Employee
Grievances
HK inno.N operates a grievance handling system to manage risks related to human rights. HK inno.N, in accordance with its human rights policy, encourages employees to freely report their concerns and needs anonymously through internal reporting channels, supported by regular training sessions.
The company operates various channels, including the intranet, company website, and email, to ensure accessibility for employees, enabling them to report and seek remedies for any negative impacts. Depending on the nature of the report—such as workplace bullying, sexual harassment, or violations of ethical management—dedicated personnel are assigned for counseling and investigation to ensure prompt and professional handling. Efforts are made to reach mutually agreed resolutions with the whistle-blower. Additionally, the reporting channels are designed to allow whistle-blowers to track the resolution process, enhancing predictability, trust, and transparency from their perspective.
In line with its human rights policy, HK inno.N guarantees the confidentiality of whistle-blowers. All procedures, including reporting, receipt, processing, and notification of results, ensure that details such as the content of the report, reporting date, and progress are kept confidential to prevent identification of the whistle-blower. Investigators are obligated to maintain confidentiality and take necessary measures to ensure that whistle-blowers do not face any disadvantages as a result of their reports. Investigators are obligated to maintain confidentiality regarding the reported content, and any retaliatory actions against the reporter (e.g., personnel disadvantages, acts of retaliation) are strictly prohibited. If the possibility of retaliation is detected, immediate protective measures (e.g., department transfer, job reassignment) will be implemented. Investigators are obligated to maintain confidentiality regarding the reported content, and any retaliatory actions against the reporter (personnel disadvantages, acts of retaliation) are strictly prohibited. If the possibility of retaliation is detected, immediate protective measures (e.g., division transfer, job reassignment) will be implemented.
