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Our Policies & Credentials

Our Vision:

is to be instantly recognized as the leading company in workzone safety. Which means we want to be the brand that workers want protecting them and the company our customers can rely on.

Our Core Values are:

Innovative –
At the heart of everything we do is our ethos surrounding innovation and design focused on the continual improvement of our products and systems.

People first –
We put people first, whether the general public, on-site workers or any of our team.

Experts –
Our experience and expertise come from decades of working in the industry, in industrial design, product development, advanced scaffolding and in supply and distribution.

Supportive –
We aim to support each customer in any way we can, with any challenge and wherever needed.

Flexible –
As a company who puts customer experience and satisfaction at the top of the list, we believe in being flexible, understanding the complexities, challenges and demands of your world.

 

Policies we live by

We are committed worldwide to health and safety, innovation and service excellence.

It is the policy of vertemax™, as approved by the strategic health and safety committee that operations carried out by the Company are in accordance with the requirements of the Health and Safety at Work Act 1974 and associated Health Safety and Environmental Legislation, both in the spirit of the law and its legal obligations. The Company accepts its responsibilities towards its employees and any other person who may be affected by the work undertaken by the Company. Gary Taylor as the Managing Director has the overall responsibility for implementing and maintaining this policy through the use of the policy arrangements. His duties and that of other directors, senior managers, supervisors and employees are detailed in the Company's health and safety policy and supportive arrangements. If incidents are to be avoided, good working practices will be required. Therefore all company personnel shall familiarise themselves with their duties as detailed in the Safety arrangements. All employees have a part to play if high standards are to be achieved and maintained. The Company requests that all the work force and contractors take a pro-active role in improving health & safety performance through mutual commitment and co-operation at designated health and safety meetings. Managers with department health and safety responsibilities, along with the health and safety adviser, will monitor the operation of this policy. They will also be available to advise all employees on matters relating to health and safety. To support personnel in implementing the health and safety policy reference to industry best practice will be listed in this policy This statement is to be displayed in a prominent position at all designated locations. Gary Taylor Managing Director 21st January 2021
vertemax™ recognises that its activities impact upon the environment both through its routine internal operations, its infrastructural development and through its influence and effects on the wider community. It acknowledges a responsibility for, and a commitment to, protection of the environment at all levels. The Company will comply fully with environmental legislation and is in addition committed to continued efforts to: • Promote environmental management policies and practices at every level and in every division of the Company; • Increase awareness of environmental responsibilities among staff, customers and suppliers. • Minimise waste and pollution and develop and operate environmentally sound waste management procedures; • Continue to reduce the consumption of fossil fuels and to incorporate long term strategies for energy efficiency into planning and development; • Continue to encourage and facilitate modes of transport by employees which minimise environmental impact and to apply environmentally friendly principles to the operation of owned and hired in vehicles; • Reduce water consumption; • Promote a purchasing policy which will give preference, as far a practicable, to those products and services which cause the least harm to the environment; • Avoid wherever practical the use of environmentally damaging substances, materials and processes; • Maintain the grounds and buildings of the Company in an environmentally sensitive way, having regard to protection of local natural habitats and preservation of biological diversity; • Consider environmental factors in respect of the growth of the Company, seeking as far as is practical to reduce harmful environmental impacts and to integrate new developments into the local environment; • Work with other local, national and other agencies as appropriate to promote environmental policies; Progress in implementing this policy will be reviewed annually by the Management Committee, and reported to the Board. Gary Taylor Managing Director 21st January 2021
1.Purpose of this policy This policy sets out vertemax™ (“the company”) approach to equality and diversity. 2. Equality and diversity policy The company is committed to promoting equality and diversity and promoting a culture that actively values difference and recognises that people from different backgrounds and experiences can bring valuable insights to the workplace and enhance the way we work. The company is committed to providing equal opportunities throughout employment including in the recruitment, training and development of employees, and to pro-actively tackling and eliminating either direct or indirect discrimination. The practices, rights and obligations set out in this policy ensure that nobody working for the company is treated less favorably on the grounds of disability, gender reassignment, marital status, pregnancy or maternity, race, religion of belief, sexual orientation, work pattern, age, colour, nationality or any other aspects unrelated to their current and potential skills, aptitudes and abilities. All employees will be encouraged to develop their skills and fulfil their potential and to take advantage of training, development and progression opportunities in the company. 3. Scope and application of this policy This policy applies to current, former and prospective employees and workers. Company will work towards the following: a) Recruitment: Selection for employment at the company will be on the basis of aptitude and ability, ensuring that all staff in a position of authority and those staff who recruit, select and appraise staff are aware of the policy and adhere to its requirements. b) During employment: The benefits, terms and conditions of employment and facilities available to the company employees will be reviewed on a regular basis to ensure that all employees and workers receive fair and reasonable treatment free from favour or discrimination based on unwarranted prejudice. c) Promotion: All promotion decisions will be made on the basis of merit, and will not be influenced by any of the protected characteristics listed above. Promotion opportunities will be monitored to ensure equality of opportunity at all levels. Where appropriate, steps will be taken to identify and remove unnecessary or unjustifiable barriers to promotion. This policy applies to all conduct in the workplace and also to conduct outside of the workplace that is related to your work (e.g. at meetings, social events and social interactions with colleagues) or which may impact on the company’s reputation (e.g. the expression of views on social media, contrary to the commitments expressed in this policy, that could be linked to the company) 4. Responsibility All employees irrespective of their position within the organisation will have some measure of responsibility for the effective operation of this policy, with certain key staff being responsible for specific duties as follow: The Company shall: • Co-ordinate the provision of guidance and train to staff on Diversity and Equal Opportunities in employment • Adopt recruitment, training and employment practices, which are consistent with the spirit of the policy and promote awareness of the principals involved, particularly amongst those staff who are responsible for decision making in those areas All individual employees have the duty to: • Co-operate with any measure introduced to develop and uphold diversity and equal opportunity in a workplace • Desis from harassing, abusing or intimidating other employees on any grounds. • Resist to any pressure to discriminate, which is placed upon them by other employees. • Inform management if they know or suspect that discrimination is taking place in employment 5. Enforcement and redress All staff with decision making responsibilities are advised that, in legal terms, there may be individual rather than corporate liability if they are adjudged to be seriously deficient in their application of this policy, despite appropriate instructions. Any member of staff who bullies, harasses or discriminates against another employee, fails to co-operate with measures designated to promote equality and diversity, or induces others to practice unlawful discrimination, may be subject to disciplinary action. Any member of staff who feels that he or she has been bullied, harassed or discriminated against shall have recourse to the grievance procedures. The General Manager has overall responsibility for equality and diversity and in conjunction with the Company will ensure standards and procedures are maintained. Gary Taylor Managing Director 21st January 2021
TERMS OF USE TERMS OF USE APPLICABLE TO THIS SITE Use of this Site Signifies Your Agreement to the Terms of Use PLEASE READ THESE TERMS OF USE CAREFULLY BEFORE USING THIS SITE By using this site (the “Site”), you signify your agreement to be bound by these terms of use, including the Privacy Policy (“Terms of Use”). If you do not agree to the Terms of Use or Privacy Policy, please do not use the Site. We may modify, revise or update the Terms of Use at any time by updating this posting. By using the Site following any such modification or revision, you agree to be bound by such modification or revision. We recommend that you consult the Terms of Use each time you use the Site. RESTRICTIONS ON USE OF MATERIALS The Site is owned and operated by Vertemax Inc., and/or its related, associated, affiliated, successor, parent and subsidiary entities (collectively, “vertemax”). Unless otherwise indicated the contents including without limitation, all logos, texts, graphics, images, [soundtracks, videos], and the collection, organization, arrangement and assembly of the contents of this Site are the property of Vertemax and are protected, without limitation, pursuant to Canadian, U.S. and foreign intellectual property, including copyright, trademark and other laws and regulations. No material from this Site, either in whole or in part, may be copied, reproduced, republished, uploaded, posted, transmitted, archived, modified, sold or distributed in any way, without vertemax’s prior written consent except that you may download one copy of the materials on any single computer for your personal non-commercial use only, provided you keep intact all copyright and other proprietary notices. Modification of the materials or use of the materials for any other purpose is a violation of vertemax copyright, trademark, and trade secret rights and others’ proprietary rights. The use of any such material on any other Web Site or networked computer environment for any purpose is prohibited. In the event you download software from the Site, the software including any files, images incorporated in or generated by the software and data accompanying the Software (together, the “Software”) are non-exclusively licensed to you by vertemax. vertemax does not transfer title in and to the Software to you. As between you and vertemax, vertemax retains full and complete right, title, and interest in and to the Software and all intellectual property rights therein. You may not redistribute, sell, decompile, reverse-engineer or disassemble the Software. ACCEPTABLE SITE USE General Rules. Users may not use the Site in order to transmit, distribute, store or destroy material: (a) in violation of any applicable law or regulation; (b) in a manner that will infringe the copyright, trademark, trade secret or other intellectual property rights of others or violate the privacy, publicity or other personal rights of others; or (c) that is defamatory, obscene, threatening, abusive or hateful. Users may use the Site only for lawful purposes and in compliance with the Terms of Use. Web Site Security Rules. Users are prohibited from violating or attempting to violate the security of the Site, including, without limitation: (a) accessing data not intended for such user or logging into a server or account which the user is not authorised to access; (b) attempting to probe, scan or test the vulnerability of a system or network or to breach security or authentication measures without proper authorisation; or (c) attempting to interfere with service to any user, host or network, including, without limitation, via means of submitting a virus to the Site, overloading, “flooding”, “spamming”, “mailbooming” or “crashing”. Violations of any system or network security may result in civil or criminal liability. vertemax will investigate occurrences which may involve such violations and may involve and co-operate with, law enforcement authorities in prosecuting users who are involved in such violations. TERMINATION This Agreement will terminate immediately without prior notice from vertemax, if in vertemax sole discretion you fail to comply with any term or provision of this Agreement, if you are a repeat infringer of any third party’s rights, or if you engage in conduct that is illegal, tortious or that interferes with the technological operation of the Site. Upon termination, you must destroy all materials obtained from this Site and all copies thereof, whether made under the terms of this Agreement or otherwise and you are no longer authorized to access this Site or that part of this Site affected by such termination. In such event, the restrictions imposed upon you by these Terms of Use shall still apply. vertemax shall not be liable, obligated or otherwise responsible to any party for damages arising from such termination. vertemax reserves the right to seek all remedies available to it at law and in equity for violations of the Terms of Use. LINKS The Site may contain links to third-party sites. These links are provided solely as a convenience to you and not as an endorsement by vertemax. vertemax is not responsible for the content of linked third-party sites and does not make any representations regarding the content or accuracy of materials on such third-party sites. If you decide to access linked third-party sites, you do so at your own risk. THIRD PARTY POSTINGS vertemax may, in its sole discretion, post material, advertisements, links and other promotional materials of third parties on the Site (“Third Party Material”). Third Party Material is not investigated, monitored or checked for accuracy, appropriateness or completeness by vertemax, and vertemax is not responsible for any Third Party Material. Your correspondence or dealings with these third parties found on the Site are solely between you and such third party. You agree that vertemax shall not be responsible for any loss or damage of any sort incurred as a result of any such dealings or as a result of their presence. Moreover, vertemax shall not be responsible or liable for the statements or conduct of any third party on the Site. With regard to services or products purchased or obtained by a user from someone other than vertemax, we make no representation or warranty of merchantability or fitness for a particular purpose with regard to such services or products, and we hereby specifically disclaim any and all express and implied representations and warranties of any nature whatsoever as to such services and products. Should you access any third party site, you do so at your own risk and these Terms of Use no longer govern. You should review the applicable terms and policies, including privacy policies, of any third party site to which you navigate from the Site. DISCLAIMER VERTEMAX MAKES NO REPRESENTATIONS OR WARRANTIES WITH RESPECT TO THIS SITE OR ITS CONTENTS, WHICH ARE PROVIDED FOR USE “AS IS, WHERE IS” BASIS AND “AS AVAILABLE.” VERTEMAX DISCLAIMS ALL REPRESENTATIONS, WARRANTIES, AND CONDITIONS EXPRESS OR IMPLIED, OR ARISING BY STATUTE, USAGE, CUSTOM OR OTHERWISE, INCLUDING WITHOUT LIMITATION THE IMPLIED WARRANTIES OF MERCHANTABILITY AND FITNESS FOR A PARTICULAR PURPOSE, WITH RESPECT TO THIS SITE AND ANY WEBSITE WITH WHICH IT IS LINKED. VERTEMAX DOES NOT WARRANT THE FUNCTIONS, INFORMATION OR LINKS CONTAINED ON THIS SITE OR THAT ITS CONTENTS WILL MEET YOUR REQUIREMENTS, THAT THIS SITE, OR ITS CONTENTS, ARE FIT FOR ANY PARTICULAR PURPOSE OR THAT THE OPERATION OF THIS SITE OR ITS CONTENTS, WILL BE UNINTERRUPTED OR ERROR-FREE, THAT DEFECTS WILL BE CORRECTED OR THAT THIS SITE OR THE SERVER THAT MAKES IT AVAILABLE ARE FREE OF VIRUSES, WORMS, TROJAN HORSES, CANCELBOTS OR OTHER HARMFUL COMPONENTS. VERTEMAX DOES NOT WARRANT OR MAKE ANY REPRESENTATIONS REGARDING THE USE OR THE RESULTS OF THE USE OF THE MATERIALS ON THIS SITE IN TERMS OF THEIR CORRECTNESS, ACCURACY, RELIABILITY, OR OTHERWISE. YOU (AND NOT VERTEMAX) ASSUME THE ENTIRE COST OF ALL NECESSARY SERVICING, REPAIR OR CORRECTION. LIMITATION OF LIABILITY UNDER NO CIRCUMSTANCES, INCLUDING, BUT NOT LIMITED TO, NEGLIGENCE, SHALL VERTEMAX BE LIABLE FOR ANY SPECIAL, INCIDENTAL, CONSEQUENTIAL, COMPENSATORY, DIRECT OR INDIRECT DAMAGES, LOSS OF DATA, INCOME OR PROFIT OR DAMAGE TO PROPERTY THAT RESULT FROM THE USE OF, OR THE INABILITY TO USE, THE MATERIALS ON THIS SITE, ‘EVEN IF VERTEMAX OR A VERTEMAX AUTHORISED REPRESENTATIVE HAS BEEN ADVISED OF THE POSSIBILITY OF SUCH DAMAGES. IN NO EVENT SHALL VERTEMAX TOTAL LIABILITY TO YOU FOR ALL DAMAGES, LOSSES AND CAUSES OF ACTION (WHETHER IN CONTRACT, OR NOT (INCLUDING, BUT NOT LIMITED TO, NEGLIGENCE) OR OTHERWISE) EXCEED THE AMOUNT PAID BY YOU, IF ANY, FOR ACCESSING THIS SITE. INDEMNITY OF USER You agree to defend, indemnify, and hold harmless vertemax, its officers, directors, employees, affiliates, parents, subsidiaries, related entities and agents, from and against any claims, actions or demands, including without limitation reasonable legal and accounting fees, alleging or resulting from your use of the material contained on the Site or your breach of the terms of these Terms of Use. vertemax shall provide notice to you promptly of any such claim, suit, or proceeding and may assist you, at your expense, in defending any such claim, suit or proceeding. JURISDICTION By accessing the Site, you agree that the laws of the Province of Ontario will apply to all matters relating to your use of this Site, without regard to rules relating to conflict of laws. vertemax makes no claims that the materials may be lawfully viewed or downloaded outside of Canada. Access to materials may not be legal by certain persons or in certain countries. If you access the Site from outside of Canada, you do so at your own risk and are responsible for compliance with the laws of your jurisdiction. Any action relating to these Terms of Use must be brought in Toronto, Ontario, Canada and you irrevocably consent to the exclusive jurisdiction of the courts of Ontario, Canada. RELATIONSHIPS The relationship between vertemax and you will be that of independent contractors, and neither of us nor any of our respective officers, agents or employees will be held or construed to be partners, joint ventures, fiduciaries, employees or agents of the other as a result of these Terms of Use or your use of the Site. SEVERABILITY If any provision of this Agreement shall be unlawful, void or for any reason unenforceable, then that provision shall be deemed severable from these Terms of Use and shall not affect the validity and enforceability of any remaining provisions. This Agreement is the entire agreement between you and vertemax relating to the subject matter herein. ENTIRE AGREEMENT These Terms of Use, together with those incorporated or referred to herein, constitute the entire agreement between us relating to the subject matter hereof, and supersede any prior understandings or agreements (whether electronic, oral or written) regarding the subject matter, and may not be amended or modified except by vertemax as set forth above. If you no longer wish to be contacted for marketing purposes, please let us know by sending us an email info@vertemax.co.uk You can also opt out through the online preferences received as a web link in our weekly newsletter. How to contact us and exercise your rights We will do our best to assist with any queries you have about your personal data. You can contact our Data Protection Officer at any time using the contact details below. When you do so, please provide your full name, your preferred contact information, and a summary of your query. info@vertemax.ca Telephone +1 905 502 5732 Gary Taylor Managing Director 4th June 2018
Modern slavery is a crime and a violation of fundamental human rights. It takes various forms, such as slavery, servitude, forced and compulsory labour and human trafficking, all of which have in common the deprivation of a person's liberty by another in order to exploit them for personal or commercial gain. Vertemax™ has a zero tolerance approach to any form of modern slavery and will continue to review and update its policies and processes to ensure there is no opportunity for these offences to take place. This statement sets out the steps that Vertemax Inc has taken during this financial year and is continuing to take to ensure that modern slavery or human trafficking is not taking place within our business or supply chain. This statement applies to all persons working for us or on our behalf in any capacity, including employees at all levels, directors, officers, agency workers, seconded workers, volunteers, agents, contractors and suppliers. About Us vertemax™ was incorporated in May 2010 and specialises in innovation, development and provision of specialist work zone safety systems and products for collective protection, personal protection, access and service solutions. Vertemax™ sales and hires products designed to protect people. It puts people first, whether the general public, on-site workers or any of our team. Currently vertemaxTM directly employs more than 30 people in the UK and Canada combined. Our Policies and Due diligence This statement reflects our commitment to acting ethically and with integrity in all our business relationships and to implementing and enforcing effective systems and controls. Vertemax™ operates and maintains a preferred supplier list. We conduct due diligence on all suppliers before allowing them to become our supplier. This due diligence includes supplier approval process and a research to ensure that particular organisation has never been convicted of offenses relating to modern slavery. To identify and assess potential risk areas of our business and reduce risk of slavery vertemax™ also: • Operate strict procurement processes requiring suppliers to comply with all applicable laws and standards including those which relate to modern slavery act. • Expect our suppliers to have suitable policies and processes in place within their business to prevent any form of modern slavery, human trafficking and child labor and to communicate these policies to their suppliers. • Continuously monitor and review the assurance information from our suppliers and partners and follow up where relevant. • Include appropriate terms in our contract documentations • Reserve the right to terminate the contracts at any time should any cases of modern slavery came to light. People To ensure we conduct business in ethical and transparent manner and to identify and mitigate risks of modern slavery, vertemax™ maintains and promotes the following internal policies which are accessible to all staff. • Health & Safety Management Policy • Equality and Diversity Policy • Anti-Bribery And Corruption Policy We ensure all employees know they can raise concerns about how colleagues are being treated, or practices within our business or supply chain, without fear of reprisals. Vertemax™ always checks its employees have the Right to Work in the UK or Canada. Each employee work under terms agreed and signed in employment contract agreement. Wages is paid only directly to the employee bank account, no cash transactions are permitted. Training We regularly conduct training for our procurement/buying teams and inform every employee so that they understand the signs of modern slavery and what to do if they suspect that it is taking place within our business or supply chain. To minimize risks, our procurement team is advised only to purchase from a reputable company. Risks Vertemax™ assessed the risk of modern slavery in its business and supply chain and consider it very low. Nevertheless, these results indicate low risk, we will continue to monitor and assess all areas of the business to prevent the risk of modern slavery from happening. Approval for this statement This statement policy was prepared for financial year ending 31 December 2020 and was approved by the director of vertemax™. Gary Taylor Managing Director 21st January 2021
Do you have something you want to tell us? We want to listen! We care about a healthy and open culture, where each employee has a responsibility to comply with applicable regulations and to act ethically. We can resolve many situations by talking to each other as soon as they arise. However, sometimes things can happen that require a completely different kind of management. Nevertheless, it is important for us that problems or more serious issues are disclosed, so that we, as an organization, have the opportunity to act. In more serious case, such as various types of misconduct, or where health and life may be at risk, it is important that this is revealed as soon as possible. As an employee or partner, you are a key factor in this work. This is why we are offering you this opportunity to file whistleblower reports to an external, independent consultant, with the opportunity to be subject to full anonymity. The following information describes the whistleblower process in further detail. For a more detailed and comprehensive description, please refer to our Whistleblower Policy. Whistleblower reports Sometimes the nature of a whistleblower report does not make it appropriate to raise the problem via the customary channels in our organization. This is why we offer you the opportunity to use a secure whistleblower scheme. This is an important safety valve for both us and you as an employee. For this reason, we use Trumpet, a whistleblower scheme whereby you can report any misconduct anonymously and confidentially. What can be reported? There are legal restrictions concerning what may be handled under a whistleblower scheme. Consequently, under the whistleblower scheme you may only report matters which constitute misconduct that should be disclosed in the public interest (or breaches of certain other legislation) of which you have become aware during your work for us. Our whistleblower channel may only be used to report misconduct within our own organization. As a general rule, general dissatisfaction with how the business is run, leadership, pay or other HR matters is not misconduct to be reported under a whistleblower scheme. Misconduct that should be disclosed in the public interest is typically misconduct that affects the general public to a wider extent, such as financial crime, environmental crime and misconduct that presents an imminent risk to people’s lives and health. If you are uncertain, you can, for example, consult a [trade union representative]. A report via the Trumpet whistleblower scheme must be based on concrete suspicions. You do not need to have evidence for your suspicion, but no allegation may be made with malicious intent or in the knowledge that the allegation is false. False or malicious allegations are a serious breach of the employment contract. Nor may whistleblower reports be based solely on rumors or hearsay. Read more in our Whistleblower Policy. Who can file a report? A whistleblower report can be filed by anyone who in any way represents or is professionally active in our organization. This includes Board members, shareholders working in the business, all employees (permanent employees, probationary employees, fixed-term employees, and full-time and part-time employees), consultants, trainees, volunteers and hired employees (crew personnel). How reports are handled Trumpet is an external whistleblower scheme that provides you with a secure process in which you, as a whistleblower, can remain completely anonymous. If you do not state your name in the report, it will not be possible to see who filed the report in the system. Trumpet has been developed on the basis of the highest standards of confidentiality and security: All cases are received by independent external case officers with sound experience from assessing, investigating and helping organizations to handle various types of irregularities. More information about Trumpet can be found here. Trumpet is compliant with the EU’s General Data Protection Regulation (GDPR) and the Swedish Act on the Protection of Whistleblowers. The process, step by step: 1. By reporting in Trumpet, you can make sure that you remain fully anonymous – no one knows your identity as a whistleblower, unless you choose to be open about your identity. 2. When you report an incident in the whistleblower scheme, an encrypted case is created in the whistleblower system, for which you receive a unique encryption key. 3. An independent external expert – case officer in the Trumpet whistleblower scheme – will always receive your case and make the first assessment. Only you and your case officer may access your report using your encryption keys. 4. To facilitate the process, you can actively choose to reveal your identity to the independent case officer – but not to our organization. In this way, you and your case officer can have an effective and secure dialogue – and no one else can find out who you are. (It is also possible for you to choose to disclose your identity to our organization.) 5. After your case officer has made an assessment, a recommendation is made to our organization’s Whistleblower Committee. If any member of the Committee is affected by your report, this person will be excluded by the case officer before the Committee is given access to the report and the case officer's recommendations. The members of our Whistleblower Committee are listed below. The Whistleblower Committee in turn decides how the case is to proceed and the measures to be taken. In our Whistleblower Policy you can read about how the committee works and about its membership. 6. The case officer communicates the status of the case and the Committee’s decision to you via the secure encrypted login to Trumpet. It is therefore important that you save the encryption key appropriately. How to report Go to a website in the Trumpet whistleblower system and select whether you wish to submit your report via a web form, or by phone or letter. Reports can be filed 24 hours a day, 7 days a week. A report filed through Trumpet is always handled with the same degree of anonymity and the highest level of confidentiality. If you wish to ensure that no-one can trace your activity, you should use a private computer or mobile phone, and visit the whistleblower service from a network you trust, such as your home network. • Start your report in the Trumpet whistleblower scheme by clicking on the button “Start your report”. • You can also start your report by typing the address https://midway.trumpet-whistleblowing.eu/ on any device (computer, tablet, or mobile phone) to access the whistleblower site. The Trumpet system provides clear guidance throughout the entire process. Answers to the most frequently asked questions can be found at each step. If you choose to submit your report by phone or letter, it is important that you provide contact details in some form, so that the case officers can provide you with your login details for the case handling site in Trumpet. On the case site, the case officers will provide feedback on the progress of the case. If you also wish to remain anonymous in relation to Trumpet, it is important to consider carefully which contact details you provide. You can also make your report at a physical meeting. If you wish to request a physical meeting, you can contact Trumpet via the web form, or by phone or letter. If you wish to make a report at a physical meeting, your anonymity will not be protected, and you should be aware that the person you meet may be directly employed by us. Our Whistleblower Committee [Slide #1] Name, title Email address [Slide #2] Name, title Email address [Slide #3] Name, title Email address [Slide #4] Name, title Email address Reporting to authorities You will also have the opportunity to submit your report to the authorities. We will get back to you with this information when the authorities have made such information public. Freedom of disclosure and freedom of procurement In Sweden, there is freedom of disclosure. This is part of the freedom of expression and applies to all persons who provide information for the purpose of it being published and made available to the general public. Freedom of disclosure entails that the general public – i.e. state, region and municipalities – may not penalize the person who disclosed the information that has been published. Note that the freedom of disclosure itself does not prevent a private employer from acting on the disclosure of information. The freedom of disclosure only applies if the information is shared with the originator of books, newspapers, TV and radio programmes or a similar publication medium. It must be emphasized that freedom of disclosure is subject to certain limitations – there is no impunity, for example, if any disclosure is in breach of qualified confidentiality obligations. In addition to the freedom of disclosure, freedom of procurement also applies. Freedom of procurement entails that anyone may search for information on any subject for the purpose of publishing it or to exercise their freedom of disclosure, without the person being penalized by a public authority. The freedom of procurement is limited, however, since the information may not be procured through certain criminal acts, such as theft or data breaches. Freedom of procurement does not prevent private employers from acting on the procurement of the information.   Note. Text below is stand-alone and should not be included in the communication text on the information page (above) Example of information page We have designed an example of how an information page can look like. See link to our example (use password 6%n8x&KE4Ls7 to log in to the page).
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