In this blog, we want to introduce you to an important functionality of our HRON attendance system. This is the whistleblowing system, which is integrated in HRON.
Does your company have more than 50 employees? Are you in the business of providing financial services, or transport safety services, or environmental services? Are you a public authority and have more than 5 employees? If so, you have a legal obligation to have a whistleblowing system in place.
According to Act No. 189/2023 of 2023 amending Act No. 54/2019 Coll. on the Protection of Whistleblowers of Anti-Social Activity, you have to comply with a number of different complicated provisions relating to the internal corporate whistleblowing system. Failure to comply with these regulations puts employers with up to 250 employees at risk of fines of up to €50,000 and those with more than 250 employees at risk of fines of up to €100,000.
How to effectively implement whistleblowing in your company
Implementing a whistleblowing system is not as easy as it might seem at first sight. A box at the reception desk into which employees can drop handwritten notes about your company’s failings on all sorts of ethical issues won’t cut it. When you consider all that the Internal Notice Review System under Section 10 of the amended Act requires, it can really catch you off guard. For example, as an employer you are required to issue an internal regulation setting out the details of:
(a) submission of notifications,
(b) verification of notifications and the powers of the person responsible for verifying notifications,
(c) confidentiality of the identity of the notifier and the identity of the person concerned,
(d) registration of notifications (keeping a register of notifications for three years),
(e) informing the notifier of the result of the verification of his/her notification,
(f) processing the personal data contained in the notification,
(g) taking measures to remedy the deficiencies identified during the verification of notifications and communicating with the notifier about these measures,
(h) taking measures against obstruction of the notification of antisocial activities.
And that’s certainly not all. Last but not least, you also need to designate a person (the law calls him/her a responsible person) who meets the legal criteria and will take care of everything and ensure compliance with these complicated bureaucratic formalities (the responsible person can also be a person or a team of persons who are not your employees).
HRON will simplify the introduction of whistleblowing
We have thought of you in this matter as well. HRON has an integrated whistleblowing system.
It is a simple and effective solution. Employees can report their concerns directly and easily through the HRON app, which guarantees the protection of their identity and ensures confidentiality of information. The system is designed to promote an open culture in your company while protecting the well-being of employees and the integrity of your company.
If you have a HRON attendance system, you only need to assign a responsible person with the appropriate training to carry out the tasks. With HRON, he or she will playfully handle all the operational formalities of the company’s internal whistleblowing system and the control authorities will not have a chance to criticise or penalise anything in this respect.
Whistleblowing benefits of HRON
– With HRON, you can easily demonstrate to the controlling authorities that you comply with the statutory whistleblowing settings.
– With HRON, you can credibly guarantee the confidentiality and anonymity of communications from the perspective of your employees. Only the responsible person, who is legally bound by confidentiality, will be the recipient of their messages in the form of an email.
– HRON allows you to attach (upload) additional documentation to the notification.
