Whistleblowing
Foppa Fustelle S.r.l. actively promotes a corporate culture based on integrity, ethics and utmost transparency.
We urge our employees, collaborators and business partners to make their voices heard in the event of any situations of malfeasance that come to their attention. We listen and respond in a timely and appropriate manner, providing absolute protection to those who decide to come forward.
Access our dedicated platform. A secure encrypted channel that ensures confidentiality of identity and allows anonymous reporting.
To understand how reports are handled, see or download the full document for maximum transparency on the process.
In summary
Who can
report
Employees, former employees, contractors, freelancers, suppliers, trainees, and shareholders.
What to report
(Violations)
National or EU wrongdoing (e.g., occupational safety, environmental protection, privacy, fraud) that harms the public or corporate interest.
What
DON’T report
Purely personal matters, labor disputes, or interpersonal conflicts with colleagues or hierarchical superiors.
Safeguards
guaranteed
Absolute protection of the identity of the reporter and strict prohibition of any retaliatory act (e.g., dismissal, demotion, bullying).
Frequently Asked Questions (FAQ)
How is my report handled?
Within 7 days you will receive an acknowledgement of receipt. The Designated Manager will analyze the facts and provide you with reasoned feedback on the outcome within 3 months. If you use the IT platform, you will receive a 16-digit code to track the status of the file.
Can I report anonymously?
Yes, the platform allows anonymity. However, revealing one’s identity from the outset greatly facilitates internal investigations and allows us to activate legal protections in a more timely and effective manner.
Do I need to have firm and definitive evidence before reporting?
No, it is not necessary to have definitive evidence at the time of submission. However, it is essential that the report be made in good faith and based on sufficiently substantiated information and symptomatic elements.
What exactly should I include in the report?
To facilitate investigations, provide a clear and complete description of the facts: state circumstances of time and place, the individuals involved, any other informed parties, and, if you have any, attach supporting documents.
Can I only discuss it with my supervisor instead of using the platform?
You can certainly talk to your manager or human resources. However, keep in mind that an informal report to a supervisor is not formally considered “whistleblowing,” and in that case you may not benefit from the protections provided by the Decree.
Will my identity be revealed during any disciplinary proceedings?
Your identity is strictly protected. If, in proceedings against the person involved, knowing your identity is absolutely essential, it may be disclosed only with your permission.
What happens in case of false reporting?
Protections lapse in cases of libel or slander. Reports made with malice or gross negligence for the sole purpose of harming the Company or third parties do not benefit from protection and will be subject to disciplinary and legal sanctions.
Who is the "Facilitator"?
It is an individual who assists you in the reporting process, operating within your own work environment. The facilitator also enjoys the same protections against retaliation as the whistleblower.
When can I turn to the ANAC (External Channel)?
You can use the ANAC channel if you have already used the internal channel and it has not responded, if you have reasonable grounds to believe that internal reporting would pose a risk of retaliation, or if there is a clear and imminent danger to the public interest. More information is available at: https://www.anticorruzione.it/-/whistleblowing
