The Company is committed to conducting its business with honesty, integrity and expect all staff, whether shore or sea-based to maintain these high standards. All staff are required to comply with International Law as mandated by IMO conventions such as SOLAS and MARPOL and the National Laws of the Port State the vessel is in. Non-compliance and malpractice is unacceptable and will be taken very seriously.
If, at any time, a member of staff knows of, or suspects, any of the occurrences listed below, they must report the matter to the Company immediately so that steps can be taken to deal with it appropriately. Failure to notify in these circumstances is considered as grounds for disciplinary procedures which includes up to dismissal.
The following are examples of matters which qualify as information which may be raised under this policy:
- A crime is being, or has been, committed, is suspected, or is likely to be committed;
- Non-compliance with legislation and/or Company procedures, particularly in relation to health and safety at work;
- The environment has been, or is likely to be, damaged;
- Dishonesty, either verbally, written or through intentionally maintaining official log books or records inaccurately;
- Malpractice or unethical conduct;
- A breach, or likely breach, of any legal obligation or regulatory requirement;
- Miscarriages of justice; and
- The deliberate concealment of any of the above.
If a member of staff has a legitimate concern in (and holds a reasonable belief that the information he/she has relates to) one of the above areas and he/she wishes to raise the concern in good faith, it should be raised with the Master, the DPA or other Company representative who may be able to agree a way of resolving the concern quickly and effectively.
If a member of staff has a legitimate concern in (and holds a reasonable belief that the information he /she has relates to) one of the above areas which is more serious, or if he/she prefers not to raise it with his/her management or the member of staff feels they have not addressed the concern adequately and he/she wishes to raise the concern in good faith, he/she should raise this concern either by:
Sending an email to firstname.lastname@example.org
The Whistleblowing Hotline is connected to an answer machine which is monitored on a regular basis. Any victimisation of a member of staff who “whistleblows”, or any attempt to deter him/her from “whistleblowing”, will be regarded as a serious disciplinary offence and will result in action under the Disciplinary Procedures. Reports can be made without fear of reprisal and be anonymous.