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.

Click here to close window

As Canada celebrates International Development Week, it is essential to highlight impactful initiatives that drive sustainable progress in communities across the globe. One such initiative is the Strengthening Access, Inclusion, and Leadership for Sexual and Reproductive Health and Rights (SAIL-SRHR) project being implemented in Jamaica. Through a holistic approach that integrates economic empowerment with critical health education, SAIL-SRHR is playing a transformative role in helping to achieve key Sustainable Development Goals (SDGs), particularly No Poverty (SDG 1) and Good Health and Well-being (SDG 3).

Poverty remains one of the most pressing issues in Jamaica, disproportionately affecting young people. Limited economic opportunities often result in high unemployment rates and vulnerability to social and economic instability. Recognizing this challenge, the SAIL-SRHR project actively supports youth entrepreneurship by providing training, mentorship, and seed funding to young people, empowering them to start and sustain small businesses. This is achieved through social enterprise initiatives that also have a positive impact on the wider community. By equipping young people with business skills, financial literacy, and access to startup resources, the SAIL-SRHR project fosters self-sufficiency and economic resilience. These initiatives are expected to not only generate income for individuals but also create ripple effects in communities, fostering economic growth and stability.

In addition to economic empowerment, SAIL-SRHR prioritizes the health and well-being of young people by providing comprehensive sexual and reproductive health (SRH) training sessions. Access to accurate SRH information is vital in reducing unintended pregnancies, sexually transmitted infections (STIs), and other health risks that affect young people. Through interactive workshops and peer education initiatives, SAIL-SRHR ensures that young people have the knowledge and resources to make informed decisions about their health. These training sessions cover essential topics such as sexually transmitted infections, positive masculinity and HIV/AIDS prevention. By promoting SRHR education, the project is contributing to better health outcomes for young people across Jamaica.

The strength of the SAIL-SRHR project lies in its integrated approach which addresses poverty and health simultaneously. Economic empowerment enables young people to take control of their financial futures, reducing vulnerabilities linked to economic hardship. At the same time, improved access to SRHR services enhances overall health and well-being, ensuring a stronger and more resilient generation.

As Jamaica continues its journey towards achieving the Sustainable Development Goals, initiatives like SAIL-SRHR serve as a model for sustainable development. By investing in young people, providing economic opportunities, and promoting sexual and reproductive health, the project is fostering long-term change that benefits individuals, families, and entire communities.