4C has decided to set up an anonymous reporting channel, the so-called whistleblower hotline. Employees, customers or contractual partners are to be given the opportunity to anonymously report compliance violations via this channel. Companies with between 50 and 249 employees are expected to be required by the government to introduce anonymous reporting channels. 4C takes this issue very seriously, as the well-being of our employees and professional cooperation with external parties is our top priority, and has therefore already implemented a corresponding channel in advance.
Anna-Lena Glander, lawyer, and Dr André-M. Szesny, lawyer, have taken on the task of external Compliance Confidential Counsellors for 4C GROUP AG. They are available to employees, customers and contractual partners who would like to contact the 4C GROUP about possible compliance violations as a further contact person in addition to the internal Compliance Officer, Stephan Grunwald (Executive Board Member Human Resources). There are no costs for whistleblowers due to the involvement of the lawyer of confidence.
Contact details of our trusted compliance lawyers
Whistleblowers can submit their information in writing (e-mail), in person or by telephone to our outsourced reporting office at the following contact details:
You can also submit your information to external official reporting offices, such as the Federal Office of Justice, the Federal Commissioner for Data Protection or a reporting office of the respective federal state. Information on whistleblower reports to the external official reporting offices, for example on their procedure, can be found in the corresponding published official information.
When do I contact the lawyer of confidence?
Inside and outside the company
The appointment of Ms Anna-Lena Glander as Compliance Confidential Advocate and Dr Szesny as Compliance Confidential Advocate is intended to address persons within the company and outside the company who see a need for a personal and confidential discussion before and when making a tip-off or who wish to remain anonymous.
Acceptance of, among other things, information on
Corruption offences and so-called "fraud" cases (fraud, embezzlement, misappropriation, etc.);
Violations of equality and diversity rules, mobbing, stalking, sexual harassment, insofar as these could lead to the dismissal of employees or managers if proven;
Reputationally damaging breaches of the Code of Conduct;
Intentional breaches of data protection;
Cases of serious disregard of internal regulations and work instructions;
Violations of legal regulations for the prevention of money laundering and terrorist financing.
When do I NOT contact the lawyer of confidence?
NO responsibility for
complaints from customers relating to the contractual relationship or the performance of the cooperation (unless the above cases are concerned);
the receipt of information concerning minor violations of internal or external regulations;
the receipt of information which only relates to the performance of employees of the
4C GROUP AG and do not represent any violations of the above-mentioned type.
Confidentiality and data protection
We assure you of basic confidentiality with regard to the contents of the report you submit as well as personal data. In addition, you can also have your report anonymised by the whistleblower office - before forwarding it to 4C GROUP - or submit your report anonymously directly.
If you report a suspicion that is not obviously unfounded about a reportable fact, you will not be reprimanded for the tip-off. This means that you do not have to fear any adverse consequences under criminal law, civil law or labour law, such as dismissal, warning or other (financial) damage. This also applies if a report subsequently proves to be unjustified. Corresponding reprimands or possible reprisals on the basis of justified tips are also prohibited by law.
4C GROUP AG will follow up on all tips. We guarantee the whistleblowers the greatest possible confidentiality and fairness in the clarification. This also applies to any employee who is accused of such a violation. Information can also be provided anonymously. Please provide as much detail as possible and, if available, attachments and documents to support your suspicions. Finally, we can only investigate an allegation or allegations will only lead to action if we have a sufficient basis for investigation and can provide evidence.