Whistleblowing is positive both for the business and for society because misconduct can be corrected. Conditions such as violating laws, internal regulations or ethical standards shall be notified. Employees who are willing to whistle blow are an essential resource for ManpowerGroup. It is also the individual's duty to notify us of unacceptable circumstances
How to notify?
Notification may be made orally or in writing, for example, by telephone, e-mail, letter or in person.
Who are you to notify?
As a starting point the responsible consultant should be notified. Alternatively, our safety representatives may be notified. If you do not get any response or feedback, you are encouraged to inform our CEO.
Follow-up after whistleblowing
ManpowerGroup will investigate and handle the criticism. If it turns out that the criticism is unfounded or based on a misunderstanding, the whistleblower shall get a proper explanation.
ManpowerGroup has made good routines for notifying internally. Meanwhile, the individual always has the right to go to public authorities with relevant issues.
Employees may notify the Labour Inspection Authority of circumstances one thinks is contrary to the law. The Labour Inspection Authority is obliged to keep the whistleblower's name anonymous.
Anonymity and confidentiality
Notification can be made anonymously, but normally transparency will ensure a better procedure and a better outcome for all parties involved. The whistleblower’s identity shall not be revealed without consent.
Prohibition to punish the whistleblower
It is forbidden to punish or sanction against whistleblowers. Whistleblowers who are experiencing such, must inform their responsible consultant who should immediately consider the matter. The whistleblower can also contact ManpowerGroup’s safety representatives