Whistleblowing is the good faith reporting of illegitimate, unethical, or outright illegal, anti-social activity in the workplace that is done with the approval of supervisors and is contrary to the public interest or that endangers the public. These practices may include, for example, corruption, abuse of power, violation of workers' rights or harmful effects on public health and the environment. In general, these are anti-social activities.
- primarily by email to the special email address of the Responsible Person: podnet@maxins.sk,
- you can also use the form below to send an email to the aforementioned email address podnet@maxins.sk on your behalf
- by telephone on +421 915 959 461.
The notification shall contain information about anti-social activity which the whistleblower has become aware of in the context of an employment or other similar relationship and believes in good faith that it threatens the public interest, the management or the reputation of the Company.
To the extent possible, the whistleblower shall provide the following information in the notification:
- a detailed description of the act with all known material facts,
- information on how the whistleblower obtained the information that is the subject of the notification,
- whether there are any witnesses or other persons involved, if so state and identify these persons,
- whether the whistleblower has any specific supporting documents or evidence and if so provide them with the notification,
- whether the whistleblower has already spoken to anyone about the matter and if so with whom,
- the identity and contact details of the whistleblower in the case of a non-anonymous notification.
The notification must be:
- certain,
- legible,
- understandable,
- it must be clear what anti-social activity it refers to, against whom.
If the whistleblower submits the notification anonymously, he or she may provide an anonymous e-mail contact through which he or she can continue to communicate and answer any questions.
It should be noted that the deliberate communication of false facts which it is obvious that the whistleblower could not reasonably have believed them to be true at the time of the communication and which are likely to damage the reputation and goodwill of a natural or legal person shall be regarded as a serious breach of professional discipline.
Submission of a notification to the Company shall not relieve the notifier of the obligation to notify a criminal offence or to prevent a criminal offence pursuant to Act No. 300/2005 Coll., the Criminal Act, as amended.
Notifications of antisocial activity shall be received by the person responsible :
- for the company MAXIN'S People Slovakia, s. r. o. - Mgr. Lucia Jacková
- If the anti-social activity in the notification concerns the responsible person or the responsible person could, in the reasonable opinion of the notifier, be in a conflict of interest, then the responsible person accepts the notification and the other duties of the responsible person are performed by Mgr. Katarína Garajová.
- for MAXIN'S Quality Services, s. r. o. - JUDr. Anna Brozák
- If the anti-social activity in the notification concerns the responsible person or the responsible person could, in the reasonable opinion of the notifier, be in a conflict of interest, then the responsible person shall accept the notification and the other duties of the responsible person shall be performed by Lucia Kozáková.
The responsible person will accept notification made by email or the form below or by telephone.
The responsible person may not be sanctioned in any way for the proper performance of his/her activities according to the established procedure.
The responsible person shall inform the notifier of the receipt of the notification within 7 days of its receipt. This obligation shall not apply if:
- the whistleblower has explicitly asked the responsible person not to notify the whistleblower of receipt of the notification, or
- it is clear that notification of receipt of the notification would have the effect of revealing the identity of the whistleblower to another person.
The person responsible, as well as the Company and its employees, are obliged to maintain confidentiality when verifying the notification about the identity of the whistleblower, the person against whom the notification is directed and the facts of which they have become aware during the receipt and verification of the notification. The person responsible shall always contact the whistleblower in such a way as to avoid disclosing the identity of the whistleblower (by e-mail, in person or by telephone). The written consent of the whistleblower shall be required for the disclosure of the identity of the whistleblower.
The obligation of confidentiality regarding the identity of the whistleblower and the data subject shall continue even after the completion of an internal law enforcement investigation or inquiry, even if the suspected anti-social activity has not been proven, and even after the termination of the employment relationship with the whistleblower or the data subject.
Retaliation against whistleblowers is prohibited. No one may be subjected to discrimination, disciplinary action, loss of employment or other sanction for reporting anti-social activity made in good faith or for refusing to participate in anti-social activity. This does not apply if the whistleblower has participated in the reported anti-social activity and the violation of related rules and regulations. The whistleblower may not waive this protection.
Retaliation does not include a legal act related to the termination or change of an employment or other similar relationship that is the result of a legal fact that does not depend on the judgment or decision of the Company or is demonstrably unrelated to the whistleblower's report of the anti-social activity.
If the whistleblower believes that the termination or change of employment or other similar relationship is being undertaken in retaliation, the whistleblower has the right to report the suspected retaliation to the responsible person prior to the retaliation taking place.
The responsible person shall verify the whistleblower's notification that retaliation is being retaliated against.
The provisions on verification of whistleblower notifications shall apply mutatis mutandis to the submission, receipt, recording and verification of a notification of retaliation.
The Responsible Person is required to submit a report on the outcome of the review of the Retaliation Notice within 15 days of the completion of the review of the Retaliation Notice to the Whistleblower and the Company's statutory body. If the allegations of retaliation are confirmed, the report shall propose corrective and preventive measures to prevent retaliation in the workplace.
A whistleblower who has reported a serious anti-social activity to a law enforcement or administrative authority may apply to the prosecutor for preventive protection pursuant to Sections 3 and 4 of the Act in criminal proceedings or to the competent administrative authority pursuant to Sections 5 and 6 of the Act in administrative offence proceedings (protected whistleblower status).
A whistleblower who believes that an employment action has been taken against him or her in connection with the notification with which he or she disagrees may also apply to the Whistleblower Protection Office for the suspension of the effectiveness of that employment action pursuant to Section 12 of the Act.
The provisions of the preceding paragraphs shall also apply mutatis mutandis to a close person of the whistleblower; a natural person - an entrepreneur or a legal person which the whistleblower controls, in which he/she has an interest, in which he/she performs the function of a member of a body of a legal person or for which he/she performs an employment activity; a natural or legal person who controls a legal person in which the whistleblower has an interest or in which the whistleblower is a member of an organ of the legal person; a person who has provided assistance to the whistleblower in connection with the notification; and a responsible person or a person who is involved in the performance of the tasks of the responsible person.