Digital whistleblowing system of GPNZ (Gesellschaft für Praxisnachfolge in der Zahnmedizin) 

We value honesty, integrity and transparency.

Compliance with laws, rules and internal regulations is a top priority for GPNZ ("company"). Only if we act in compliance with the law and with integrity do we protect our company, our employees and our business partners, service providers and their respective employees in our supply chain. The whistleblower system receives concrete indications of potential misconduct by employees of the company.

It requires the attention and willingness of everyone to point out breaches of rules in the event of concrete information. These can be reported confidentially to the whistleblower system - at any time. This includes, for example, violations of laws such as antitrust law, corruption, human rights violations, theft or discrimination.

Protection for all involved

The whistleblower system guarantees the greatest possible protection for whistleblowers and those affected. An investigation is only initiated after careful examination of the information and if there are concrete indications of a violation of the rules. Information is handled in a fair and confidential process. Discrimination, intimidation or hostility that occurs because of a report made to the Company's whistleblowing system will be investigated and punished according to the same process.

Making a report - but doing it right!

Upon receipt of a whistleblower report, the company's service provider will process the report in accordance with all required procedural principles (e.g. confidentiality, protection of whistleblowers). In order to process cases and, if necessary, initiate appropriate investigative measures, dialogue with the whistleblower is often necessary. Therefore, it is important that the whistleblowing is formulated as concretely as possible. It is helpful if you consider these five questions when making a report:

    Who? - Who is it about? Who is affected?
    What? - What has happened? Describe the facts of the case.
    When? - When was the incident?
    How? - How often did it happen?
    Where? - Where did the incident occur?

Whistleblowers should make sure that the descriptions can also be understood by people outside the field. To this end, it is helpful if they are available for further questions. If there is a willingness to do so, but anonymity towards the compliance service provider and the company is to be maintained, the whistleblowers can use the anonymous reporting channels.

In addition to our service provider Hinweisgeberexperte, other departments within the company may also be involved in the processing of information. In the case of justified indications, the company normally investigates the facts of the case, if necessary with the help of other internal or external experts. Likewise, the service provider cooperates with the human resources department in the clarification and initiates measures if these are necessary. If subsidiaries of the company are affected, the respective companies are responsible for processing the information on their own.