SAIH is to be a secure organization where the integrity and boundaries of the individual are respected. At SAIH we show respect for all people and work for the organization to be inclusive and for acceptance of diversity. If you experience serious circumstances or behaviour that violates our guidelines, we encourage you to alert us. This is how we can combat discrimination, sexual harassment, cross-border behaviour and delinquency.
What is an alert?
To whistle blow is to report worries. If you send us an alert, you help us detect violations to our guidelines. In that way you also help us to change the behaviour. If you suspect criminal matters, the police should be contacted.
Conditions such as dissatisfaction with pay conditions, internal collaboration problems or professional disagreements should not go through this whistleblowing channel but be notified through the nearest manager or the trade union in SAIH. If employees violate SAIH's ethical guidelines, this is followed up by the director in line with SAIH's personnel policy.
Who can whistle blow?
Everyone has the right to send us an alert, both activists, union representatives and employees, as well as members and visitors. Representatives and employees are obliged to report if they see or experience worrying circumstances in the organization. Local community activists are required to report to SAIH centrally if they receive a notice of violation of the ethical guidelines.
When can you whistleblow?
You always have the opportunity to notify us. If you hear rumours, concerns or doubts, you should tell about it so that the situation can be resolved. All notifications are taken seriously.
Examples of blameworthy issues:
- Policy violation.
- Bullying, sexual harassment and abuse.
- Discrimination and racism.
How can you notify us?
You can always notify your leader or union representative, or others in the organization you are have confidence in. You can also notify the director, chairman of the board, HSE responsible in SAIH or members of the whistleblowing committee. You can give written or oral notification. Oral notification can be by meeting or by telephone. Written notification can be made by email or letter.
The person who notifies will receive the first feedback within seven days of receiving the notification. When the case is closed, written feedback is given to the notifier. Alerting can be done anonymously, but it is desirable that you provide identity so that the case can be investigated as thoroughly as possible. Openness ensures better litigation and results for all parties involved. Anonymous notification is done by sending letters and not using electronic notification channels.
An alert should state:
- What it is about, where and when it happened and who is involved.
- Contact information
- Are other persons informed in the case, if so who.
- Suggestions for measures and considerations that should be taken into consideration.
How we follow up alerts
The Board annually establishes a whistleblowing committee. The director is member of the committee and has overall responsibility for the proceedings. In addition to the director, the committee shall consist of the vice president of SAIH, a selected representative from the employees and a representative from the control committee. The notification is received and handled by the whistleblowing committee, which decides on how the case will be followed up, what information is to be retrieved, whether something has been criticized and possibly what reaction it will have.
All notifications are treated strictly confidential and by as few as possible. If the notification involves the CEO or other members of the notification committee, the person involved will be removed from the case. SAIH's handling of alerts is about issues of trust and not guilt. Police and courts decide on guilt issues. Otherwise, reference is made to SAIH's statutes and ethical guidelines.
Contact the Whistleblowing Committee:
(+47) 959 74 484
(+47) 986 02 670
Susanne Brovold Hvidsten
(+47) 402 03 355