Everyone. In addition to employees, information on specific breaches of rules or potential grievances can be provided by business partners, customers and other third parties.

Any suspicion of an actual or potential violation of laws or internal regulations, such as violations of the WAREMA Code of Conduct, antitrust law, environmental regulations and obligations, the violation of human rights and suspicion of corruption, theft, embezzlement, discrimination or bullying, unequal treatment, applicable laws or other regulations.

Human rights obligations include the prohibition of child labor, protection against slavery and the prohibition of disregarding occupational health and safety. Environmental aspects include, on the one hand, substances that pose a risk to people and the environment and, on the other, actions or circumstances that may lead to violations of human rights.

The complaints or reports may concern the direct business area, but also all suppliers and service providers of WAREMA along the entire supply chain.

Through all other channels, written messages are accepted in all spoken languages and – if necessary – translated.

In order to guarantee the greatest possible protection for whistleblowers and those affected, we have set up an independent trust center, the atarax group of companies. The reports are received by the atarax group of companies and then forwarded to the WAREMA Group's compliance department, in particular while safeguarding the identity of the person making the report. The employees of the reporting office are impartial, professionally trained and subject to a special duty of confidentiality.

If the complaint concerns a matter without employee misconduct in the WAREMA Group's own business area or a business partner of the WAREMA Group along the supply chain, the Compliance department immediately forwards the complaint to the relevant department within the WAREMA Group that is responsible for processing the complaint. In the event of indications of misconduct or complaints against our own employees, the Compliance department will take over further processing in cooperation with the responsible HR department.

If further information is required, MROS will, if possible, contact the reporting person in order to obtain further information and discuss the matter.

Upon receipt of the report or complaint, it will be carefully checked for plausibility. If further information is required, the Reporting Office will, if possible, contact the person making the report in order to obtain further information.

As soon as this has been done and if there are concrete indications of a breach of rules, further measures will be initiated, e.g. in the form of a specific internal investigation or further follow-up or remedial measures, such as improving internal processes or introducing additional requirements.

All information is always processed as part of a fair and confidential process, particularly with regard to the identity of the whistleblower, and in compliance with data protection regulations. In addition, the principle of proportionality is observed. Please note that reports and complaints are documented.
If your contact details are available and if necessary, you will be informed about the facts of the case and the progress of the procedure in accordance with legal requirements.

Suspicious cases can of course be submitted to the whistleblower system confidentially and, if national legal requirements permit, without your name being mentioned, if you wish.

It is extremely important to us to treat your concerns confidentially and to protect you as the reporting person. Accordingly, information provided will only be passed on if necessary and legally permissible, and only to the persons or persons responsible who are entrusted with processing the report.

All incoming tips are documented, stored and deleted in accordance with legal requirements.

Yes. We take every complaint and report that reaches us seriously. The Compliance department checks whether the complaint or report contains sufficient information to conduct further fact-finding. Should the Reporting Office require further information, it will contact you, if possible.

Yes, after WAREMA has received your complaint or report, you will immediately receive an acknowledgement of receipt from the Reporting Office, provided you have stated your contact details.

This also applies in the case of an anonymous report by post, provided that a reporting channel intended for the submission of anonymous reports, e.g. via a third party (lawyer or authorized person) is used or another anonymous contact option is left.

Yes. WAREMA does not tolerate any retaliation or reprisals against reporting persons!

If you believe that you or other persons have been disadvantaged in any way because of the submission of a complaint, please inform WAREMA immediately via one of the described reporting channels.

In order for the complaint or report to be processed quickly, it is useful to describe the facts of the case, if possible with the following information:

• What happened? Specific description of the incident and context – the more detailed, the better.
• Where did it happen? Company, area, department, etc.
• When did the incident occur? Is the violation still ongoing? Date or time period, time of day
• Who are the persons affected or harmed?
• Is there any evidence of the incident? Photos, videos, documents, possible witnesses, etc.
• Has anyone else already been informed about the incident?
• What should be the further contact with you about this report?

The above information facilitates and accelerates the proper handling of a complaint. The list is therefore an aid to formulating a complaint or report. However, it is not a prerequisite for processing.

Yes, our complaints procedure is regularly reviewed with regard to its effectiveness and improved where necessary.