In following languages: English, German, Spanish, French und Portugese here
(For complaints about corruption, violation of DAHW Code of conduct, Child protection policy, guidelines or any malicious acts or fraud)
Since its’ inception DAHW is entrusted with funds from individual donors and institutions and has established itself as a reliable and principled organisation among its partners, authorities and donors. However, in common with all organisations, DAHW faces the risk of activities going wrong or of unknowingly harbouring malpractices. We believe that we have the duty to take appropriate measures to identify such situations and attempt to remedy them. On this basis, by establishing an Internal Complaints management system, DAHW commits itself to ensure that any person or institution that raises genuine concerns about malpractice can do so without fear of identity disclosure or reprisals.
This policy is applicable to all staff who works on behalf of DAHW, regardless of location and type of contract. In this context, ‘staff’ includes employees both in Germany and abroad, representatives of the board, project partners, and consultants executing short-term assignments, trainees and volunteers.
The internal complaints management is not responsible for any complaints about matters concerning German Labor laws and/ or any issues, complaints or disputes concerning the working contract of DAHW in Germany. The German DAHW "Betriebsrat" (works council) is the counterpart for employees in Germany with working contract with DAHW Germany.
'Malpractice’ for the purposes of this policy is defined as any breach of the codes of conduct and their annexure. Among others it includes: fraud, corruption, sexual misconduct, violence at the work place and in the home environment, criminal offences, breaches of legal obligations (including negligence, breach of administrative law), abuse of power, disregard of health and safety or damage to the environment.
In order to facilitate anonymous reporting, DAHW has commissioned an external Ombudsperson to receive the first information. The ombudsperson is also assigned a particular email address email@example.com which guarantees anonymity. Once the Ombudsperson reviews the complaint in detail, S/he decides upon sole discretion who / which body will be tasked to work on this report/hint.
For any hint/report received, an electronic file will be opened where any further actions are documented. This electronic file will only be closed when the Supervisory Body has agreed to close the case.
Should any substantial evidence for criminal acts have been presented, Ombudsperson can start a legal pursuit and inform specialized lawyers. In such serious circumstances/cases the board of directors and the supervisory boards must immediately be informed.
For complaints against persons (co-workers) or leading management at least the next in rank or the next higher institution immediately needs to be informed.
In case anonymous information with insufficient information is received, the Ombudsperson should try to gather as much information as possible. If all the efforts fail, S/he may bring it the notice of the Supervisory Board and may close the case in mutual agreement with them.
Any person or institution who has a serious and well-found concern about any perceived or actual breach of the Code of Conduct by DAHW staff can raise their complaints. The Complaint may be sent via email firstname.lastname@example.org or per post (ombudsman, DAHW Deutsche Lepra- und Tuberkulosehilfe e.V. Raiffeisenstrasse 3, 97080 Würzburg, Germany) in English, German, French and Spanish. You can also use the online-form to send your concern.
Any complaints received via email or post will only be accessed by the Ombudsman. If you want to raise the complains but want to remain anonymous, please consider the following:
as there is no possibility to contact you again for clarifications, as much details as possible should be contained in the initial reporting, to enable a just and fair investigation.
Violations of DAHW’s guidelines may have serious implications for DAHW as an organisation as well as for the staff concerned. Any investigation activity will be carried out without regard to a person’s relationship with DAHW, their position or length of service.
When the violence/breach is done against an individual, while implicating the staff for breach of the code, DAHW feels responsible to support the person against whom the violence is directed.
DAHW will treat all disclosures of malpractice seriously, and protect the person/institution that raises concerns in good faith. However, appropriate action will be taken in accordance with disciplinary procedures against person/institution that is found to have made a disclosure that they know to be untrue.