Frequently Asked Questions
Frequently Asked Questions
Frequently Asked Questions
The SpeakUp service is provided by an independent external partner, which further ensures the confidentiality and anonymity of whistleblowers. In any case, the persons managing the reports are bound by the obligation to keep the identity of whistleblowers and third parties mentioned in the report strictly confidential. More specifically, the identity of the whistleblower is not disclosed to anyone other than the authorized staff who are responsible for receiving or monitoring the reports unless the whistleblower gives his/her explicit consent. The same applies to any other piece of information from which the whistleblower’s identity could be deduced, directly or indirectly. Deviations from the above procedure apply only in accordance with the relevant provisions of the applicable legal framework.
Reports can be anonymous or signed. We encourage you to identify yourself when making a report because this will assist us with investigating the report and protecting you in the long run. PharOS takes every reasonable measure to ensure the confidentiality of report management to minimize the risk of revealing the identity of whistleblowers using the SpeakUp service. If the caller chooses to submit an anonymous report, he / she should provide sufficient details for example, names of individuals involved or who may be aware of the issue, times, and dates. to allow the proper investigation of the reported breach incident. Anonymous voicemail messages cannot be supported by the follow up services as your identity remains confidential. In case the caller wishes to be updated on the status of his / her concern, he / she needs to provide at least some their contact details.
Yes, Speaking Up is encouraged and employees who Speak Up are protected following EU standards. No employee may be retaliated against for making a signed report or for allegedly making an anonymous report or participating in its management. Anyone found retaliating against an employee who has submitted, may submit, intends to submit, or has assisted, may assist, intends to assist or could assist in an investigation of a submitted report, may be considered to commit a disciplinary offense. The members of the committee are ambassadors against violence and harassment and must ensure that retaliation against victims is prohibited, directly or indirectly.
PharOS is committed to building and preserving a safe, productive and healthy working environment for its employees based on mutual respect. In pursuit of this goal, PharOS does not condone and will not tolerate acts of violence or harassment/bullying against or by any PharOS employee. Through application of this Policy and by education of employees, PharOS will seek to prevent, correct and discipline behavior that violates this Policy. Individuals engaging in retaliatory conduct, including threats of retaliation and attempts of retaliation, will be subject to Disciplinary Action up to and including Termination.
Any behavior that violates applicable national and European law and regulations, company policies and procedures as well as the Code of Ethics and Professional Conduct are defined as misconduct or law or regulation violation and must be reported. Both information and reasonable suspicion of actual or potential breaches that have or may be committed are protected in this regard. Examples include: Financial, accounting or audit irregularities. Falsification of documents or records. Fraud or theft. Conflicts of interest. Bribery or corruption. Discrimination. Harassment. Safety or environmental hazards. Human Rights violations. Misuse of confidential information. Criminal activity Individual work-related concerns, such as scheduling, pay or co-worker issues can be reported.
To ensure that security is maintained for all submitted cases, if you lose your report key, you will need to file a new report. Mention in the new report that it is related to a report you previously filed.
Speak Up is a 24-hour ethics hotline operated by an independent third party vendor, Grant Thornton, providing PharOS employees, consumers, business partners and community members with a 24/7, anonymous and confidential means of reporting suspected violations of our Code.
Once a written complaint has been received, PharOS will complete a thorough investigation according to the terms and conditions of the Whistleblowing Policy of PharOS (SpeakUp procedure). All investigations will be conducted carefully, confidentially and professionally. If it is determined that misconduct actually took place, our Company will take appropriate action. Harassment should not be ignored as silence can, and often is, interpreted as acceptance. Employees will not be demoted, dismissed, disciplined or denied a promotion, advancementor employment opportunities because they rejected sexual advances or because they lodged a complaint when they honestly believed they were being harassed or discriminated against.
The time to review and investigate each report varies depending upon the nature of the allegation. The company will make every effort to inform each whistleblower, who has made a signed report, about the progress of the report’s status, the progress of the investigation and the expected time of completion in accordance with law provisions regarding time deadlines. Sometimes, however, to ensure the adherence to the principle of confidentiality, may prevent the disclosure of information related to the investigation until the latter has been concluded.
Any employee, customer, former employee or external partner who is aware of a law or regulation breach, either because he/she has been the victim of such an incident or because he/she has witnessed it or has reasonable suspicions that such an incident is about to occur, may submit an anonymous or signed report via online process, or the whistleblowing telephone line 0030 210 4409080, or send email to speakup.pharos@gr.gt.com, all channels operate 24 hours a day, 7 days a week. The process is operated by an independent external partner. When using the web application or e-mail, you will receive a unique ticket number in order to be updated about the status of your report.
The SpeakUp service is provided by an independent external partner, which further ensures the confidentiality and anonymity of whistleblowers. In any case, the persons managing the reports are bound by the obligation to keep the identity of whistleblowers and third parties mentioned in the report strictly confidential. More specifically, the identity of the whistleblower is not disclosed to anyone other than the authorized staff who are responsible for receiving or monitoring the reports unless the whistleblower gives his/her explicit consent. The same applies to any other piece of information from which the whistleblower’s identity could be deduced, directly or indirectly. Deviations from the above procedure apply only in accordance with the relevant provisions of the applicable legal framework.
Reports can be anonymous or signed. We encourage you to identify yourself when making a report because this will assist us with investigating the report and protecting you in the long run. PharOS takes every reasonable measure to ensure the confidentiality of report management to minimize the risk of revealing the identity of whistleblowers using the SpeakUp service. If the caller chooses to submit an anonymous report, he / she should provide sufficient details for example, names of individuals involved or who may be aware of the issue, times, and dates. to allow the proper investigation of the reported breach incident. Anonymous voicemail messages cannot be supported by the follow up services as your identity remains confidential. In case the caller wishes to be updated on the status of his / her concern, he / she needs to provide at least some their contact details.
Yes, Speaking Up is encouraged and employees who Speak Up are protected following EU standards. No employee may be retaliated against for making a signed report or for allegedly making an anonymous report or participating in its management. Anyone found retaliating against an employee who has submitted, may submit, intends to submit, or has assisted, may assist, intends to assist or could assist in an investigation of a submitted report, may be considered to commit a disciplinary offense. The members of the committee are ambassadors against violence and harassment and must ensure that retaliation against victims is prohibited, directly or indirectly.
PharOS is committed to building and preserving a safe, productive and healthy working environment for its employees based on mutual respect. In pursuit of this goal, PharOS does not condone and will not tolerate acts of violence or harassment/bullying against or by any PharOS employee. Through application of this Policy and by education of employees, PharOS will seek to prevent, correct and discipline behavior that violates this Policy. Individuals engaging in retaliatory conduct, including threats of retaliation and attempts of retaliation, will be subject to Disciplinary Action up to and including Termination.
Any behavior that violates applicable national and European law and regulations, company policies and procedures as well as the Code of Ethics and Professional Conduct are defined as misconduct or law or regulation violation and must be reported. Both information and reasonable suspicion of actual or potential breaches that have or may be committed are protected in this regard. Examples include: Financial, accounting or audit irregularities. Falsification of documents or records. Fraud or theft. Conflicts of interest. Bribery or corruption. Discrimination. Harassment. Safety or environmental hazards. Human Rights violations. Misuse of confidential information. Criminal activity Individual work-related concerns, such as scheduling, pay or co-worker issues can be reported.
To ensure that security is maintained for all submitted cases, if you lose your report key, you will need to file a new report. Mention in the new report that it is related to a report you previously filed.
Speak Up is a 24-hour ethics hotline operated by an independent third party vendor, Grant Thornton, providing PharOS employees, consumers, business partners and community members with a 24/7, anonymous and confidential means of reporting suspected violations of our Code.
Once a written complaint has been received, PharOS will complete a thorough investigation according to the terms and conditions of the Whistleblowing Policy of PharOS (SpeakUp procedure). All investigations will be conducted carefully, confidentially and professionally. If it is determined that misconduct actually took place, our Company will take appropriate action. Harassment should not be ignored as silence can, and often is, interpreted as acceptance. Employees will not be demoted, dismissed, disciplined or denied a promotion, advancementor employment opportunities because they rejected sexual advances or because they lodged a complaint when they honestly believed they were being harassed or discriminated against.
The time to review and investigate each report varies depending upon the nature of the allegation. The company will make every effort to inform each whistleblower, who has made a signed report, about the progress of the report’s status, the progress of the investigation and the expected time of completion in accordance with law provisions regarding time deadlines. Sometimes, however, to ensure the adherence to the principle of confidentiality, may prevent the disclosure of information related to the investigation until the latter has been concluded.
Any employee, customer, former employee or external partner who is aware of a law or regulation breach, either because he/she has been the victim of such an incident or because he/she has witnessed it or has reasonable suspicions that such an incident is about to occur, may submit an anonymous or signed report via online process, or the whistleblowing telephone line 0030 210 4409080, or send email to speakup.pharos@gr.gt.com, all channels operate 24 hours a day, 7 days a week. The process is operated by an independent external partner. When using the web application or e-mail, you will receive a unique ticket number in order to be updated about the status of your report.
The SpeakUp service is provided by an independent external partner, which further ensures the confidentiality and anonymity of whistleblowers. In any case, the persons managing the reports are bound by the obligation to keep the identity of whistleblowers and third parties mentioned in the report strictly confidential. More specifically, the identity of the whistleblower is not disclosed to anyone other than the authorized staff who are responsible for receiving or monitoring the reports unless the whistleblower gives his/her explicit consent. The same applies to any other piece of information from which the whistleblower’s identity could be deduced, directly or indirectly. Deviations from the above procedure apply only in accordance with the relevant provisions of the applicable legal framework.
Reports can be anonymous or signed. We encourage you to identify yourself when making a report because this will assist us with investigating the report and protecting you in the long run. PharOS takes every reasonable measure to ensure the confidentiality of report management to minimize the risk of revealing the identity of whistleblowers using the SpeakUp service. If the caller chooses to submit an anonymous report, he / she should provide sufficient details for example, names of individuals involved or who may be aware of the issue, times, and dates. to allow the proper investigation of the reported breach incident. Anonymous voicemail messages cannot be supported by the follow up services as your identity remains confidential. In case the caller wishes to be updated on the status of his / her concern, he / she needs to provide at least some their contact details.
Yes, Speaking Up is encouraged and employees who Speak Up are protected following EU standards. No employee may be retaliated against for making a signed report or for allegedly making an anonymous report or participating in its management. Anyone found retaliating against an employee who has submitted, may submit, intends to submit, or has assisted, may assist, intends to assist or could assist in an investigation of a submitted report, may be considered to commit a disciplinary offense. The members of the committee are ambassadors against violence and harassment and must ensure that retaliation against victims is prohibited, directly or indirectly.
PharOS is committed to building and preserving a safe, productive and healthy working environment for its employees based on mutual respect. In pursuit of this goal, PharOS does not condone and will not tolerate acts of violence or harassment/bullying against or by any PharOS employee. Through application of this Policy and by education of employees, PharOS will seek to prevent, correct and discipline behavior that violates this Policy. Individuals engaging in retaliatory conduct, including threats of retaliation and attempts of retaliation, will be subject to Disciplinary Action up to and including Termination.
Any behavior that violates applicable national and European law and regulations, company policies and procedures as well as the Code of Ethics and Professional Conduct are defined as misconduct or law or regulation violation and must be reported. Both information and reasonable suspicion of actual or potential breaches that have or may be committed are protected in this regard. Examples include: Financial, accounting or audit irregularities. Falsification of documents or records. Fraud or theft. Conflicts of interest. Bribery or corruption. Discrimination. Harassment. Safety or environmental hazards. Human Rights violations. Misuse of confidential information. Criminal activity Individual work-related concerns, such as scheduling, pay or co-worker issues can be reported.
To ensure that security is maintained for all submitted cases, if you lose your report key, you will need to file a new report. Mention in the new report that it is related to a report you previously filed.
Speak Up is a 24-hour ethics hotline operated by an independent third party vendor, Grant Thornton, providing PharOS employees, consumers, business partners and community members with a 24/7, anonymous and confidential means of reporting suspected violations of our Code.
Once a written complaint has been received, PharOS will complete a thorough investigation according to the terms and conditions of the Whistleblowing Policy of PharOS (SpeakUp procedure). All investigations will be conducted carefully, confidentially and professionally. If it is determined that misconduct actually took place, our Company will take appropriate action. Harassment should not be ignored as silence can, and often is, interpreted as acceptance. Employees will not be demoted, dismissed, disciplined or denied a promotion, advancementor employment opportunities because they rejected sexual advances or because they lodged a complaint when they honestly believed they were being harassed or discriminated against.
The time to review and investigate each report varies depending upon the nature of the allegation. The company will make every effort to inform each whistleblower, who has made a signed report, about the progress of the report’s status, the progress of the investigation and the expected time of completion in accordance with law provisions regarding time deadlines. Sometimes, however, to ensure the adherence to the principle of confidentiality, may prevent the disclosure of information related to the investigation until the latter has been concluded.
Any employee, customer, former employee or external partner who is aware of a law or regulation breach, either because he/she has been the victim of such an incident or because he/she has witnessed it or has reasonable suspicions that such an incident is about to occur, may submit an anonymous or signed report via online process, or the whistleblowing telephone line 0030 210 4409080, or send email to speakup.pharos@gr.gt.com, all channels operate 24 hours a day, 7 days a week. The process is operated by an independent external partner. When using the web application or e-mail, you will receive a unique ticket number in order to be updated about the status of your report.