Whistleblowing policy
An important aspect of accountability and transparency is a mechanism to enable all individuals to voice concerns internally in a responsible and effective manner when they discover information which they believe shows serious malpractice.
 
Consultation goes to the heart of the company‟ culture, and avoids an individual having to resolve a difficult ethical situation alone. Employees should in the first instance consider consulting their manager. If uncomfortable about raising the matter through the Company’s normal reporting channels, they may want to seek assistance from this whistleblowing policy.
 
Our whistleblowing policy is therefore fundamental to the Company’s professional integrity. In addition, it reinforces the value the company places on employees to be honest and respected members of their individual professions. It provides a method of properly addressing bona fide concerns that individuals within the company might have, while also offering whistleblowers protection from victimisation, harassment or disciplinary proceedings.
What does this policy apply to?
 
Whistleblowing is the confidential disclosure by an individual of any concern encountered in the workplace relating to a perceived wrongdoing. The company considers such wrongdoing to include:
 
  • General malpractice – such as immoral, illegal or unethical conduct; (including where someone’s Health & safety has been put in danger) 
  • Gross misconduct(violations of laws or internal regulations)
  • Potential infractions of the Tir code of conduct and all relevant professional institutions
Who does this policy apply to?
 
This policy applies to everyone who carries out work for the company
  • Partners; 
  • All employees; 
  • Contractors and sub-contractors;
  • Work experience or other trainees. 
 
Process for dealing with whistleblowing disclosures:
 
Individuals may raise a concern through various channels including:

- Compliance office

- Compliance hotline +389 71339046

- Compliance e-mail: compliance@tir.com.mk

 
All whistleblowing disclosures made to the parties above will be treated as confidential. The whistleblower should make it clear that they are making their disclosure within the terms of the company’s whistleblowing policy. This will ensure the recipient of the disclosure realizes this and takes the necessary action to investigate the disclosure and to protect the whistleblower’s identity. 
 
Possible outcomes after reporting a concern
 
There will be no adverse consequences for anyone who reports a whistleblowing concern in good faith. However, any individual found responsible for making allegations maliciously or in bad faith may be subject to disciplinary action.
 
The following actions may be taken after investigation of the concern:
  • Disciplinary action (up to and including dismissal) against the wrongdoer depends on the results of the investigation; or; 
  • Disciplinary action (up to and including dismissal) against the whistleblower if the claim is found to be malicious or otherwise in bad faith; or 
  • No action if the allegation proves unfounded. The whistleblower will be kept informed of progress and the outcome of the investigation, within the constraints of maintaining confidentiality or observing legal restrictions generally.