Every employee has a responsibility to report potential violations of the law, WBCM, or Company policy that you witness or become aware of. Examples of potential violations that should be reported include, but are not limited to:
- Improper accounting, failure to follow disclosure guidelines, internal control deficiencies and misrepresentation of information.
- Misuse of funds, improper procurement, sourcing, or supplier overbilling, theft, and other acts of fraud.
- Significant misconduct such as discrimination, retaliation, harassment, threats or violence, substance abuse, bribery, corruption, or acting with a conflict of interest.
Potential violations of the law, WBCM, or Company policy by an employee, non-employee, or any other entity acting on behalf of P&G, which have not already been raised through the proper channels, can be reported through:
- Any manager in Human Resources, the Ethics & Compliance Office, Finance & Accounting, Global Internal Audit, P&G Legal, or Global Security.
- The Worldwide Business Conduct Helpline*
- The Ethics & Compliance Office
- The Ethics & Compliance Committee
- The Corporate Secretary of The Procter & Gamble Company
Contact information for the Ethics & Compliance Office, Ethics & Compliance Committee and Corporate Secretary is available in the Resources section at the end of our WBCM.
The Worldwide Business Conduct Helpline is available around the world 24 hours a day, seven days a week. It is staffed by an independent company and can take calls in most languages. When calling the Worldwide Business Conduct Helpline, you can report actual or suspected violations anonymously, where allowed by applicable law. Please keep in mind that it may be more difficult or even impossible to thoroughly investigate reports that are made anonymously. You are therefore strongly encouraged to talk directly with a P&G manager, if possible, or share your identity when making a report via the Worldwide Business Conduct Helpline. Protecting the identity of innocent people and preventing retaliation for people who make reports in good faith are a priority for P&G.
Certain types of workplace disagreements or performance feedback are best addressed through your management or Human Resources rather than being reported as a potential violation. Examples include, but are not limited to:
- Disagreements with co-workers about working style, working hours, or personal preferences.
- Dislike or dissatisfaction with one's manager or supervisor.
- Performance feedback or constructive criticism.
- Minor conflicts or misunderstandings that can be resolved through open communication.
- General workplace grievances or interpersonal issues that do not involve violations of laws or Company Standards.
For these types of concerns, your management or Human Resources can provide guidance, support, and assistance in addressing these matters effectively.
*Externally, may be referred to as a whistleblower line.
