Whistleblower policy

As a national employment agency, we are at the heart of society. Therefore, we have a clear vision of how we interact with people. We believe that everyone has the right to a pleasant and safe working environment free from discrimination and unethical behavior. The so-called 'whistleblower policy' oversees unethical conduct and serious (social) misconduct.

In the event of misconduct and the decision to report it, the nature and severity of the situation play an important role in the choice to make the report or not. Additionally, the manner in which the report is made must also be weighed against the nature and severity of the situation. Examples of misconduct that may fall under the whistleblower policy include:

• dangers to public health, safety, or the environment;
• (imminent) violations of laws and regulations;
• a (threat of) a criminal offense;
• unethical behavior;
• misleading justice, government, and the public;
• (threat of) deliberately misinforming public bodies;
• (imminent) waste of government funds;
• (a threat of) deliberately withholding, destroying, or manipulating information about facts mentioned in the previous point.

Reporting Misconduct
If you discover (a suspicion of) misconduct within Timing, you can report it. Click here for more information on making a report.  

 

Confidential Treatment
You can assume that the person who receives your report will handle the information according to the procedure. This means that he or she will not unnecessarily inform others about the report.

 

Procedure After Reporting
When you have made a report, the following steps will be taken by the person who receives your report:

1. The report is documented in writing;
2. You must sign for what is described in the written documentation;
3. You will receive a copy of what you have stated.

The person who receives your report will then undertake the following two steps;

1. He or she informs the HR director about the report;
2. An investigation into the report is immediately initiated.

No information about this investigation will be provided to third parties without the HR director's permission. We also find it important that the anonymity of the reporter is safeguarded as much as possible.

Within 8 weeks at the latest, you will be informed in writing of the position regarding the suspicion of irregularity, the next steps, and the timeline. The reporter will be informed by Timing before, during, and after the investigation. As an organization, we find it important that the reporter is involved in the progress of what he or she has reported.

Carefulness is Important to Avoid Unnecessary Harm
Some points from the list of misconduct may not seem to affect a social interest at first glance. This may not always be the case.

It is therefore important to thoroughly investigate a suspicion. This applies both to the employee before making a report and to the employer.

In an investigation into a suspicion, it is, for example, considered whether the situation meets the definition of misconduct. It may be that there is unethical behavior, but it does not affect a social interest or is not within the company's sphere of influence. In that case, a whistleblower policy is not appropriate, and another solution must be sought. You can best contact one of the confidential advisors about this initially.