Åpenhetsloven
Åpenhetsloven trådte i kraft 1.juli 2022 og har som hensikt å fremme virksomheters respekt for grunnleggende
menneskerettigheter og anstendige arbeidsforhold, og sikre allmennheten tilgang til informasjon. Loven pålegger
virksomheter en informasjonsplikt og en plikt til å gjennomføre aktsomhetsvurderinger som skal redegjøres for.
Redegjørelsen skal være offentlig tilgjengelig:
Redegjørelse for Robert Prizelius AS og Beverage Partners Norway AS arbeid ihht Åpenhetsloven for perioden: 1.juli 2022 til 30.april 2023
Robert Prizelius AS driver import av drikkevarer for salg til Vinmonopolet, norske grossister, restaurant- og utelivskunder samt dagligvarebutikker og delikatesseforretninger. Leverandørene våre holder i hovedsak til i Europa.
Styret har vedtatt at selskapet skal rette seg etter OECDs retningslinjer for flernasjonale selskaper, som omfatter
menneskerettigheter og anstendige arbeidsforhold. Selskapet er videre bundet gjennom grossistavtalen med Vinmonopolet til å rette seg etter BSCI Code of Conduct. Les mer om Vinmonopolets arbeid med hensyn til åpenhetsloven her.
Det er opprettet varslingskanaler i selskapet som kan benyttes for å avdekke eventuelle kritikkverdige forhold både internt i selskapet og/eller i selskapets verdikjede. Varslingkanalen er tilgjengelig gjennom våre nettsider og sikrer varslere full anonymitet.
Gjennom selskapets aktsomhetsvurdering av leverandørkjeden har det ikke blitt avdekket faktiske negative konsekvenser av vesentlig karakter eller vesentlig risiko for potensielle negative konsekvenser. Selskapet følger nøye med på Vinmonopolets prosjekter for anstendig arbeid og tar innsikt fra disse i betraktning i aktsomhetsvurderingen.
I riskovurderingen har selskapet blant annet benyttet Amfori BSCI Countries’ Risk Classification for å definere risikoområder. Store deler av vårt CSR-arbeide sammenfaller med Vinmonopolets arbeid på området. Vi har samarbeidet med Vinmonopolets CSR-avdeling gjennom å:
Legge til rette for Vinmonopolet skal kunne komme i kontakt med relevante personer hos våre leverandører for å etterspørre sertifikater og/eller godkjenninger samt ved evt revisjonsforespørseler.
Forespørre om de kjenner til funn eller bekymringer knyttet til vår verdikjede gjennom Amforis rapporteringsdatabase.
Oppfordre leverandører i aktuelle fokusland til å delta på opplæring i regi av Vinmonopolet.
Delta på e-læringskurs for grossister for å håndtere risiko i leverandørkjeden.
I tillegg benytter vi ESG-spørreskjemaer som rettes mot utvalgte leverandører basert på den øvrige risikovurderingen.
Åpenhetsloven krever at virksomhetene skal iverksette egnede tiltak for å stanse, forebygge eller begrense negative
konsekvenser de har avdekket i forbindelse med aktsomhetsvurderingen. I redegjørelsen skal virksomhetene ikke bare opplyse om disse tiltakene, men også om resultatene av disse.
Ettersom det ikke er avdekket faktiske negative konsekvenser av vesentlig karakter eller vesentlig risiko for potensielle
negative konsekvenser, har selskapet heller ikke hatt behov for å iverksette tiltak.
Ta kontakt med csr@beveragepartner.hetman.ca dersom du ønsker mer informasjon om hvordan vi arbeider med kravene etter Åpenhetsloven, eller vil vite mer om vårt øvrige CSR-arbeid.
Corporate Social Responsibility
Robert Prizelius AS recognizes and supports the following as part of our CSR-policy*
Human Rights
We support and respect internationally recognized human rights and will not take part in violation of these. We see diversity as an important asset. We commit to securing equal rights for our employees and will not accept discrimination or harassment, in particular discrimination and harassment on the basis of religion, race, skin color, gender, age, sexual or political orientation.
Work Rights
We support and will not hinder the employees’ right to voluntarily establish associations hereunder unions. We condemn and will not tolerate child labour, forced labour or involuntary prison work.
Environment
Robert Prizelius AS will contribute positively to the external environment and will as a minimum meet the legislation applicable.
Anti-corruption
Robert Prizelius AS does not accept any form of bribe.
Employees in Robert Prizelius AS are not allowed to accept any kind of bribe, or act under personal economic influence by partners.
Gifts, provision of meals or social activities in relation to meetings must not affect the decisions of the company or be perceived as if they have affected the decisions.
In general employees of Robert Prizelius AS are not allowed to receive or offer gifts that could be perceived as a reward or favouring. Gifts can be offered and accepted on occasions (round birthdays, jubilees etc.) as long as they do not affect the independence of the employee or the partner.
Employees in Robert Prizelius AS are committed to avoid any situation which could lead to a conflict between own interest and that of Robert Prizelius AS.
If an employee is doubtful whether a relation is in violation of this codex, management must be contacted in order to clarify the situation.
Whistleblower
Hans Just Group’s Whistleblower policy
The whistleblower policy explains how the whistleblower system works at Hans Just Group. The policy further aims to ensure that potential misconduct reports are not withheld due to a lack of clarity on the whistleblower system.
Hans Just Group’s Whistleblower system
Hans Just Group has established a whistleblower system following the EU Directive 2019/1937.
Hans Just Group’s whistleblower system is operated by WhistleSystem ApS, ensuring a completely anonymous and secure process for the whistleblower. The whistleblower system shall be used if employees or other stakeholders experience serious misconduct or offenses in relation to Hans Just Group. Examples of what can be reported are further described in the whistleblower policy under “What can be reported?”.
Hans Just Group encourages you to contact your manager about incidents or misconduct. However, this is not always the most optimal approach and can cause reports to be withheld. Therefore, Hans Just Group has established a whistleblower system that, if you do not want or can go to your manager, or simply wish to remain anonymous, makes it possible to still report the offense.
Reports can be made by anyone with access to the system. At Hans Just Group, this includes internal stakeholders who have experienced misconduct.
The whistleblower’s report can include people, situations, and incidents. All stakeholders can be reported if the report is relevant under the criteria in “What can be reported?” in this policy and is related to Hans Just Group.
Hans Just Group has appointed the following administrator team:
Administrator (Gustav Just Karberg), Administrator (Heidi Ørnbøl)
What can be reported?
The whistleblower system can only be used to report serious misconduct or violations. Subjects such as cooperation difficulties, dissatisfaction with facilities, or dissatisfaction with conditions cannot be reported through the whistleblower system. In such cases, please refer to your manager.
Examples of subjects that can be reported through the whistleblower system include, but are not limited to, the following points.
Sexism
Sexual assault
Physical violence
Discrimination
Financial crime
Workplace safety
Consumer protection
Product Safety
Breach of procurement legislation
Breach of GDPR legislation
Breach of environmental legislation
Money laundering
However, it is Hans Just Group’s policy that we would rather have one report too much than one too little, to ensure that we receive all relevant reports. This means that if you are unsure whether you report can be reported under the whistleblower legislation, you are encouraged to submit the report.
How do you report?
Reports are sent through WhistleSystem.
Whistleblowers can access the system and report as follows:
1. Go to Hans Just Group’s Whistleblower System here: https://hansjust.whistlesystem.com/login/vNUZiH9uf1aDflC7EIG
2. Fill the form with the necessary information and documentation, so the administrator team can process the report effectively.
The report is completely anonymous. WhistleSystem is the only channel at Hans Just Group where misconduct can be reported anonymously.
Reports can be submitted by all relevant stakeholders with whom Hans Just Group has shared access information to the system.
After the report is submitted, a unique report ID will appear, which must be saved and kept in a safe place. You can log in and reopen your report with your report ID. This allows you to start an anonymous dialog, send further documentation, and answer clarifying questions from the administrator team. Hans Just Group encourages the whistleblower to log in regularly after the report has been submitted to respond to any follow-up questions.
Please see the user manual for a detailed description of the reporting process.
How are reports processed?
The reports are processed by Hans Just Group’s administrator team.
The process proceeds as follows:
The administrator team will notify the whistleblower that the report has been received within 7 days.
The administrator team assesses and categorizes the report and conducts an initial investigation. At this stage, it is possible that the administrator team needs more information or documentation from the whistleblower. The team will start an anonymous dialogue with the whistleblower through the system.
The processing of the report is based on the type and severity of the report. Initially, the report is processed internally. In case of particularly severe misconduct or violations, the authorities can be involved in the investigation.
The whistleblower is informed of the actions taken within 3 months of the submission of the report. In long-term cases, the whistleblower is updated on a regular basis.
Retaliation
The directive states that whistleblowers cannot be punished for reporting misconduct or violations. Thus, the whistleblower should not be concerned about private or career consequences following the report. If the report is relevant under the Whistleblower Directive, the whistleblower will not be punished by Hans Just Group after submitting the report.
This includes the following penalties (retaliation): Termination, suspension, degradation, failed promotion, change in working time and tasks, a decline in wages, intimidation, harassment, and social exclusion at work.
Hans Just Group’s whistleblower policy aims to encourage greater transparency and security for all employees and stakeholders.
Security
The system utilizes several security measures that protect the whistleblower and the system in general. Some of these include:
Full encryption throughout the process
ISO 27001 certified (Information security)
ISO 27701 certified (GDPR compliance)
ISO 27001 approved servers in Europe
Schrems II compliant
SSL technology
Shield and WAF on the application level
Two-factor authentication at administrator level’
Redundancy at both application and database level
Architecture built on the latest technology
Continuous AI monitoring
No IP logging