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

Each evening, as the Binh Dien wholesale market in Ho Chi Minh City winds down, SAFEGRO teams and market supervisors begin their hygiene sampling work. They walk through the stalls collecting direct samples from surfaces that come into contact with food, including countertops and tools. They also collect indirect samples from areas that pose a risk of cross-contamination, such as floors and hanging signs.

This is not just another inspection. This is science in action.

On World Food Safety Day 2025, celebrated globally under the theme “Food safety: science in action,” Vietnam’s SAFEGRO program is turning the spotlight to where it matters most: monitoring the everyday environments where food safety can most immediately prevent foodborne illness – wholesale and retail markets that serve millions.

A global message, a local mission

The World Health Organization (WHO) and FAO are clear: science is the backbone of safe food systems. But for science to matter, it must reach every corner – not only in policy briefs or laboratories but also in markets like Binh Dien and Van Duc where food is handled every day. That’s where SAFEGRO, funded by Global Affairs Canada and implemented by Alinea International and Guelph University, together with key government partners, is focusing food safety science.

“SAFEGRO is showing that food safety isn’t an abstract idea. It’s about what happens at your vendor’s stall, in your kitchen, and at your lunch table,” said Mrs. To Lien Thu, SAFEGRO food safety expert. “Science is action.”

At Binh Dien: Science on the ground

In Ho Chi Minh City, SAFEGRO’s work at the Binh Dien wholesale market – one of Southeast Asia’s largest – brings food safety science into everyday practice.

Following technical training of market staff, over two months, hygiene checks were carried out in major vendor areas cleaning surfaces. In May, sanitation effectiveness was checked daily; in June, three times per week. Sampling followed a structured protocol, using laboratory and quick tests for bacteria such as E. coli and Salmonella (ATP, TPC) to identify microbial risks before and after to demonstrate the benefits of cleaning, sanitation and disinfection.

Beyond testing, SAFEGRO held mini-lab training, showing vendors how to collect samples, swab surfaces, and interpret results. These sessions turned market staff into active food safety stewards.

Previously, monitoring relied on occasional government checks. Now, thanks to SAFEGRO, market managers are taking the lead in monitoring hygiene themselves.

At Van Duc: retail markets join the scientific movement

In Hanoi, science is also changing behavior – one vendor at a time.

At Van Duc Market, a bustling retail hub, SAFEGRO trained small traders in practical hygiene, cleaning, and sanitation. Among them was Mr. Nham, a vermicelli maker. He became a local hero of food safety: first to arrive at training, last to leave. He learned the 6-step handwashing method, cleaning his stall meticulously, and asked questions about contamination risks.

“I am very grateful for the training,” he said. “The lessons are practical, and the teacher is very dedicated and easy to understand.”

The curriculum, led by Mrs. Thu, taught retailers to:

Store produce at least 10 cm off the ground
Avoid using old chemical containers for food
Wash hands before and after handling food
Clean and sanitize not just their stalls, but their phones
Avoid eating at their selling points

These may seem simple, but each behavior is backed by global food safety science – and directly contributes to reducing risks of foodborne illness.

From Knowledge to Culture

The core of SAFEGRO’s success lies in cultivating a positive food safety culture – a shared responsibility for behavior changes across the supply chain. Whether through scientific monitoring in Binh Dien or hygiene education in Van Duc, the approach is grounded in empowerment, not enforcement.
This aligns with WHO’s 2025 message: Food safety is not static. It is proactive. It is collaborative. It is built on science. It requires individual responsibility imbedded in a food safety culture.
And science, as SAFEGRO shows, is not just about data – it’s about people. Families now eat more confidently. Traders take pride in cleaner practices. Vendors speak the language of microbial risk, often for the first time.

Every step in the food chain is closely connected. If one part doesn’t do well, it can harm not just one person’s health, but the whole community – and even future generations, if harmful substances affect our ability to have healthy children. A strong and lasting food safety culture only happens when everyone takes part, shares responsibility, and understands the science behind safe food in daily life.

Looking Forward: Prepared and Protected

As food systems face increasing pressure from climate change, urbanization, and emerging pathogens, the message of World Food Safety Day 2025 feels prescient: science must not only inform us but prepare us.

In Vietnam, SAFEGRO is making that future real – not with sweeping mandates but with handwashing stations, lab and rapid field kit testing, transparent results, and informed communities.

“Preparedness is protection,” said Thao Ho, a SAFEGRO expert. “And science is the path.”

From Ho Chi Minh City’s wholesale engines to Hanoi’s neighborhood stalls, food safety science is no longer locked in laboratories. It’s on the ground. It’s in action. And it’s protecting lives.