{"id":105360,"date":"2025-08-26T15:38:01","date_gmt":"2025-08-26T13:38:01","guid":{"rendered":"https:\/\/www.cfrcalatori.ro\/plan-de-integritate-al-intreprinderii-si-mecanismul-de-raportare-de-catre-avertizorii-in-interes-public\/"},"modified":"2026-03-19T14:26:13","modified_gmt":"2026-03-19T12:26:13","slug":"enterprise-integrity-plan-and-whistleblower-reporting-mechanism","status":"publish","type":"page","link":"https:\/\/www.cfrcalatori.ro\/en\/enterprise-integrity-plan-and-whistleblower-reporting-mechanism\/","title":{"rendered":"Enterprise integrity plan and whistleblower reporting mechanism"},"content":{"rendered":"
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<\/i> List of gifts received, according to Law no. 251\/2004 and their destination <\/i><\/a><\/h5>\n<\/div>\n
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Not the case.<\/div>\n<\/div>\n<\/div>\n
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<\/i> Whistleblowing Mechanism – Integrity Whistleblower <\/i><\/a><\/h5>\n<\/div>\n
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Conditions to be met in order for whistleblowers to benefit from protection measures<\/p>\n

The law provides for three cumulative conditions to be met in order for whistleblowers to benefit from protection measures, namely:
\n\u2013 the whistleblower must be one of the persons who make reports in accordance with the provisions of the law (employee, former employee, shareholder in a company, volunteer, etc.) and who obtained information regarding violations of the law in a professional context;
\n\u2013 the whistleblower must have had reasonable grounds to believe that the information regarding the reported violations was true at the time of the report;
\n\u2013 the whistleblower must have made an internal report, an external report or a public disclosure.<\/p>\n

Whistleblower immunity in the public interest<\/p>\n

In order to protect against retaliation, whistleblowers benefit from the following protection measures:
\n\u2013 if a report or public disclosure was made in accordance with the law and they had reasonable grounds to believe that the report or disclosure was necessary to disclose a violation of the law, the whistleblower does not violate the legal provisions or contractual clauses regarding the disclosure of information and is not liable for the public reporting or disclosure of such information,
\n\u2013 if they acquire or access data and information of which they are aware by virtue of their job duties or employment relationships, they are not liable if the access or acquisition is for the purpose of reporting or publicly disclosing a violation of the law, and the public reporting or disclosure was made in accordance with the law,
\n\u2013 in legal proceedings concerning violations such as violation of image rights, violation of copyright, violation of professional secrecy, violation of data protection rules, disclosure of trade secrets or actions in compensation, liability cannot be incurred as a result of public reports or disclosures made under the law,
\n\u2013 if a person reports or publicly discloses information regarding violations of the law under the law and this information includes trade secrets, such public reporting or disclosure is considered legal under the law in force,
\n\u2013 whistleblowers who have made a public report or disclosure under the terms of this law are entitled to full compensation for the damage suffered as a result of the public report or disclosure.<\/p>\n

According to the law, any form of retaliation against whistleblowers in the public interest is prohibited, in particular those concerning:<\/p>\n

\u2013 suspension of the individual employment contract or service relationship;
\n\u2013 dismissal or release from public office;
\n\u2013 modification of the employment contract or service relationship;
\n\u2013 reduction of salary and change of working hours;
\n\u2013 demotion or impediment to promotion in employment or in the public service and professional development, including through negative evaluations of individual professional performance, including civil servants, or through negative recommendations for professional activity;
\n\u2013 application of any other disciplinary sanction;
\n\u2013 coercion, intimidation, harassment;
\n\u2013 discrimination, creating another disadvantage or subjecting to unfair treatment;
\n\u2013 refusal to convert a fixed-term employment contract into an open-ended employment contract, where the worker had legitimate expectations that he or she would be offered a permanent position;
\n\u2013 refusal to renew a fixed-term employment contract or early termination of such a contract;
\n\u2013 causing damage, including to the reputation of the person concerned, in particular on social media platforms, or financial loss, including in the form of loss of business opportunities and loss of income;
\n\u2013 inclusion on a negative list or database, based on a sectoral or industry-wide agreement, formal or informal, which may imply that the person concerned will not find a job in the future in that sector or industry;
\n\u2013 unilateral extrajudicial termination of a contract for goods or services, without the conditions in this regard being met;
\n\u2013 cancellation of a license or permit;
\n\u2013 request for a psychiatric or medical evaluation.<\/p>\n

The whistleblower may challenge the measures ordered as retaliation against him by means of a request addressed to the competent court, depending on the nature of the dispute, in whose territorial jurisdiction he is domiciled.<\/p>\n

Contact details and time frame of the person responsible for monitoring the reports made by the whistleblower in the public interest:<\/p>\n

\u2022 By e-mail to the address: avertizor@cfrcalatori.ro;
\n\u2022 Through postal services at the address: SNTFC\u201d CFR Calatori\u201d SA- Dinicu Golescu Blvd., no. 38, Sector 1, Bucharest<\/p>\n

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\nFormular de sesizare a neregularitatii <\/legend>\r\n\r\n
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