What is MyComplianceReport?

MyComplianceReport is a web-based portal supported by the third-party vendor, ComplianceLine. It is a comprehensive and confidential reporting tool that enables all Enterprise Personnel to address harassment/discrimination, abuse, and other misconduct in our environment and to promote a healthy and safe experience for everyone.

May I report using either the Internet or the telephone?

Yes. The ComplianceLine Integrity Line accepts reports via telephone (844-754-3343) or the web form.

Is MyComplianceReport and the Integrity Line the same thing?

The ComplianceLine is an all-inclusive term and refers to the MyComplianceReport web-based portal as well as the toll-free telephone number.p>

Can I remain anonymous if reporting through the Integrity Line?

Yes. The ComplianceLine does not attempt to identify reporters, whether submitting telephonically or electronically. Reporters have the option to remain anonymous or provide their name and other contact information. Employees are provided a Report Key that allows for anonymous communication with a member of the Human Resources Department.

What types of situations should I report?

Any questions or concerns regarding actual or potential violations of applicable law, regulation, policy or procedure, or the HR commitments should be reported. Employees are protected from retaliation for concerns raised in Good Faith (believed to be true).

Examples:

• Specific incidents of unacceptable or disruptive employee behaviors (physical or verbal)
• Employee relations matters (hiring practices, retaliation, discrimination, harassment, workplace conflicts)
• Unsafe work environment (safety rules not followed, broken equipment, etc.)
• Ongoing, previously reported HR concerns that require an independent review
• Questions or seek guidance on matters when it is uncomfortable speaking with an internal business partner or member of management

What information do I need to provide about my complaint?

The Human Resources Department must receive specific details concerning the matter in order to facilitate a thorough review. Providing partial or incomplete information may result in case closure due to insufficient information. Information needed to complete a thorough review may include:

• First/last name of person(s) or organization(s) engaged in alleged wrongdoing
• Description of the event, location, and date/time of when event occurred
• Specific details or synopsis of the concern(s) being raised
• First/last names of witnesses to the event or others who may have knowledge of the concern(s) being raised
• How the event was discovered if the reporter was not a participant or directly involved
• Supporting documentation if available, including policies, memoranda, emails, text messages, etc.

Why should I report what I know? What’s in it for me?

Enterprise strives to provide a safe environment where all employees can bring their best selves to work. Enterprise team members have an obligation to report unsafe practices, unethical behavior or violations pertaining to the HR commitments, policy or procedure, or applicable law or regulation. When someone’s actions violate our commitments, our policies or procedures, or applicable laws or regulations, it can harm Enterprise employees. If a law is violated, the result could be civil or criminal action against Enterprise and the employee(s) responsible.

We take any potential violation seriously. Reports of potential misconduct are reviewed carefully and steps are taken to correct the situation, including disciplinary action when appropriate.

Where do these reports go? Who can access them?

Reports made through the ComplianceLine are maintained on a secure server. A limited number of employees in the Human Resources Department can access these reports. These team members are specially trained to handle complex and sensitive matters in a confidential manner.

How long will the investigation take?

Each allegation reported through the ComplianceLine is unique, so the estimated time of completion depends on many factors, such as the complexity of the issue, the number of people involved, the nature and extent of documents or other evidence involved, and the urgency of the matter. Employees may use the Report Key to check on the status of a review or communicate with the lead investigator.

How do I get updates from investigators? How do I share additional details? How do I know the outcome of my report?

Employees are provided a Report Key that allows for anonymous communication with the lead investigator who is a member of the Human Resources Department. The Report Key is a form of a report identification number that allows the employee to check on the status of a case review or communicate with the lead investigator. On the ComplianceLine homepage, click ‘Follow-up’ to ask questions, provide updates or inquire about the status of the review..

What does “confidentiality” mean? Is it the same as “anonymity?”

Confidentiality means that members of the Human Resources Department will not disclose information to individuals outside of the reasonable “need to know” standard. This includes information received, used, maintained or accessed during the course of normal duties, such as case reviews.p>

Anonymity (or “anonymous”) means that enterprise employees may report any concern through the ComplianceLine without disclosing their identity. Reports made in Good Faith will be taken and reviewed without an attempt to identify the reporter.

Be advised that:

• There are circumstances in which confidentiality and anonymity may not be maintained, such as disclosures pursuant to a subpoena or court order, a lawful discovery request or a disclosure necessary to resolve a potential human resources matter.
• Anonymity applies to an employee’s identity.
• Confidentiality applies to information received, used, maintained or accessed.
• Employees may choose to release their identity during or after a completed review.
• Information about a employee’s identity, if provided, will be retained in the Human Resources Department’s records.
• Information shared outside of the ComplianceLine case review process is not protected by the Human Resources Department.
• Information shared through the ComplianceLine may lead to indirect identification of a employee given the specific details provided.li>