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Download the Interholco grievance mechanism and integrity line

We are committed to ensuring that employees, suppliers, clients and other stakeholders can easily report practices or actions believed to be inappropriate or illegal.

To this end, our grievance mechanism has been distributed to our employees, the communities living in and around the forest area and is available to other stakeholders. Stakeholders who wish to present a grievance or complaint may do so in their own language, in writing or orally; the complaint is then recorded, verified whether plausible, investigated and a response given or a solution sought.

Protection against retaliation

Interholco will not tolerate retaliation against an employee who reports a problem in good faith. Individuals who take action against a person for reporting or participating in an investigation will be subject to disciplinary action, up to and including termination of employment.

Protected disclosures and the ‘need to know’ principle

Reports prepared through the grievance register cannot be anonymous and the identity of the rapporteur is commonly known because of the method of handling such reports.
By choosing the confidential mailbox, the rapporteur submits his/her report anonymously, or relies on the confidential treatment given to such reports.
Confidential treatment means that the identity of the rapporteur and the names of the persons involved in the report are protected against disclosure as far as this is reasonably possible.
The identity of the rapporteur will not be disclosed, and only in cases of absolute necessity, will it be made known to an extremely limited number of people under the ‘need to know’ principle. The investigator will need to know the identity of the rapporteur.
All surveys are confidential and Interholco applies the ‘need to know’ principle accordingly. This means that the number of people within Interholco, and any Integrity Line consultant who are aware of a possible investigation, or the existence and results of such an investigation, is strictly limited.
Appropriate application of the ‘need to know’ principle requires all employees who are aware of an investigation or its results to decide responsibly who to report to, in specific cases.
Anonymous processing of a report or request is also allowed. It should be understood, however, that under certain circumstances, it may be more difficult, if not impossible, for Interholco to conduct a thorough investigation when reports are made anonymously.
The management of Interholco strongly encourages employees to submit their reports on a confidential basis knowing that the reports will be handled in a serious and professional manner in accordance with the rules set forth in these procedures.