Whistleblower Policy

About this policy

We are committed to conducting our business with honesty and integrity and we expect all staff to maintain high standards. Since we support a speak-up culture, any suspected wrongdoing should be reported as soon as possible, however, no employee is under any obligation to report suspected wrongdoing.

This policy covers all employees, officers, consultants, contractors, volunteers, interns, casual workers and agency workers.

This policy does not form part of any employee's contract of employment and we may amend it at any time.

What is whistleblowing?

Whistleblowing is the reporting of suspected wrongdoing or dangers in relation to our activities. This includes bribery, facilitation of tax evasion, fraud or other criminal activity, miscarriages of justice, health and safety risks, damage to the environment and any breach of legal or professional obligations.

How to raise a concern

We hope, that you can raise any concern directly when it occurs. - if you see something, say something. If you do feel that you cannot raise concerns directly, you can raise them with your manager. However, where you prefer not to raise it with your manager for any reason, you should contact the People and Operations team, namely Elsa Mendes (Head of People) in her function as Whistleblowing Officer at elsa.mendes@mostly.ai. You can also use the internal whistleblower FORM for raising your concerns completely anonymously. The form will be forwarded to the Head of People.

The Head of People will document and confirm the receipt of your notification and arrange a meeting with you as soon as possible to discuss your concern. The Head of People will subsequently assess the matter and get back to you at least within 2 months. The Head of People will further implement and monitor follow-up measures.

Confidentiality

We hope that staff will feel able to voice whistleblowing concerns openly under this policy. However, if you want to raise your concern confidentially, we will make every effort to keep your identity secret and only reveal it where necessary to those involved in investigating your concern.

External disclosures

The aim of this policy is to provide an internal mechanism for reporting, investigating and remedying any wrongdoing in the workplace. In most cases you should not find it necessary to alert anyone externally. If you feel the need to do so, you can report your concerns with public authorities. An Austrian external channel for whistleblowers can be found here.

Protection and support for whistleblowers

We aim to encourage openness and will support whistleblowers who raise genuine concerns under this policy, even if they turn out to be mistaken.

Whistleblowers must not suffer any detrimental treatment as a result of raising a genuine concern. If you believe that you have suffered any such treatment, you should inform the Head of People immediately.

You must not threaten or retaliate against whistleblowers in any way. If you are involved in such conduct you may be subject to disciplinary action.

However, if we conclude that a whistleblower has made false allegations maliciously, the whistleblower may be subject to disciplinary action.