Whistleblowing Platform

1. Purpose

Through this whistleblowing platform, any individual connected to MobilityPlus through work-related activities can report (potential) violations. Generally, these involve breaches of legislation, including but not limited to:

  • Fraud
  • Corruption
  • Environmental law violations
  • Failure to comply with data protection regulations
  • Violations of labor laws
  • Public health violations
  • Money laundering
  • Breaches in data protection
  • Security breaches in IT and network systems
  • …

Whistleblowers are guaranteed confidentiality, anonymity, and quality in the handling of their reports. They are protected from retaliation indefinitely. Note: This protection does not apply if knowingly false reports are submitted, in which case the reporter may face sanctions.

2. How to Report?

Provide a clear description of the violation. You may include your name or report anonymously. To remain anonymous, ensure your email address does not reveal your identity or send the report by mail.

  • Email your report to whistleblower@mobilityplus.be.
  • Alternatively, send an anonymous letter to:
    MobilityPlus – Whistleblowing Platform (HRM)
    Poortakkerstraat 91/401
    9051 Sint-Denijs-Westrem
  • Reports can also be submitted via the external channel at www.federaalombudsman.be.

3. What Happens Next?

  • Reports are registered, and an acknowledgment of receipt will be sent within 7 calendar days.
  • Reports are handled within a secure, protected system.
  • Only members of the HR team have access to the whistleblower@mobilityplus.be mailbox.
  • These team members will act impartially when handling reports.
  • Feedback will be provided to the whistleblower within 3 months, provided the report falls under the legal whistleblowing framework.

4. How Are Personal Data Processed?

Your personal data as a whistleblower is processed in accordance with GDPR.

5. Obligations of Employees

In addition to being protected, employees are required to adhere to the following obligations:

  • Actively contribute to the prevention policy protecting staff against violence, harassment, sexual misconduct, and other psychosocial risks at work.
  • Refrain from acts of violence, harassment, or sexual misconduct at work.
  • Avoid misuse of the whistleblowing procedure.

6. More Information

Refer to European Directive 2019/1937 and the Law of November 28, 2022 for further details.