At SISC we believe that in order to ensure that we always ‘Act with integrity and respect’, it is critical that we have an effective process in place so that employees, contractors, clients, stakeholders and other external parties are able to confidently raise concerns if they believe any behaviors are falling short of our values. Supporting these with effective communications which explain how concerns can be raised, quickly, in confidence and without fear of reprisals, is equally important.
Just having a reporting system in place that everyone knows about is not enough. If you have concerns about the conduct or behavior of any SISC Employees or any wrongdoing by SISC representatives, we strongly urge you to Speak Out.
Wrongdoing may include bullying and harassment, discrimination, unsafe working conditions or practices, unethical behavior, or criminal acts. In reporting your concerns about the conduct, behavior or any wrongdoing, you will help us to ensure that we all follow our values and continue to develop an open culture at SISC.
The SISC’s Whistleblowing Policy has been made available publicly and reports can be made anonymously or with identification. We want to ensure that everyone understands the importance of raising concerns and is confident in doing so.
Both Internal and External parties are equally responsible for reporting behavior or actions such as breaches of policy, law or SISC Values (including actions that pose a threat to the wellbeing or safety of our colleagues and others such as people in our care) that may damage SISC’s reputation or cause financial loss.
The most effective way to raise a concern is to do so openly. Openness makes it easier to assess the concern, investigate where appropriate, to obtain more information if required and to provide you with feedback on any matter you raise.
However, we understand that in certain circumstances, you may wish to report an issue confidentially. In all circumstances, subject to any legal restrictions, SISC treats all information reported as confidential. In order to fully investigate issues raised and to comply with applicable laws and regulations, certain information relating to the issue will need to be shared with those investigating the matter. Anyone investigating a report will be required to keep all information confidential.
Anyone who raises a concern will be taken seriously and treated with respect. However, any misuse of this policy, such as knowingly making a false allegation, is unacceptable and will be treated as a serious disciplinary matter.
While we encourage you to identify yourself so that our investigators can engage with you throughout the process, anonymous calls will be taken equally seriously and investigated as fully as possible. Subject to local legislative restrictions, it is your decision if you choose to remain anonymous and there will never be any attempt by the company to track or covertly discover a whistleblower’s identity. However, the effectiveness of any investigation may be limited if you choose not to be identified. Additionally, if we do not know who you are, we will be far less able to protect you.
Working together as a team is a core SISC value and we believe that when issues arise, the best way to deal with them is for you to do so with your managers and colleagues and resolve them together constructively.
We expect our managers to encourage a culture where you are confident that you may raise concerns without fear of retaliation and that you will be taken seriously. We expect our managers to respond to genuine issues in a constructive way.
In the first instance, we encourage you to raise any concerns which you may have through your normal reporting line or HR manager.
Personnel from outside our security company can raise a complaint, violation, or any concern by reporting it on our reporting lines as mentioned below or by contacting us, using the contact section.
Phone : 009647809172917
Email:info@iqsentinal.com
Physical Mail: Baghdad, District 905 Hay AI karadah, st 4, office number 15.
If for whatever reason, this may be difficult, not appropriate or the person to whom you have reported the matter has not been able to resolve your concern, you can contact General Manager by telephone or Email to report these matters.
Once the details of the concern have been logged it will be assessed and respond to your concern, commissioning any necessary investigation in line with SISC procedures.
Any individual who report concerns are helping us improve on how we work and our work environment, uphold our SISC Values and safeguard our reputation. Reporting concerns also helps us to resolve issues early before they develop into a more serious situation.
We will ensure that those who Speak Out are supported and not punished in any way for raising a concern. If you raise a concern, you will be taken seriously and respected.
Any harassment or informal pressure placed by managers or colleagues upon employees who have raised concerns or provided information to an investigation will be treated as retaliation and will not be tolerated. If you Speak Out you will always be protected by SISC. SISC views any retaliation against those who Speak Out as a serious disciplinary offence which may result in action up to and including dismissal (in accordance with local laws).
Misuse of the Speak Out website or telephone service by anyone, or knowingly making false allegations, is also unacceptable and will be treated as a serious disciplinary matter.
Subject to regional legislative restrictions, typical concerns that may be raised include (but are not limited to:
The Whistleblowing Policy and general oversight of the reporting and investigation practices are overseen by SISC Top Management.
General Manager has overall responsibility for assessing the effectiveness of this policy.
The effectiveness of this policy and process and our employee’s confidence in using it, will be measured through a combination of periodic reviews.