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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Sri Lanka is a multi-ethnic, lingual religious and cultural country that emerged from a 30-year civil conflict. Recognition of the language rights of women and men who speak Sinhala and Tamil is critical to improving socio-economic stability.

Funded by Global Affairs Canada, the National Languages Equality Advancement Project (NLEAP) works closely with key government institutions and civil society organizations to promote and protect the language rights of all citizens by implementing the Official Languages Policy of Sri Lanka.

NLEAP recently supported Viluthu, an organization that empowers local communities and builds the capacity of Community-Based Organizations (CBO), to produce and develop a compelling series of videos demonstrating the impact of Language Rights and how it improves livelihoods.

Sarala’s Story | Puttalam | North Western Province

When a fight broke out between two groups in her neighbourhood, Sarala immediately called 119. The first responders couldn’t understand what she was saying in Tamil, and as a result, the police arrived too late. The delay resulted in many people being admitted to the hospital injured or stabbed. Language was a barrier to Sarala and her community receiving the help they needed in time.

Sabriya’s Story | Puttalam | North Western Province

Sabriya is a member of her rural development authority. Listen to Sabriya as she shares how Language Rights Violations adversely impacted the loan a fellow member received when he applied for a low-income business support loan. The Viluthu training that Sabriya received on language rights advocacy equipped her with the skills necessary to gather evidence and address the violation, which paved the way for her fellow member to receive a fair share of the loan.

Chandika’s Story | 5th Mile Post | Trincomalee | Eastern Province

Listen to Chandika as she shares how the Language Rights training she received from Viluthu helped her to get the road in her village built.
Viluthu organizes training and forums for Civil Society Organizations to engage with Public Service Institutions to address language rights violations. The training equips community-based organization members like Chandanika with the skills to gather evidence and ensure accountability for public service delivery.

Nizamiya’s Story | Trincomalee | Eastern Province

Social Activist Nizamiya shares how Language Rights violations in banking, education and health services impact her community. Viluthu hosts events where local communities can connect with relevant Government Officials to address such Language Rights Issues. Nizamiya explains how the events create a platform for community members to raise and resolve issues they face because of Language Rights violations in these sectors. Viluthu builds the capacity of Community-Based Organizations (CBOs) that empower local communities.

Nanthini’s Story | Trincomalee | Eastern Province

When Nanthini took her little baby to the local hospital for her first immunization, the staff could not communicate with Nanthini in the language of her choice – Tamil. Because of the miscommunication, Nathini’s baby missed her first immunization. The language limitations of the hospital staff put Nanthini’s baby’s health at risk. The language rights training conducted by Viluthu gave Nanthini and her community the knowledge, skills and confidence to advocate for a Tamil Translator to be posted at the hospital that served their community. This training ensures that no other parent should endure the agonizing anxiety Nanthini suffered because of Language Rights violations.