alinea’s whistleblower policy

1.1 Purpose

The following Whistleblower Policy has been established to provide guidance to Alinea International employees and sub-contractors on how to deal with known or suspected improper conduct within the organization. The objectives of this Policy are to:

Create awareness of the Policy and available whistleblower protections
Act as a reference guide to potential whistleblowers wishing to make a disclosure
Define the structure of the whistleblower system, including reporting and investigation procedures, whistleblower protections, and confidentiality, among others
Improve the communication and transparency in the processes associated with whistleblowing and assure protection against derogatory consequences, namely reprisals and detrimental action
Complement the current communication channels between employees, sub-contractors and immediate managers, and hierarchical channels flowing to the President and Senior Management team
Provide guidance to all parties involved in either whistleblowing or whistleblower protection.

1.2 Scope

Alinea requires all employees and sub-contractors to observe high standards of business and personal ethics in the conduct of their duties and responsibilities. All employees and sub-contractors of Alinea are required to comply with applicable laws and regulations of Canada and the countries where we operate. Any allegations of known or suspected improper conduct or mismanagement of organizational resources will be dealt with in accordance with this Policy, and reasonable steps will be taken to protect those who come forward with allegations. Alinea’s Whistleblower Policy covers both internal and external whistleblowing, and establishes the controls and procedures for dealing with allegations of malpractice, fraud and violations of our code of ethics and/or laws or regulations that govern our operations. This Policy is intended to encourage employees and sub-contractors to report known or suspected improper conduct or mismanagement of organizational resources and to enable Alinea’s Senior Management team to address and correct inappropriate action. It is the responsibility of all Board of Directors’ members, the Senior Management team, employees and sub-contractors to report concerns about known or suspected malpractice, fraud and violations of our code of ethics and/or laws or regulations that govern our operations. This Policy is applicable to all employees and sub-contractors of Alinea International.

1.3 Reporting Procedures

Alinea recognizes the value of transparency and accountability in its administrative and management practices and supports the making of disclosures that reveal improper conduct or mismanagement of organizational resources. Our internal controls and operating procedures are intended to detect and prevent malpractice, fraud and violations of our code of ethics and/or laws or regulations that govern our operations. As detailed in Alinea’s Employee Policy and Onboarding manuals, employees and sub-contractors are encouraged to share complaints and/or concerns regarding ethical or legal violations with their immediate managers. If the employee or sub-contractor is not comfortable speaking with their immediate manager or is not satisfied with the response, they are encouraged to speak with the Gatineau or Calgary Office Managers, the Vice Presidents or, as required, the Chief Financial Officer. All members of the Senior Management team are required to report complaints and/or concerns about suspected ethical or legal violations in writing to Alinea’s Ethics Committee who has the responsibility to investigate all reported complaints and/or concerns. In the event that the complaint and/or concern is about the President, it should be raised by the employee or sub-contractor to their immediate manager or the Ethics Committee who will determine how the investigation will proceed. All reports will be promptly investigated and appropriate corrective measures will be taken if warranted by the investigation. Alinea’s Ethics Committee is responsible for acknowledging receipt of the suspected violation and notifying the whistleblower of the outcome of the investigation. Anyone filing a written complaint concerning suspected improper conduct or mismanagement of organizational resources must be acting in good faith and have reasonable grounds for believing the information disclosed indicates a violation. Personal grievances or complaints related to employment are not covered under Alinea’s Whistleblowing Policy. For cases such as this, employees and sub-contractors are advised to first refer to Alineas Employee Policy and Onboarding manuals when considering a disclosure under the Whistleblowing Policy. Any allegations that prove not to be substantiated and which prove to have been made maliciously or knowingly to be false will be viewed as a serious disciplinary offense.

1.4 Confidentiality

Maintaining confidentiality is crucial to ensure reprisals are not made against the whistleblower. Alinea is committed to safeguarding the identity of the whistleblower and to protecting the whistleblower against detrimental action taken in reprisal for allegations of suspected improper conduct or mismanagement of organizational resources. The Ethics Committee is responsible for ensuring whistleblowers are protected from direct and indirect detrimental action, and that the culture of the workplace is supportive of suspected allegations being made. Any employee who retaliates against someone who has reported a violation in good faith is subject to discipline up to and including termination of employment.

1.5 Review

Alinea is committed to implementing ‘best practice’ policies and procedures for dealing with allegations of suspected improper conduct or mismanagement of organizational resources (as defined by this Policy) and the management and protection of whistleblowers making allegation(s). This Policy will be reviewed periodically to ensure it meets the objectives of relevant legislation and remains effective for Alinea, and may be changed at the discretion of the Board of Directors at any time. For allegations of fraud, securities law, or human rights concerns, or when you are not satisfied or uncomfortable with following the Company’s open door policy, individuals should contact the Company’s Ethics Committee directly.

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The current chapter of the Police Stabilization Project (PSP) is coming to a close—but its impact will live on.

Launched in the second year of Russia’s full-scale invasion of Ukraine, PSP was born out of urgency, partnership, and purpose. As violence escalated and the safety of Ukrainian civilians and institutions came under threat, the need to support local law enforcement grew clearer than ever. Canada responded by building on its long-standing partnership with Ukrainian police forces and civil society, laying the groundwork for a program rooted in solidarity, trust, and a shared commitment to lasting change.

From the outset, the PSP was designed not just as a crisis response, but as a strategic investment in people, institutions, and public safety. In collaboration with the National Police of Ukraine (NPU), the Patrol Police, and the Ministry of Internal Affairs (MOIA), the PSP focused on equipping Ukrainian police officers with the tools, training, and systems needed to respond to emerging and evolving challenges brought on by the war. These efforts went beyond technical skills—they prioritized resilience, compassion, and connection with the communities the police serve.

Together with our Ukrainian partners, we strengthened police responses to gender-based violence, a growing concern in conflict-affected areas. We introduced training and resources to ensure survivors have access to timely, respectful, and trauma-informed support. We also worked to rebuild and reinforce trust between law enforcement and local communities, with a strong focus on transparency, communication, and community engagement.

Equally important was our work to support the mental health and wellbeing of Ukrainian police officers. As the war placed immense psychological strain on those working on the front lines of public safety, the PSP introduced new supports, tools, and resources to help officers process trauma and stay healthy in their roles. This investment in officer wellbeing not only helped improve morale and job performance—it also ensured a more responsive and empathetic police force for Ukrainian citizens.

What makes the PSP stand out, however, is not just the number of trainings held or strategies implemented. At its core, this has always been a project about people. About the trust we built with officers who put their lives on the line every day. About the survivors who felt seen and heard. About the communities that found stability in times of chaos. And about the partnerships—between countries, agencies, and individuals—that allowed all of this to happen.

As we near the formal end of the project, we are proud to reflect on what we’ve achieved together. Over the next few weeks, we’ll be sharing stories, results, and reflections from our time working on the PSP. We hope they not only honour the work that’s been done, but inspire continued collaboration and commitment to the safety, dignity, and resilience of Ukraine’s people.

💙 PSP was more than just a project. And while this chapter may be ending, the relationships and lessons we’ve built will continue to shape our shared future.