The Corporation values all reports received, as they contribute to maintaining our ethical standards. Therefore, it is committed to maintaining strict confidentiality, within the procedure, regarding the identity of the whistleblower and the report submitted.
The Corporation encourages whistleblowers to identify themselves, as it lends greater credibility to the report and creates a point of contact through which we can request additional details to facilitate the investigation; however, identification is not mandatory.
The Company will not tolerate retaliation against any whistleblower who reports in good faith using the Ethics Line, including employees, clients, suppliers, etc. On the contrary, we encourage our employees and any third party who deems it appropriate to use this tool to maintain a positive work environment and strengthen our culture of integrity and compliance.
This report will be processed according to the procedure described in the Workplace Sexual Harassment Prevention Policy and applicable regulations. The procedure will be conducted with strict respect for the accused's right to defense and adherence to the right to due process.
If deemed necessary, the Intervention Committee may implement one of the protective measures detailed below: a) rotation or transfer of the alleged harasser, b) temporary suspension of the alleged harasser, c) request to the competent authority for the issuance of a restraining order prohibiting contact or proximity to the victim or their family environment, or any form of communication with the victim, d) other measures aimed at protecting and ensuring the victim's well-being. If deemed appropriate, the victim may request a transfer or change of their workplace. This measure will remain in effect throughout the entire process.
