Whistleblowing Instructions for Småkraft AS

1. Purpose

These instructions are intended to help uncover and handle misconduct within the organization in a proper manner.

The right to report follows from Chapter 2 A of the Working Environment Act. This procedure does not limit the employee’s statutory right to report.

2. Who can report?

The following may report:

Employees
Hired personnel
Apprentices, interns, and students working in the organization

In certain cases, employees have a duty to report, including matters that may pose a danger to life and health, as well as harassment and discrimination.

3. What can be reported?

Misconduct within the organization may be reported, jf. arbeidsmiljøloven § 2 A-1 (2) :

Matters that are in breach of legal rules, the organization’s written ethical guidelines, or ethical norms that are widely accepted in society.

This may include, for example:

Danger to life or health
Danger to the climate or environment
Corruption or financial irregularities
Abuse of authority
Unsafe working environment
Harassment, bullying, or discrimination
Breach of personal data security

Statements that only concern one’s own employment relationship (for example, general dissatisfaction or personnel conflicts) are normally not considered whistleblowing, unless the matter involves a breach of law or ethical norms.

4. How to report?

Reporting should occur internally first, preferably to:

Immediate supervisor
Senior manager
Safety representative

The organization also has its own whistleblowing channel, which you can find at the bottom of this page.

Reports may also be made to public authorities.

Reports should be in writing and as specific as possible, and describe:

What has happened
When and where it happened
Who is involved
Any documentation or witnesses

Reports can be made anonymously. However, anonymity may make follow-up more difficult.

5. Protection against retaliation

Retaliation against anyone who reports in accordance with the law is prohibited.

Retaliation means any unfavorable act or reaction as a result of the report. This also applies if an employee expresses an intention to report.

Breaches of the prohibition against retaliation will be followed up as a serious matter.

6. Handling of reports

All reports are taken seriously.
Whistleblowers will receive confirmation of receipt within 7 days.
Reports submitted through the whistleblowing channel on this page go directly to the chair of the company’s audit committee.
The chair of the audit committee assesses whether the inquiry constitutes a report under the Working Environment Act.

7. Special provisions regarding harassment

The organization has zero tolerance for harassment, including bullying and sexual harassment.

All allegations of harassment will be investigated and handled according to these instructions.