Reporting and Notification Hub

Whistleblowing is about speaking up when you discover something truly serious - something that violates the law, our ethical guidelines and norms, or misconduct. 

Some examples of topics this may include: 

• Life/Health threatning situations

• Environmental damage

• Financial crime

• Abuse of power

• Breach of data security

Good to know:

Our reporing system is intended for serious matters. It is not meant for personal employment issues such as salary disputes or interpersonal conflicts, unless these are directly related to the serious concerns mentioned above.

How do you report?
We always encourage you to talk to your manager, General Manager (GM), or the People Experience team (people@strawberry.no) first. If this is not possible or appropriate, you can submit a report via our whistleblowing function channel by PwC.

Both employees, consultants, suppliers, guests and other external parties can use the channel and report any irregularities or suspicions of illegal acts and crimes. NOTE! You can report anonymously, but open communication often helps ensure a more thorough investigation.

Your safety is important to us!

We take your privacy seriously and guarantee confidentiality and protection from retaliation for reporting. All reports are evaluated, and if they involve misconduct as defined in the policy, an investigation will be initiated promptly.

Please note: Make sure to familiarize yourself with our policy  before submitting a report.

Your voice is important in maintaining a safe and fair working environment for everyone ♥️

The employer is responsible for systematically checking the workplace's fire protection and ensure that fire drills are carried out at least once a year.

All employees are responsible for familiarizing themselves with the workplace's evacuation plans and keeping up-to-date on the procedures that apply in the event of a fire and evacuation. All employees also have an obligation to immediately report to the immediate manager upon discovery of any deviations regarding emergency exits, emergency exit signs, fire alarms, evacuation plans and fire extinguishers.

All employees must adhere to their workplace fire instructions. All employees at Strawberry must put themselves in safety and meet up at the meeting point. In addition, many employees have special duties. Your manager will inform you of the fire instructions and the yearly fire drills.

Harassment, threats, violence and robbery are criminal acts (Criminal Code) and completely unacceptable in our workplace.

Harassment can consist of pushing, holding, throwing objects at someone or the like. Likewise, shouting, profanity or derisive behavior can seriously offend a person.

Threats can exist if someone intentionally causes serious fear for personal safety or property by act or word. Abuse can exist if someone intentionally causes harm or pain to a person.

Robbery is, for example, acquiring something that belongs to someone else through threats or violence.

If you feel vulnerable, contact your immediate manager - all forms of threats, violence and robbery must be reported. Strawberry does not accept that its staff are subjected to threats, violence or robbery and will report such incidents to the police.

Your immediate manager will follow up with you and, if necessary, professional help will be offered to process your experience.

• Never resist

• Meet all requirements and be compliant

• Keep calm

• Listen actively – Don't talk too much

• Respect the territory - Do not threaten yourself

• Create breathing space – Cancel, possibly move to another location

• Leave if the threat increases - Escape

• Call the police, call 112

Strawberry employees have the right to verbally ask individuals to leave if they are not following regulations or are behaving inappropriately on our premises. If needed, contact security or the police — only they are authorized to physically remove someone.

It’s important to highlight that employees should never put their own life or health at risk in these situations. Your personal safety always comes first!

If you get injured at work, you must notify your manager. In case of personal injury, we shall limit the magnitude of the injury, offer necessary support to the employee and his or her family, and ensure that the relevant authorities are notified of the incident.

Checklist of what to do in the event of personal injury during working hours:

1. First, a form for NAV must be filled out. It is sent directly to NAV. The form can be found here. Also send a copy to the insurance department at Strawberry.

2. The manager must then send our injury notification form for occupational injury to the injured party.

3. The injured party then fills in our claim form for occupational injury and returns it to the hotel/employer.

4. The employer confirms the employment relationship in an email to the delay department at Strawberry.

5. Our claim form and confirmation of employee status are sent to the delay department at Strawberry.

6. This is then checked and forwarded to our insurance company.

• Call an ambulance – call 113.

• Notify the HES responsible, who will take action according to the emergency response plan.

• In case of death or serious injury, contact the Labour Inspection Authority and the police as soon as possible.

• Contact the police by calling 02800. Notify the Labour Inspection Authority by calling 815 48 222. Afterwards, the notification shall be confirmed in writing to the local Labour Inspection Authority by filling out the form for occupational accidents resulting in death or major personal injury.

• The police, possibly with the assistance of a priest/religious community, should notify concerned parties of the death. The immediate manager has an important role in maintaining contact with the concerned parties.

In the event that an employee passes away, the head of department will normally notify the co-workers. There is often a great need for information, especially in case of sudden deaths that directly affect a department. All employees at Strawberry will be notified as soon as possible. They should not first learn of the death from obituary notices, newspaper articles, rumours or external questions. It is also important that information on the funeral and memorial service is given in time so that employees wishing to attend may do so.