Share:Who can raise concerns?

It is important that employees demonstrate the requisite discretion when it comes to raising concerns so that the interests of KONGSBERG or third parties are not harmed unnecessarily. Such interests may refer to trade secrets, the loss of customers, the climate of cooperation at the workplace or personal data related to other employees or customers.

It is also important to comply with the following description when notifying about problems so that the recipient of the notification understands that this is actually a case of raising concerns. This also ensures that the whistleblower is guaranteed that the report will be followed up.

If an employee wishes to notify his/her employer about censurable conditions, the procedure is as follows:

  • The employee can notify his/her immediate superior or another manager or the company's HR Department.
  • Alternatively, the employee can notify KONGSBERG's Ethics Council through the Council's ombudsmen. It is also possible to notify a safety delegate, member of the Working Environment Committee or trade union representative.
  • As a last resort, the employee can notify KONGSBERG's Board of Directors.

The intention is that any censurable conditions are to be resolved through KONGSBERG's routines for following up raising concerns. However, employees will always have the right to contact public supervisory bodies, e.g. the Norwegian Labour Inspection Authority, about relevant matters.

Ordinarily, notification should be submitted in writing. It is also possible to report concerns verbally, for example, it the employee prefers to remain anonymous. However, anonymous raising concerns can be difficult to follow up further, not least since it is not possible to pose follow-up questions to an anonymous person.

The employee should inform the recipient of the report that the person in question considers the notification to be raising a concern, just in case this is not clear to the recipient. This should be done in any event if the notification is verbal, so that the recipient can implement routines for following up the notification.


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