The Legislative Decree No. 24 of 10 March 2023 of ‘Implementation of Directive (EU) 2019/1937 of the European Parliament and of the Council of 23 October 2019 on the protection of persons who report breaches of Union law and on provisions concerning the protection of persons who report breaches of national laws’ provided for the obligation to adapt to the regulations therein, for private entities that have employed an average of at least fifty employees in the last year, by 17 December 2023.

The Company Sepal S.p.A., within the aforementioned deadline, complied with the regulations and adopted a specific Organisational Act.
Whistleblowing is the instrument that protects the employee (or other person provided for by the regulations) who reports violations of national or European regulatory provisions that harm the public interest or the integrity of the public administration or private entity of which he/she has become aware in a work context public or private sector.

For reporting channels Sepal S.p.a. has adopted adequate organisational measures to ensure maximum security and confidentiality of the reporting person and the contents of the report.
Reports must be made in good faith and must be clear, precise and sufficiently detailed to be verifiable.
Sepal provides the computerised reporting channel by means of the MyGo platform, which guarantees, also through the use of encryption tools, the confidentiality of the identity of the person making the report, of the person involved and of the person mentioned in the report, as well as the content of the report and of the relevant documentation.
The IT channel is not controlled or managed by Sepal S.p.a. and access to the data is allowed only to the managers of the reports.
Sepal also provides the reporting channel by ordinary mail to be sent in a sealed andconfidential to Sepal Spa – Reporting Manager – via Caduti del Lavoro 1 Lograto (BS).Reports must relate exclusively to issues and purposes envisaged by Legislative Decree 24/2023.
Personal issues cannot be reported. Personal grievances of the person making the report, claims pertaining to the employment or cooperation relationship, claims pertaining to relations with hierarchical superiors or colleagues do not fall within the scope of reports. Reports that are unfounded orforwarded in bad faith by the whistleblower will be prosecuted in accordance with the applicable law.
To consult the privacy policy click here.
Further information is available by consulting the Guidelines on the protection of persons who report violations of Union law and the protection of persons who report violations of national laws. Procedures for the submission and handling of external reports, published by ANAC and available at the following link: whistleblowing guidelines

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