Do you wish to report a grievance, breach of law or violation of company policy? In addition to management or your line manager as internal points of contact, you are welcome to approach our ombudsman in confidence — and anonymously, if you prefer.
The ombudsman provides an additional avenue — alongside internal points of contact — for reporting grievances, unlawful conduct, and violations of internal policies in connection with the business activities of USG-Blexen GmbH, on a confidential basis. The overarching aim is to prevent harm to employees, business partners, and USG-Blexen GmbH itself.
Current or former employees of USG-Blexen GmbH, as well as business partners, may submit reports to the external ombudsman — anonymously, if preferred.
The service is free of charge for the reporting person. Further information about the ombudsman, the submission of reports, and how they are handled can be found in the FAQ below.
The trusted solicitor can be contacted as follows:
Herr Dr. Carsten Thiel von Herff, LL.M. Loebellstraße 4 D – 33602 Bielefeld
Employees have the right to raise concerns about circumstances that suggest a breach of law or internal policy. The ombudsman receives these reports and provides a legally protected, confidential channel outside the company. He advises the reporting person of their rights and explains the next steps. The ombudsman will only pass a report on to his contact within the company with the explicit consent of the reporting person.
The ombudsman may be involved in the process as a trusted intermediary and is available to the reporting person as a point of contact at any time.
All current and former employees, as well as external parties such as suppliers or service providers, may contact the ombudsman
The ombudsman accepts reports concerning breaches of law and internal violations. The primary aim is to investigate and prevent white-collar crime, accounting offences, and financial damage. However, any violations of the code of conduct — such as discrimination — may also be reported.
Yes. The reporting person alone decides what information they provide to the ombudsman, and what information the ombudsman may pass on to the company in a second step. Only in cases of misuse — that is, where reports are knowingly false — is the ombudsman authorised to share information against the reporting person’s wishes. The ombudsman will clarify this at the first point of contact.
No, the service is free of charge for everyone.
Yes, reporting persons may contact the ombudsman anonymously. This applies from the very first point of contact. Where desired, the ombudsman will subsequently maintain the reporting person’s anonymity vis-à-vis the company.
The report will be followed up in accordance with the law and internal policies, and with due regard for the interests of all parties involved. To this end, the ombudsman will review the report and then forward it to his contact within the company.
The reporting person may contact the ombudsman at any time to enquire about the current status. At the latest upon conclusion of the matter, the reporting person will be informed of the outcome by the ombudsman, to the extent permitted by law.
No, the ombudsman is not permitted to represent a reporting person in administrative or court proceedings. He therefore cannot and may not take any steps to enforce the reporting person’s individual rights or claims through legal action.
Yes. The ombudsman acts as an independent, self-employed solicitor and is not subject to any instructions from the company regarding the handling of matters. The ombudsman decides at his own professional discretion whether and to what extent he may pass a matter brought to his attention on to the company.
Initial contact can be made by telephone, email, SMS, post, or in person.
Yes. Every employee may continue to approach their line manager or senior management as points of contact.
Yes. The reporting person is protected. Any act of retaliation against a reporting person will not be tolerated.
Despite scepticism that is sometimes expressed, cases of malicious reporting are in fact very rare when an ombudsman is appointed. Nevertheless, at the start of every conversation the ombudsman informs the reporting person that misuse of the whistleblowing system will not be tolerated, and that in the event of deliberate, knowing misuse, the ombudsman is obliged to pass the reporting person’s details on to the company. In any case, employees who deliberately misuse the whistleblowing system face disciplinary consequences.
The ombudsman ensures compliance with statutory retention obligations and data protection regulations. The personal data collected is limited to information relating to the identity of the reporting person and the person(s) concerned. The company’s data protection officer regularly reviews the whistleblowing system for compliance with data protection requirements.
No. The presumption of innocence applies. Every report is followed up in accordance with the law and internal policies, and with due regard for the interests of all parties involved. Any possible measures will only be decided upon once the matter has been concluded.
Provided the report was made in good faith — that is, not knowingly false — the reporting person need not fear any consequences.
No, use of the ombudsman is voluntary. He has been established as an additional point of contact.
Yes. You are welcome to visit the ombudsman in person at any time for a confidential conversation.
Yes.
Yes, travel costs will be reimbursed by the company. The ombudsman handles the reimbursement process, ensuring that anonymity is maintained here as well, where required.
Yes. At the latest upon conclusion of the matter, the reporting person will be informed of the outcome by the ombudsman, to the extent permitted by law.
No. Should the ombudsman be called as a witness in criminal, civil, or other proceedings, he will only disclose the name and identity of the reporting person if expressly permitted to do so by both the company and the reporting person.
Yes. Initial contact with the ombudsman can be made on a completely confidential basis. The ombudsman will advise the reporting person of their rights at the start of the conversation. Only at the end of the conversation does the reporting person decide whether, and in what form, the information is to be passed on to the company.
The ombudsman can be contacted even if the reporting person may have committed an offence themselves. On the one hand, the ombudsman can advise the reporting person of their rights; on the other, a voluntary disclosure within the context of the existing employment relationship is viewed positively and may have a mitigating effect in any subsequent court proceedings.
No. Only in narrowly defined exceptional circumstances involving truly serious criminal offences does a general obligation exist for anyone to report a criminal offence to the relevant authorities.
In such a case, the ombudsman may contact the company’s senior management directly.
This cannot be answered in general terms. Some reports can be concluded within a matter of hours, whilst more extensive investigations may take several weeks.
