SN Power believes that openness and good communication throughout the organization promotes a better work culture in SN Power.
SN Power acknowledges the risk of violations of the Code of Conduct and largely depend on the willingness of employees and external parties to raise concerns in order to uphold and maintain high ethical standards.
Reporting of concerns (whistleblowing) is to report unwanted behavior, illegal, or suspected illegal acts, and any violations of SN Power’s Code of Conduct.
Laws and regulations that must be included in the context, is the Norwegian law, and the laws applicable in any country where SN Power operates.
Examples of violations include, but are not limited to fraud and corruption, harassment and discrimination, and violations of environmental and human rights laws.
All employees, hired-ins, temporary personnel and external parties have the right to report conditions that they consider unwanted at the workplace or in relation to SN Power’s business.
The whistleblower decides what information is to be provided. There is no requirement that the concerned should be able to prove the event, incident or act. However, to allow SN Power to act accordingly with follow-up actions, the report should include as much detail as possible and, if available, supporting evidence.
Reports of concerns can be made to SN Power’s independent Whistleblower Channel (Integrity Helpline), managed by the Integrity Officer. The Integrity Helpline offers the whistleblower the possibility of reporting anonymously.
It is important not to compromise the security of the concerned person (whistleblower). It is as important to protect the individual(s) subject to the reporting.
SN Power’s core principles for handling reports of concerns are:
- Fair and objective process
- Protection of the whistleblower against retaliation
- Protection of the legal rights of the individual who is the subject of the report
- Protection of sources
- Protection of personal data