WANZL | WHISTLEBLOWER SYSTEM WHISTLEBLOWER SYSTEM The sustainable success of our company has been based on the prevalent values of dynamism, reliability and progress since its foundation in 1947. As a high-performance and value-oriented family business, we place high demands on ourselves. Compliance with legal requirements and internal rules is of the utmost importance for Wanzl worldwide. Violations are not tolerated and are consistently pursued by Wanzl everywhere in the world. In order to identify potential violations in good time and to initiate the right measures, Wanzl has established a whistleblower system that can be used by both Wanzl employees and business partners (hereinafter referred to as the “whistleblowers”). The aim is for whistle- blowers to draw attention to irregularities in order to enable Wanzl to minimise financial and reputational damage in good time. Violations of the law may include, for example, the following: · Bribery / corruption (advantages are granted by Wanzl employees) · Bribability / corruption (advantages are granted to Wanzl employees) · Granting advantages to public officials · Embezzlement · Manipulation (selected items) of the annual financial statements or internal reporting · Violations of antitrust and competition law · Violations of export control requirements · Discrimination based on sex, skin colour, ethnic origin, sexual identity, disability, religious affiliation or ideology Who can a whistleblower turn to? In the event of suspicions, whistleblowers can either contact Wanzl directly (e.g. their supervisor, the Human Resources department or the Compliance department) or use a reporting channel operated by independent ombudsmen (intermediaries) of the auditing company BDO engaged by Wanzl. Information can be reported openly or anonymously. Even if whistleblowers wish to disclose their identity to the ombudsmen, the ombudsmen may, if the whistleblower so wishes, refuse disclosure to Wanzl; this is an important contribution for protecting whistleblowers. Wanzl will examine the incoming reports very carefully and follow them up consistently. It is also important not to jump to conclusions and to protect wrongly accused employees from inappropriate sanctions. All in all, a fair process must be maintained for all the parties involved. 2
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