Report cross-border conduct

Have you experienced something inappropriate? Then you can report it to Dyrenes Alliance here, and you can choose whether you want to remain anonymous or whether you want to be contacted.

Further down this page, you can find our SOP (Standard Operation Procedure) for the processing of alerts.

The form on this page is in Danish. Click here to access the form in English.

As an alternative to our normal procedures, you can also contact our Staff Representative via Contact us-page. The union representative offers an independent option to relay your concerns and can offer advice outside the usual structures of the organization. At Dyrenes Alliance , the union rep is a key figure who serves as a confidential and neutral resource for our volunteers and employees. Their role involves listening to concerns, offering advice and, if necessary, communicating these concerns to management while respecting the individual's wishes for anonymity. This role is essential to maintaining an open, safe and inclusive work environment where everyone feels heard and valued, and helps strengthen our community and the ethical foundation of the organization.

SOP: Reports of cross-border conduct

Please refer to this document for a detailed explanation of this procedure.

A transgressive behavior case must be the first priority of the contact person until it is resolved. A contact person is the person who receives a verbal non-anonymous report or the person who receives non-anonymous and anonymous reports via the form above (Director of People and Development and Secretary General). The process requires clear communication, especially between the victim and their contact person. Only the contact person will approach the victim regarding the case.

This SOP ensures that all reports of transnational behavior in the association are handled in a fair and responsible manner. Jason (Secretary General) and Victoria (Director of People and Development) are the lead on all cases of transgressive behavior. Transgressive behavior is defined as any behavior that can harm a member's physical or mental health, including sexual harassment, bullying, discrimination, violence and threats.

Employees should contact the Director of People and Development (Victoria), Secretary General (Jason), or a member of the Executive Board. Local and District Coordinators can, however, contact their regional coordinator.

Volunteers should should contact their local or district coordinators or the regional coordinator.

  • Employees should contact the Director of People and Development (Victoria), Secretary General (Jason), or a member of the Executive Board. However, Local and District Coordinators can contact their Regional Coordinator.

    Volunteers should contact their local or district coordinators or the regional coordinator.

    Process

    1. The selected contact person receives and processes the report and makes sure to meet the reporter with an understanding, curious and open attitude.

    2. The initial conversation with the reporter focuses on their experience and what they want to happen next.

    3. The contact person and the reporter agree on how often they should be updated on the progress of the case.

    4. Another person from the Country Board, Secretary General, or Director of People and Development is included in the process when needed.

    5. The decision is made by the people included in the case.

      1. In the case of an employee, this can be an oral warning, a written warning or, in the worst case scenario, dismissal, depending on the severity of the situation. Whenever possible, the employee should always be offered an interview to explain the situation before this is given.

      2. In the case of a member, this may involve temporary or permanent exclusion from the association, depending on the severity of the situation. Members should, as far as possible, be offered an interview to explain the situation before this is given.

      3. In the case of a non-member, the sanctions may be the same as for members.

    Decision-making process

    1. Depending on the severity of the case, a decision is made on the necessary actions.

    2. In serious cases, it may be necessary to involve the police and authorities.

    3. In some cases, it may be necessary to reverse the decision with the reporter.

    Communicating decisions

    1. The official decision on the action is communicated to the reporter and the reporter. The official decision is informed to the reporter via email.

    2. In case we do not have the email of the reported person, the decision will be sent to them by other means, such as Facebook Messenger.

    Completion

    1. Other relevant parties who interact with the whistleblower are informed of the decision.

    2. The Director of People and Development notes the case in a secure collection for reports.

  • In the case of non-anonymous reports where the reporter does not want to be contacted, this procedure is followed without contacting the reporter.

    Receiving and processing alerts

    1. Reports are sent via the form provided on the website (under "Report") and are received by info@dyrenesalliance.dk. The Secretary General has access to this email and the Director of People and Development has access to the report. Written non-anonymous reports can also be received via other media, such as Slack or directly by email.

    2. The Director of People and Development investigates the case by contacting the reporter directly.

    3. For reports about the Director of People and Development or Secretary General, the supervisor, Vice President and/or treasurer take responsibility for the case.

    4. The Director of People and Development and the reporter agree how often they will be updated on the progress of the case.

    5. Another person from the Board, Secretary General, or Director of People and Development is included in the process.

    6. The decision is made by the people included in the case.

      1. In the case of an employee, this can be an oral warning, a written warning or, in the worst case scenario, dismissal, depending on the severity of the situation. Whenever possible, the employee should always be offered an interview to explain the situation before this is given.

      2. In the case of a member, this may involve temporary or permanent exclusion from the association, depending on the severity of the situation. Members should, as far as possible, be offered an interview to explain the situation before this is given.

      3. In the case of a non-member, the sanctions may be the same as for members.

    Decision-making process

    1. Depending on the severity of the case, a decision is made on the necessary actions.

    2. In serious cases, it may be necessary to involve the police and authorities.

    3. In some cases, it may be necessary to reverse the decision with the reporter.

    Communicating decisions

    1. The official decision on the action is communicated to the reporter and the reporter. The official decision is informed to the reporter via email.

    2. In case we do not have the email of the reported person, the decision will be sent to them by other means, such as Facebook Messenger.

    Completion

    1. Other relevant parties who interact with the whistleblower are informed of the decision.

    2. The Director of People and Development notes the case in a secure collection for reports.

  • Receiving and processing alerts

    1. Anonymous reports are sent via the form provided and are received by info@dyrenesalliance.dk, to which the Secretary General has access, and by the Director of People and Development.

    2. As the reporter is anonymous, handling the case will involve a thorough assessment of the information provided by the Director of People and Development or Secretary General.

    3. For reports involving the Director of People and Development or Secretary General, the lead person, Vice President and/or treasurer will take responsibility for the case.

    4. Another person from the Country Board, Secretary General, or Director of People and Development is included in the process when needed.

    5. The decision is made by the people included in the case.

      1. In the case of an employee, this can be an oral warning, a written warning or, in the worst case scenario, dismissal, depending on the severity of the situation. Whenever possible, the employee should always be offered an interview to explain the situation before this is given.

      2. In the case of a member, this may involve temporary or permanent exclusion from the association, depending on the severity of the situation. Members should, as far as possible, be offered an interview to explain the situation before this is given.

      3. In the case of a non-member, the sanctions may be the same as for members.

    Decision-making process

    1. Depending on the severity of the case, a decision is made on the necessary actions.

    2. In serious cases, it may be necessary to involve the police and authorities.

    3. In some cases, it may be necessary to reverse the decision with the reporter.

    Communicating decisions

    1. The official decision on the action is communicated to the reporter and the reporter. The official decision is informed to the reporter via email.

    2. In case we do not have the email of the reported person, the decision will be sent to them by other means, such as Facebook Messenger.

    Completion

    1. Other relevant parties who interact with the whistleblower are informed of the decision.

    2. The Director of People and Development notes the case in a secure collection for reports.