{"id":2892,"date":"2024-04-17T10:12:19","date_gmt":"2024-04-17T08:12:19","guid":{"rendered":"https:\/\/humanvalue.it\/whistleblowing\/"},"modified":"2026-06-05T13:20:56","modified_gmt":"2026-06-05T11:20:56","slug":"whistleblowing","status":"publish","type":"page","link":"https:\/\/humanvalue.it\/en\/whistleblowing\/","title":{"rendered":"Whistleblowing"},"content":{"rendered":"<div class=\"fusion-fullwidth fullwidth-box fusion-builder-row-1 nonhundred-percent-fullwidth non-hundred-percent-height-scrolling\" style=\"--awb-border-radius-top-left:0px;--awb-border-radius-top-right:0px;--awb-border-radius-bottom-right:0px;--awb-border-radius-bottom-left:0px;--awb-flex-wrap:wrap;\" ><div class=\"fusion-builder-row fusion-row\"><div class=\"fusion-layout-column fusion_builder_column fusion-builder-column-0 fusion_builder_column_1_1 1_1 fusion-one-full fusion-column-first fusion-column-last\" style=\"--awb-bg-size:cover;\"><div class=\"fusion-column-wrapper fusion-flex-column-wrapper-legacy\"><div class=\"fusion-title title fusion-title-1 fusion-sep-none fusion-title-center fusion-title-text fusion-title-size-one\" style=\"--awb-margin-bottom:30px;\"><h1 class=\"fusion-title-heading title-heading-center fusion-responsive-typography-calculated\" style=\"margin:0;--fontSize:70;line-height:1.07;\">Whistleblowing<\/h1><\/div><div class=\"fusion-text fusion-text-1 fusion-text-no-margin\" style=\"--awb-line-height:1.4;--awb-text-color:#222222;--awb-margin-bottom:30px;\"><p><strong>A CSR Tool Essential for Risk Management and Employee Protection<\/strong><\/p>\n<p>Proper and effective management of reports (Whistleblowing) is of utmost importance in ensuring compliance with the principles of legality and transparency established by the Company (corporate social responsibility), in accordance with applicable laws and the Company&#8217;s own rules of conduct.<\/p>\n<p>The Whistleblowing system contributes to identifying and combating any form of wrongdoing, protecting shareholders from economic and reputational damage, promoting a culture of ethics, legality, and transparency within the Company, and strengthening the internal control and risk management system.<\/p>\n<p>Through this procedure, the Company aims to:<\/p>\n<ul>\n<li>ensure transparency and efficiency of the reporting channels adopted;<\/li>\n<li>promptly manage reports submitted by the individuals identified herein;<\/li>\n<li>ensure the protection of the personal data of reporting persons and, where requested, their anonymity;<\/li>\n<li>protect reporting persons from potential retaliatory actions.<\/li>\n<\/ul>\n<p>The purposes pursued are therefore to encourage and facilitate reporting within the corporate environment and to reduce the risk of misconduct by building and strengthening relationships of trust with stakeholders and by promoting and enhancing a corporate culture based on transparency, integrity, good governance, and compliance.<\/p>\n<p><strong>The EthicPoint System<\/strong><\/p>\n<p>EthicPoint is an external service certified with respect to the protection of the reporting person&#8217;s confidentiality. Its approach is service-oriented: it does not merely provide a channel through which reports may be submitted, but also offers genuine professional assistance and advisory support to reporting persons, who may freely use the service, in complete confidentiality, even without formally submitting a report.<\/p>\n<p>For this reason, it is essential that, prior to taking any action, the EthicPoint experts be contacted, as they are able to provide all necessary information.<\/p>\n<p><strong>1. Purpose and Scope of Application<\/strong><\/p>\n<p>This document sets out the rules for the proper and effective management of a report submitted by an individual (the \u201cReporting Person\u201d), including for the purpose of identifying and removing potential risk factors and, where necessary, involving the competent authorities.<\/p>\n<p>The purpose of this document is to provide the Reporting Person and all parties involved with clear operational guidance regarding the subject matter, contents, recipients, methods of transmission and management of reports, as well as all forms of protection available under applicable law and internal procedures.<\/p>\n<p>This procedure has also been prepared as a guide for the drafting of circulars, informational documents, and training materials intended for the persons involved.<\/p>\n<p>It applies to all activities carried out by the Company (Executive Search, Search &amp; Selection, Consulting, Communication).<\/p>\n<p><strong>2. Terms and Definitions: Essential Concepts<\/strong><\/p>\n<p>Before reading this procedure concerning the management of reports, reference should be made to the entirety of Legislative Decree No. 24\/2023, which sets out the relevant whistleblowing terminology and definitions.<\/p>\n<p><strong>3. What may be reported and what may not be reported<\/strong><\/p>\n<p>Taking into account the provisions of applicable legislation and relevant best practices, reports may concern acts or omissions, whether committed or attempted, that:<\/p>\n<ul>\n<li>constitute violations of national or European Union laws affecting the public interest or the integrity of a public administration or private entity, of which the reporting person became aware in a public or private work-related context, as specifically referred to in Legislative Decree No. 24 of 10 March 2023;<\/li>\n<li>may result in administrative or criminal sanctions or other administrative measures, including against the Company pursuant to Legislative Decree No. 231\/2001, where applicable;<\/li>\n<li>concern the abuse of powers entrusted to an employee for the purpose of obtaining private benefits;<\/li>\n<li>constitute evidence of a malfunction within the Company due to the misuse of assigned functions for private purposes (for example: waste, nepotism, repeated failure to comply with procedural deadlines, non-transparent hiring practices, accounting irregularities, false statements, violations of environmental regulations, and breaches of occupational health and safety regulations);<\/li>\n<li>are carried out in violation of the Code of Ethics, the Internal Company Regulations, the Organisational, Management and Control Model pursuant to Legislative Decree No. 231\/2001, where applicable, or other Company provisions subject to disciplinary sanctions;<\/li>\n<li>are likely to cause financial or reputational damage to the Company or its shareholders;<\/li>\n<li>are likely to cause prejudice to employees or other persons carrying out activities for the Company.<\/li>\n<\/ul>\n<p>Only violations concerning Human Value S.r.l. may be reported, provided that the reporting person has actual knowledge of such violations or reasonable grounds to suspect them, based on specific and concrete factual elements.<\/p>\n<p>The following do not constitute reportable violations:<\/p>\n<ul>\n<li>complaints, claims, or requests relating to the personal interests of the reporting person;<\/li>\n<li>complaints, claims, or requests concerning exclusively the employment relationship of the reporting person and relations between such person and his or her hierarchical superiors;<\/li>\n<li>complaints, claims, or requests of a general nature or that do not specifically concern one of the violations listed above;<\/li>\n<li>reports concerning information protected by legal professional privilege or medical confidentiality, or otherwise falling within the principle of confidentiality of judicial deliberations.<\/li>\n<\/ul>\n<p>Important: where an employee believes that his or her personal interests have been harmed, or that issues have arisen in connection with his or her employment relationship or dealings with a hierarchical superior, such employee shall in all cases be required to make use of ordinary remedies and protections, including, by way of example, discussions with the employer, trade union assistance, or legal counsel.<\/p>\n<p><strong>4. Reporting Channels<\/strong><\/p>\n<p><strong>Reporting Tools<\/strong><\/p>\n<p>The Company has established an independent and certified reporting channel by implementing a dedicated system for the collection and management of reports.<\/p>\n<p>The adopted channel allows all internal and external stakeholders to report any violation provided for under Legislative Decree No. 24 of 2023 and the Company&#8217;s internal procedures, while ensuring effective and confidential communication.<\/p>\n<p>The reporting methods available are as follows:<\/p>\n<ol>\n<li><strong>Landing page:<\/strong> <a href=\"https:\/\/humanvalue.it\/en\/whistleblowing\/\">https:\/\/humanvalue.it\/whistleblowing\/<\/a><\/li>\n<li><strong>O. Box No. 301 c\/o Mail Boxes Etc. \u2013 MBE Centre 0197<\/strong><br \/>\nPostal address (Via Cenisio 37, 20154 Milan):<br \/>\n<strong>Audit People S.r.l. \u2013 Benefit Corporation<\/strong><br \/>\nIndicating the name of the Organisation and, where applicable, the double-envelope procedure.<\/li>\n<li><strong>Toll-Free Number 800 985 231<\/strong> with voicemail service (valid only within Italy).<\/li>\n<\/ol>\n<\/div><div class=\"fusion-align-block\"><a class=\"fusion-button button-flat fusion-button-default-size button-default fusion-button-default button-1 fusion-button-default-span fusion-button-default-type\" style=\"--button_margin-bottom:30px;width:calc(100%);\" target=\"_self\" href=\"https:\/\/ethicpoint.eu\/human-value-eng\/\"><span class=\"fusion-button-text awb-button__text awb-button__text--default\">SUBMIT YOUR REPORT<\/span><\/a><\/div><div class=\"fusion-text fusion-text-2 fusion-text-no-margin\" style=\"--awb-line-height:1.4;--awb-text-color:#222222;--awb-margin-bottom:30px;\"><p>Pursuant to Article 4, paragraph 3 of Legislative Decree No. 24 of 2023, the Reporting Person may request an in-person meeting in order to submit the report orally.<\/p>\n<p><strong>5. Management of the Report<\/strong><\/p>\n<p><strong>Persons Involved (Potential Reporting Persons)<\/strong><\/p>\n<p>The Company identifies both internal and external stakeholders as potential reporting persons. By way of example, these include:<\/p>\n<ul>\n<li>employees of public administrations, employees of public economic entities, private-law entities subject to public control, in-house companies, bodies governed by public law, or public service concessionaires;<\/li>\n<li>employees of private-sector entities;<\/li>\n<li>self-employed workers, independent professionals, and consultants providing services to public-sector or private-sector entities;<\/li>\n<li>volunteers and trainees, whether paid or unpaid, performing activities for public-sector or private-sector entities;<\/li>\n<li>shareholders and persons performing administrative, managerial, supervisory, oversight, or representative functions;<\/li>\n<li>facilitators;<\/li>\n<li>persons operating within the same work environment as the reporting person who are linked to him or her by a stable emotional relationship or by kinship up to the fourth degree;<\/li>\n<li>colleagues of the reporting person who work in the same work environment and maintain a regular and ongoing relationship with that person.<\/li>\n<\/ul>\n<p>Protection also applies when:<\/p>\n<ul>\n<li>the legal relationship has not yet commenced, provided that the information regarding the violations was acquired during the recruitment process or other pre-contractual stages;<\/li>\n<li>during the probationary period;<\/li>\n<li>after termination of the legal relationship, provided that the information regarding the violations was acquired during the course of that relationship.<\/li>\n<\/ul>\n<p><strong>Confidentiality Obligation<\/strong><\/p>\n<p>The purpose of this procedure is to ensure the protection of the Reporting Person by keeping his or her identity confidential, provided that the report originates from an identifiable and recognisable individual.<\/p>\n<p>Anonymous reports, where sufficiently detailed and adequately substantiated, such that they are capable of identifying facts and circumstances within a specific context, shall be treated in the same manner as ordinary reports.<\/p>\n<p>Anonymous reports and their handling shall in any event be managed through the same channels established for confidential reports, even where subsequent interaction with the anonymous reporting person is not possible.<\/p>\n<p><strong>Recipients of Reports<\/strong><\/p>\n<p>The designated recipients are:<\/p>\n<ol>\n<li><strong>EthicPoint<\/strong> \u2013 Certified external service for the protection of reporting persons;<\/li>\n<li><strong>Chief Executive Officer (CEO);<\/strong><\/li>\n<li><strong>HR Manager.<\/strong><\/li>\n<\/ol>\n<p><strong>6. Procedure and Responsibilities of the Persons Receiving the Report<\/strong><\/p>\n<p><strong>Assessment of the Merits of the Report<\/strong><\/p>\n<p>EthicPoint receives the report and forwards it to the designated internal functions, issuing an acknowledgment of receipt to the Reporting Person within seven (7) days from the date of receipt.<\/p>\n<p>The designated internal functions shall diligently follow up on reports received and provide feedback within three (3) months from the date of the acknowledgment of receipt or, where no acknowledgment has been issued, within three (3) months from the expiry of the seven-day period following submission of the report, through the above-mentioned e-mail address or through the contact details that the reporting person may have provided through the selected reporting channel.<\/p>\n<p>All information shall be processed in accordance with the provisions concerning the protection of reporting persons.<\/p>\n<p>Where necessary, the designated internal functions may request clarifications from the Reporting Person or from any other individuals involved in the report, adopting all appropriate safeguards.<\/p>\n<p>They shall also assess the merits of the circumstances described in the report through any activity deemed appropriate, including the collection of documentation and interviews with individuals who may provide information concerning the reported facts, in compliance with the principles of impartiality, confidentiality, and protection of the Reporting Person&#8217;s identity.<\/p>\n<p>Based on its assessment of the facts reported, the Company may decide to close the report without further action where it is clearly and manifestly unfounded.<\/p>\n<p>The Company may directly dismiss reports in specific cases.<\/p>\n<p>Where elements are identified that indicate the report is not manifestly unfounded, the designated internal functions shall forward the report to the competent persons designated by the Company for the adoption of any necessary measures.<\/p>\n<p><strong>Assessment of the Merits of Anonymous Reports<\/strong><\/p>\n<p>The Company&#8217;s assessment process is substantially the same for both confidential and anonymous reports. However, in the case of anonymous reports, the following considerations shall apply:<\/p>\n<ul>\n<li>a greater level of scrutiny shall be applied in assessing the elements that would justify direct dismissal of the report;<\/li>\n<li>communication with the Reporting Person shall take place only where technically feasible.<\/li>\n<\/ul>\n<p><strong>7. Protection of the Reporting Person<\/strong><\/p>\n<p>The Company formally declares that no form of discrimination or retaliation shall be implemented against a Reporting Person. On the contrary, any conduct of this nature shall be subject to sanctions.<\/p>\n<p>In particular, pursuant to Article 17 of Legislative Decree No. 24 of 2023, reporting persons (whistleblowers) may not be subjected to any form of retaliation.<\/p>\n<p>Such protection shall not apply where the report contains false information provided intentionally or as a result of gross negligence.<\/p>\n<p>In the event of suspected discrimination or retaliation against the Reporting Person connected to the report, or abuse of the reporting system by the Reporting Person, the Company may impose disciplinary sanctions.<\/p>\n<p>Support measures are available to reporting persons, including:<\/p>\n<ul>\n<li>information;<\/li>\n<li>free assistance and advisory services regarding reporting procedures and protection against retaliation.<\/li>\n<\/ul>\n<p><strong>8. Responsibility of the Reporting Person<\/strong><\/p>\n<p>This Policy is without prejudice to any criminal, civil, or disciplinary liability arising from defamatory or malicious reports, including under the Italian Criminal Code and Article 2043 of the Italian Civil Code.<\/p>\n<p>Disciplinary liability and liability before the competent authorities may also arise from any abuse of this Policy, including reports that are manifestly opportunistic or submitted solely for the purpose of damaging the reported person or other individuals, as well as any other improper use or intentional instrumentalisation of the Company through the procedures governed by this Policy, including unfounded reports made intentionally or with gross negligence.<\/p>\n<p><strong>9. Sanctions Framework<\/strong><\/p>\n<p>An effective whistleblowing system must provide for sanctions both against Reporting Persons, in cases of abuse of the reporting mechanism, and against reported individuals where the reported misconduct is substantiated, in accordance with applicable legislation, including any applicable collective bargaining agreements and, specifically, Legislative Decree No. 24 of 2023 concerning the protection of persons who report breaches of European Union law and national legal provisions.<\/p>\n<p><strong>10. Further Information and Contacts<\/strong><\/p>\n<p>For any further information regarding the Whistleblowing Procedure, please contact:<\/p>\n<p><strong>Daniela Orsi<\/strong><br \/>\n<a href=\"mailto:daniela.orsi@humanvalue.it\">daniela.orsi@humanvalue.it<\/a><\/p>\n<\/div><div class=\"fusion-align-block\"><a class=\"fusion-button button-flat fusion-button-default-size button-default fusion-button-default button-2 fusion-button-default-span fusion-button-default-type\" style=\"width:calc(100%);\" target=\"_self\" href=\"https:\/\/humanvalue.it\/wp-content\/uploads\/2024\/04\/InformativaPrivacyWhisteblowing2024.pdf\"><span class=\"fusion-button-text awb-button__text awb-button__text--default\">INFORMATION ON THE PROCESSING OF WHISTLEBLOWING REPORTS<\/span><\/a><\/div><div class=\"fusion-clearfix\"><\/div><\/div><\/div><\/div><\/div>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":2,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-2892","page","type-page","status-publish","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.1 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Whistleblowing - Human Value<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/humanvalue.it\/en\/whistleblowing\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Whistleblowing - Human Value\" \/>\n<meta property=\"og:url\" content=\"https:\/\/humanvalue.it\/en\/whistleblowing\/\" \/>\n<meta property=\"og:site_name\" content=\"Human Value\" \/>\n<meta property=\"article:modified_time\" content=\"2026-06-05T11:20:56+00:00\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data1\" content=\"10 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\/\/humanvalue.it\/en\/whistleblowing\/\",\"url\":\"https:\/\/humanvalue.it\/en\/whistleblowing\/\",\"name\":\"Whistleblowing - Human Value\",\"isPartOf\":{\"@id\":\"https:\/\/humanvalue.it\/#website\"},\"datePublished\":\"2024-04-17T08:12:19+00:00\",\"dateModified\":\"2026-06-05T11:20:56+00:00\",\"breadcrumb\":{\"@id\":\"https:\/\/humanvalue.it\/en\/whistleblowing\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/humanvalue.it\/en\/whistleblowing\/\"]}]},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\/\/humanvalue.it\/en\/whistleblowing\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\/\/humanvalue.it\/en\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"Whistleblowing\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/humanvalue.it\/#website\",\"url\":\"https:\/\/humanvalue.it\/\",\"name\":\"Human Value\",\"description\":\"HR\",\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\/\/humanvalue.it\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"en-US\"}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"Whistleblowing - Human Value","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/humanvalue.it\/en\/whistleblowing\/","og_locale":"en_US","og_type":"article","og_title":"Whistleblowing - Human Value","og_url":"https:\/\/humanvalue.it\/en\/whistleblowing\/","og_site_name":"Human Value","article_modified_time":"2026-06-05T11:20:56+00:00","twitter_card":"summary_large_image","twitter_misc":{"Est. reading time":"10 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"WebPage","@id":"https:\/\/humanvalue.it\/en\/whistleblowing\/","url":"https:\/\/humanvalue.it\/en\/whistleblowing\/","name":"Whistleblowing - Human Value","isPartOf":{"@id":"https:\/\/humanvalue.it\/#website"},"datePublished":"2024-04-17T08:12:19+00:00","dateModified":"2026-06-05T11:20:56+00:00","breadcrumb":{"@id":"https:\/\/humanvalue.it\/en\/whistleblowing\/#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/humanvalue.it\/en\/whistleblowing\/"]}]},{"@type":"BreadcrumbList","@id":"https:\/\/humanvalue.it\/en\/whistleblowing\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/humanvalue.it\/en\/"},{"@type":"ListItem","position":2,"name":"Whistleblowing"}]},{"@type":"WebSite","@id":"https:\/\/humanvalue.it\/#website","url":"https:\/\/humanvalue.it\/","name":"Human Value","description":"HR","potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/humanvalue.it\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-US"}]}},"_links":{"self":[{"href":"https:\/\/humanvalue.it\/en\/wp-json\/wp\/v2\/pages\/2892","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/humanvalue.it\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/humanvalue.it\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/humanvalue.it\/en\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/humanvalue.it\/en\/wp-json\/wp\/v2\/comments?post=2892"}],"version-history":[{"count":12,"href":"https:\/\/humanvalue.it\/en\/wp-json\/wp\/v2\/pages\/2892\/revisions"}],"predecessor-version":[{"id":3117,"href":"https:\/\/humanvalue.it\/en\/wp-json\/wp\/v2\/pages\/2892\/revisions\/3117"}],"wp:attachment":[{"href":"https:\/\/humanvalue.it\/en\/wp-json\/wp\/v2\/media?parent=2892"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}