External Confidential Advisor
We are happy to offer you the service of the External Confidential Advisor.
The Confidential Advisors
Debby Hermans and Stéfanie van Creij are certified External Confidential Advisors. They are both employment law attorneys, providing them with ample of experience in areas of transgressive behaviour, integrity issues and the role of the Confidential Advisor in these matters. In addition to the aforementioned activities, Stéfanie is also active in her role as mediator.
The role and duties of an External Confidential Advisor
The activities that Debby or Stéfanie can perform as an External Confidential Advisor for your organization are the following:
- Receiving, guiding and advising complainants/notifiers
Complainants/notifiers can contact the Confidential Advisor with regard to undesirable behaviour (discrimination, intimidation, sexual intimidation, bullying and aggression/violence) or integrity issues (suspicions of wrongdoing, fraud, abuse of power, etc.) at work.
The Confidential Advisor offers support and a listening ear, discusses possible solutions (conversation, mediation, complaints procedure, referral, etc.), whereby de-escalation of the conflict is paramount.
Everything discussed with the Confidential Advisor is strictly confidential. The Confidential Advisor has internal privilege (right of non-disclosure).
- Educating, informing and inspiring the organisation
The purpose of this is to introduce employees and managers to the themes of undesirable behaviour and integrity in the workplace.
In addition, the aim is to increase the findability of the Confidential Advisor and to reduce the threshold for employees to contact them if something goes wrong.
- Solicited and unsolicited advising of the board and management and contribution to the annual report
On the basis of the code of conduct/protocols applicable within the organization and any notifications, the Confidential Advisor can give advice regarding the policy to be pursued in regards to undesirable behaviour and integrity.
Every year, the Confidential Advisor makes an anonymous report listing the notifications that have been made. This report is discussed with the board.
- Drafting code of conduct, complaints procedure, etc.
For an employer, it is important to lay down the norms and values that apply within the organisation in an employer-specific code of conduct. Its purpose is to set a framework for employees.
A complaint procedure gives employees an opportunity to formally discuss and settle an unsatisfactory situation internally. It hence gives the employer the chance to clear up any misunderstandings. In addition, a complaints procedure contributes to a fair treatment of the complaint.