{"id":14815,"date":"2026-08-24T07:00:53","date_gmt":"2026-08-24T05:00:53","guid":{"rendered":"https:\/\/www.technoacque.com\/segnalazioni\/"},"modified":"2026-08-24T09:25:14","modified_gmt":"2026-08-24T07:25:14","slug":"whistleblowing","status":"publish","type":"page","link":"https:\/\/www.technoacque.com\/en\/whistleblowing\/","title":{"rendered":"Whistleblowing"},"content":{"rendered":"

Whistleblowing<\/h1><\/div>

Employees of TECHNOACQUE SRL and relevant stakeholders may submit reports and\/or complaints regarding incidents of abuse, harassment, or illegality occurring in the workplace that violate the gender equality principles outlined in UNI\/PdR 125:2022. Reports can be made:<\/p>\n

    \n
  • Anonymously:\n
      \n
    • By using the online reporting form provided below.<\/li>\n
    • By sending a letter to the company\u2019s registered office, addressed to the Gender Equality Committee, with the label “CONFIDENTIAL”.<\/li>\n<\/ul>\n<\/li>\n
    • Identified:\n
        \n
      • If the individual wishes to disclose their identity, they may also use the dedicated email address segnalazioni@technoacque.com<\/strong>.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n

        Reports may relate to the following issues:<\/p>\n

          \n
        • Physical abuse<\/li>\n
        • Verbal abuse<\/li>\n
        • Digital harassment<\/li>\n
        • Mobbing (workplace bullying)<\/li>\n
        • Lack of inclusivity<\/li>\n
        • Discrimination (based on gender, race, religion, sexual orientation, etc.)<\/li>\n
        • Pay disparities<\/li>\n
        • Use of inappropriate language<\/li>\n
        • Behavior contrary to company principles and policy<\/li>\n
        • Forced and compulsory labor<\/li>\n
        • Freedom of association and collective bargaining rights<\/li>\n
        • Disciplinary procedures<\/li>\n
        • Working hours<\/li>\n
        • Management system<\/li>\n<\/ul>\n

          It is important to note that the identity of the whistleblower remains anonymous and will be protected in all contexts following the report.<\/p>\n

          If the report leads to disciplinary proceedings, the whistleblower\u2019s identity cannot be disclosed without their consent, unless their identification is absolutely necessary. The report is exempt from public access under Articles 22 and following of Law No. 241 of August 7, 1990.<\/p>\n

          Any employee who believes they have been discriminated against at work due to submitting a report may inform the Gender Equality Committee, either directly or through labor unions, regarding the discriminatory actions they have experienced<\/p>\n<\/div>