important responsibility to act in accordance with our core values and our policies. They must not only lead by example, but also support their team members in their efforts to uphold these principles.<\/p>\n
In accordance with the European Directive and Belgian legislation, JobRoad\u2019s Whistleblower Policy applies not only to current and future employees, but also to former employees, self-employed persons, shareholders and persons belonging to the administrative, management or supervisory body, volunteers and paid or unpaid trainees, job applicants, and all persons working under the supervision and direction of contractors, subcontractors and suppliers.<\/p>\n
Consequently, the internal reporting channels described in this policy will be open to all the aforementioned parties, all of whom will be protected by JobRoad against reprisals.<\/p>\n
This Whistleblower Policy applies to all suspected or actual (attempts at) unlawful, unethical or illegitimate conduct relating to JobRoad (hereinafter the \u201creportable breaches\u201d).
For the purposes of this policy, a distinction is made between the following types of reportable breaches:<\/p>\n
JobRoad emphasizes and commits itself to protecting against retaliation all persons who report, in good faith, suspected or actual (attempted) breaches.<\/p>\n
Breaches of Union law must be detected, addressed and remedied at an early stage. Providing channels for reporting breaches or misconduct (\u201cwhistleblowing\u201d) is essential.<\/p>\n
This Whistleblower Policy is intended to provide internal channels for reporting observations or findings relating to (suspected) breaches concerning JobRoad without having to follow the hierarchical route or the usual channel. It does not replace but supplements the existing procedures for handling (individual) complaints or irregularities. Whistleblowing channels have been set up to report (attempts at) illegal, unethical or illegitimate conduct when these cannot be reported through the usual channels, such as the direct supervisor, the HR manager or another regular designated person.<\/p>\n
We encourage all JobRoad employees, former employees, self-employed persons, shareholders, persons belonging to the administrative, management or supervisory body, volunteers and trainees, job applicants, and all persons working under the supervision and direction of contractors, subcontractors and suppliers to report any form of suspected or actual breaches or misconduct through the dedicated internal channels that JobRoad has implemented. We take all reports received seriously and are committed to investigating every report.<\/p>\n
You can report in various ways:
If possible, discuss the matter with your report manager in person, by telephone or by email<\/p>\n
Melissa Goossens
HR Legal Expert
melissa.goossens@accentjobs.be
+ 32 470 99 25 18<\/p>\n
Joke Vancoppernolle
Company Lawyer
joke.vancoppernolle@accentjobs.be
+ 32 496 71 35 52<\/p>\n
If you do not feel able to do so, you can report the misconduct via our reporting tool (SPOT):<\/p>\n
With Spot, you can raise actual or suspected misconduct in an accessible and, if desired, anonymous way. The customized workflow within Spot guides whistleblowers through the entire process. Every issue is handled and followed up according to the existing escalation procedures. Open the tool via talktospot.com\/hohr or via the QR code.<\/p>\n
Although JobRoad hopes that reporting a concern through the internal reporting channels provides sufficient relief and is therefore preferred, there may be circumstances in which it is more appropriate to report a concern directly to an external body. Where applicable, you can report your concern directly to the Federal Ombudsman.<\/p>\n
For every report, you will receive an acknowledgment of receipt within seven calendar days. The report manager will also inform you whether the report is assessed as potential misconduct, or whether it is a matter that should be handled through the normal reporting procedures. If deemed necessary, the report manager will, together with the whistleblower committee (composed of: company lawyer, HR Legal Expert, Audit manager and the operations manager), launch an investigation into the content of the report.<\/p>\n
During the investigation, the report manager may also contact you (via SPOT or, if possible, directly) for further clarification. As required by the European Directive, JobRoad must respect the right of the persons named in the report to be heard and their right of access to their file, taking into account the anonymity and confidentiality of the report and of the reporting person and without jeopardizing the investigation.<\/p>\n
Within three months of the acknowledgment of receipt, the report manager will, as far as possible and with due regard for any applicable confidentiality requirements or privacy issues relating to anyone who is the subject of the report, report back to the reporting person on the status of the investigation and any mitigating measures taken.<\/p>\n
All reports are treated confidentially and information is only shared on a \u2018need to know\u2019 basis. The data of each report are kept no longer than is necessary and appropriate to meet the requirements of the Directive.<\/p>\n
All personal data processed by JobRoad in the context of this Whistleblower Policy are processed in accordance with the applicable legislation and are used exclusively to achieve the objectives of this policy.<\/p>\n
The identity of the reporting person and any other information from which the identity of the reporting person can be directly or indirectly deduced are kept confidential as far as possible. This information may only be disclosed where this is a necessary and proportionate obligation imposed by Union or national law in the context of investigations by national authorities or judicial proceedings. If information is disclosed, the reporting person will be informed before their identity is disclosed, unless such information would jeopardize the related investigation or judicial proceedings.<\/p>\n
A reporting person who acts in good faith and on reasonable grounds (\u201cgegronde redenen\u201d\/\u201cmotifs raisonnables\u201d) is protected against retaliation by this Whistleblower Policy. No repercussions are attached to reporting a (possible) breach in good faith and on reasonable grounds, even if the report subsequently proves to be unfounded. This means that the reporting person may not be disadvantaged in any way as a result of their report.<\/p>\n
If the reporting person demonstrates that, as a result of their report, they are being punished, treated unfairly or otherwise disadvantaged, it is presumed that the harm was inflicted in retaliation for the report, unless the person who took the adverse measure can demonstrate that the measure was based on justified grounds and was in no way related to the reporting person\u2019s act of reporting. If the investigation shows that a report was made falsely or in bad faith, this may be grounds for taking appropriate and reasonable measures against the reporting person. Disciplinary measures, including dismissal, may be taken against anyone who violates the provisions of this policy.<\/p>\n","protected":false},"excerpt":{"rendered":"
1. Purpose \u2013 Why? Our corporate values and behavioral guidelines are set out in the JobRoad Code of Conduct & Ethics. With our Code of Conduct & Ethics,…<\/p>\n","protected":false},"author":0,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"footnotes":""},"class_list":["post-819","page","type-page","status-publish","hentry"],"acf":[],"yoast_head":"\n