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Trust Line

Contacts

Trust Line allows you to report irregularities that may be of concern to EPSO-G, to any company in the EPSO-G Group or to the Group as a whole. We therefore encourage you to remain vigilant and to report possible ethical, corruption-related, environmental, occupational safety and equal opportunities violations, as well as illegal use of donations, non-compliance, or any other misconduct on the part of employees or associates of EPSO-G or other companies in the Group.

You can do so anonymously by filling in the reporting form:
Trust line form

Trust Line

Trust Line allows you to report irregularities that may be of concern to EPSO-G or other companies in the EPSO-G Group, namely “Litgrid”, “Amber Grid”, “Tetas”, “Baltpool”, “GET Baltic” and “Energy Cells”.
The information you submit could lead to timely decisions that could reduce the damage caused to the companies in the Group, employees or others, so please do not be indifferent. 

We are committed to ensuring complete anonymity and confidentiality of whistleblowers and invite you to provide as much information as you can, as well as your contact details – the more data we have, the more detailed our investigation can be.

For more information on the handling of Reports, click here.

The description of the procedures for the establishment and operation of internal whistleblowing channels of Energy Cells is available here.

Possible infringement reporting form.

You can also report infringements:
  • By email – pranesk@epsog.lt;
  • By sending information by the post to the address of the Company’s registered office – Ozo str. 12A-1, LT-08200 Vilnius, to the Head of Group Compliance and Risk Management of EPSO-G. The report is confidential, and the envelope must not be opened;
  • By submitting it directly to the designated person in charge or to other members of the Group Compliance and Risk Management Department of EPSO-G – Romas Zienka, Head of Group Compliance and Risk Management, tel.: +370 612 58162, email romas.zienka@epsog.lt or any other member of the Group Compliance and Risk Management Department of EPSO-G.

Handling of Reports

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Who can submit information about possible infringements?

The Trust Line is an open channel for all natural or legal persons, whether current or former employees of EPSO-G and other companies in the Group, former or potential suppliers, contractors or communities. 

You always have the option of reporting information anonymously. 

Who do I contact if I am considering reporting or have reported an infringement?

If you are considering submitting, or have already submitted, information about an infringement, you can seek advice:

What are the possible infringements we are inviting you to report?

  • Acts of a corrupt nature, including but not limited to: bribery, influence peddling, or other abuse or neglect of duty by staff members; fraud and deceit; breaches of the rules on declaration of private interests (e.g. cases of nepotism and cronyism), breaches of and lack of compliance with the Corruption Prevention Policy;
  • Cases of non-compliance, including but not limited to: procurement infringements on behalf of the Group, including breaches of transparency, equality, non-discrimination, proportionality and impartiality requirements, unlawful or non-transparent use of the Company’s assets and property, breaches of the personal data of the Company’s employees and other personal data handled by the Company, anti-competitive practices, breaches of physical security, breaches of the management of confidential information, etc.;
  • Occupational health and safety violations, including but not limited to occupational health and safety of workers; fire safety violations, etc.;
  • Environmental violations, including but not limited to: environmentally damaging behaviour by Group company employees and/or contractors, breaches of environmental requirements, etc.;
  • Conduct by Group company employees that violates the provisions of the Code of Ethics and/or the Equal Opportunities Policy, including, but not limited to: conduct that constitutes discrimination, sexual harassment, psychological violence, etc.;
  • Conduct by contractors or partners that violates the Supplier Code of Conduct, including but not limited to: fraud, abuse of position, breach of contractual obligations, etc.
Who is responsible for assessing and following up the information you submit?
The information contained in the reports is assessed by staff of the Group Compliance and Risk Management Department of EPSO-G; where necessary, other experts are brought in. Responsible person – Romas Zienka, Head of Group Compliance and Risk Management at EPSO-G, tel.: +370 612 58162, email romas.zienka@epsog.lt.
What actions are taken on receipt of information?
Acknowledgement of receipt. On receipt of your report, we will register and acknowledge receipt of the information no later than 2 working days after receiving it.
N.B.! The information you have submitted may be forwarded to a competent authority without your consent within 2 working days of receipt, with notice to you after the fact, if we determine that:
  • The company is not competent to properly evaluate your information, or: 
  • The content of the information received will give rise to a reasonable belief that a criminal offence or an administrative offence is being planned, committed or has already been committed.
Initial assessment. No later than 10 working days after the aforementioned acknowledgement, an initial assessment of the information you have submitted will be carried out and one of the following decisions will be adopted:
  • To examine the information contained in the report in detail in accordance with the procedures set out in the Company’s internal documents;
  • Not to examine the information about the Infringement if the following circumstances exist or are established:
    • The information about the Infringement is based on facts that are undeniably untrue and does not conform with reality;
    • The information is abstract, based on general statements or personal opinions of the Whistleblower that cannot be verified;
    • The report is made repeatedly regarding the same circumstances, after the information about the Infringement has been investigated and decided upon;
    • The information on the Infringement is being handled by another authority.
Informing on further steps to be taken. You will be informed no later than 10 working days after acknowledgement of the receipt of the report:
  • If it has been decided to examine the information you have submitted in detail; on the status of the examination of the information you have submitted (the steps planned or taken, the reasons for them and the important dates);
  • If it has been decided not to examine the information submitted; the main reasons for that decision;
  • If it has been decided to refer the information you submitted to a competent authority; the specific authority to which your report was referred.
Informing on the outcome of the investigation. Once the examination of the information submitted has been completed and the conclusions and recommendations of the internal investigation have been confirmed, you will be informed in writing within no more than 2 working days of: 
(I) The outcome of the examination and the decision taken (once the infringement has been established, the liability of the persons responsible for the infringement shall be notified);
(II) The actions taken or planned to prevent the recurrence of the infringement;
(III) The procedure for appealing against the decision taken, if such a decision may be appealed. 
This information is provided only to the extent that it does not conflict with other legislation on data and information protection.
How long can a thorough examination of the information I have submitted take?
Once the decision has been made to carry out an internal investigation on the basis of the information received, it shall be carried out within the shortest possible time, but not more than 30 (thirty) calendar days. 
However, taking into account the complexity of the internal investigation, as well as additional circumstances which have come to light during the course of the investigation and other objective reasons, a decision may be taken to extend the investigation for a maximum of an additional 30 calendar days, for as many times as he objective circumstances exist.

How are we committed to ensuring the confidentiality of the information you submit?

All information submitted by you, including your identity and contact details, shall be classified as confidential information of the Company, unless the information is public.

We undertake to ensure that the information submitted by you, including your identity and contact details and any additional documents submitted by you, is stored and processed by implementing organisational, technical and software measures that ensure the protection of the information submitted against unauthorised destruction, alteration, disclosure, accidental loss, unauthorised direct or indirect access or other unlawful processing.

However:
  • Confidentiality is not guaranteed if you yourself give a permission in writing to publicise the information you have submitted, or if the information submitted is knowingly false;
  • Providing your data and other information to the competent authorities investigating a pre-trial investigation or other irregularities without disclosing it within the Company shall not be considered a breach of confidentiality.


Reports received and dealt with by us

2021-2022 no reports were received.

Protection of Whilstleblowers

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What do I need to know about the protection of whistleblowers?

The protection of whistleblowers, their rights and possible legal remedies are laid down in the Law on the Protection of Whistleblowers of the Republic of Lithuania.

The following relevant legislation also applies:

The Prosecutor’s Office of the Republic of Lithuania implements the functions of the competent authority conferred by the Law on the Protection of Whistleblowers.

If, after assessing the information submitted by you, we find that you meet the conditions set out in the Law on the Protection of Whistleblowers for acquiring the status of a Whistleblower and you will have expressed your will to acquire the status of a Whistleblower in your report, we will immediately forward your report to the Prosecutor’s Office of the Republic of Lithuania.

Only the Prosecutor’s Office of the Republic of Lithuania can adopt a decision in regards to granting the status of a Whistleblower.

What are the most important legal remedies?

The person who has submitted information on the infringement shall be subject to the following defences under Article 11(3) and (5) of the Law on the Protection of Whistleblowers, which shall protect against adverse effects:
  • In cases when the person who has submitted information on the breach through the institution’s internal whistleblowing channel is adversely affected, he/she shall submit a report to the competent authority, which shall decide on the recognition of the person as a Whistleblower.
  • The person who submitted the information, the confirmed Whistleblower and their family members, relatives and colleagues may apply to the courts as a result of the adverse effects of the measures. 


What are the most important rights and guarantees?

Basic measures to protect, promote and assist individuals include:

1) Ensuring secure channels for reporting violations;
2) Ensuring confidentiality;
3) Prohibition of adverse impact;
4) The right to be rewarded for valuable information;
5) The right to compensation;
6) Ensuring free legal aid;
7) Liability discharge;
8) The right to full, impartial information and free advice on whistleblowing procedures and remedies.

The submission of information which is known to be false, or which constitutes a State or official secret, does not confer any guarantees on the individual under the Law on the Protection of Whistleblowers. Furthermore, a person who has submitted knowingly false information or who has disclosed a State or official secret or a professional secret shall be liable in accordance with the procedure laid down by law.

What liability can the person who submitted the information about the infringement be exempted from?

A person who submits information on a breach in accordance with the procedures laid down in the Law on the Protection of Whistleblowers shall not be deemed to have disclosed information relating to commercial (industrial) secret, professional secret, bank secret, confidential information of companies in the EPSO-G Group or information on the private life of an individual, except where the breach has been disclosed to the public.

What are the prohibited measures against the Whistleblower?

We undertake to ensure that we prohibit any adverse action against the Whistleblower, as well as his/her family members, colleagues working for the Company or the Group, as a result of the disclosure of information through the Trust Line, including but not limited to:

  • Temporarily suspending him/her from his/her duties; 
  • Dismissal; suspension from promotion; 
  • Redeployment to a lower position or to another work place; 
  • Not converting a fixed-term contract into an open-ended contract where the employee has a legitimate expectation of being offered a permanent job; 
  • Not renewing a fixed-term contract or terminating a fixed-term contract early; intimidation; 
  • Coercion; 
  • Harassment;
  • Restricting or excluding an employee from participation in previously normal formal or informal activities; 
  • Discrimination; 
  • Threat of retaliation; 
  • Limiting career opportunities; 
  • Suspension from training; 
  • Pay cuts; 
  • Unreasonably altering working hours or assigning additional tasks without providing explanation; delegating additional tasks to other people; 
  • Raising doubts about person’s competence; 
  • Adversely assessing performance or giving negative feedback about the employee; 
  • Communicating to third parties negative information about him/her which may prevent him/her from finding future employment in that sector or industry; 
  • Withdrawing the employee’s right to work with information which constitutes a State or official secret; 
  • Imposing or applying disciplinary penalties of any kind, or other sanctions (including financial sanctions); 
  • Causing damage (including damage to a person’s reputation, in particular on social networks); causing financial loss (including loss of business and income); 
  • Terminating a contract for the supply of goods or services prematurely; 
  • Revoking a licence or permit; 
  • Referring an employee to psychiatrists or other medical practitioners; 
  • Taking any other adverse action.