When should I speak up?
Stryker employees are responsible for recognizing and preventing unethical or unlawful behavior. You are required to report any known improper conduct. You should also speak up if you see, hear or suspect something that doesn’t seem right or are unsure how to handle a specific situation. This may include any action or situation you encounter that raises ethical concerns or is inconsistent with our values, Code of Conduct or policies.
Even if you don’t have all the facts or the issue doesn’t appear significant, speaking up helps prevent small problems from becoming big ones and can stop misconduct from continuing. You won’t get in trouble for reporting a concern in good faith.
How can I raise concerns?
You can talk to your manager, Human Resources, Legal or Compliance without fear of retaliation. You can also use Stryker’s Ethics Hotline or a locally available process to report misconduct.
Can I report my concerns anonymously?
Stryker’s Ethics Hotline allows employees to submit an anonymous report; however, raising concerns anonymously may make it more difficult to obtain the relevant facts needed to fully investigate and resolve the situation. The identity of individuals making or involved in a report will be handled confidentially to the extent possible.
What role do managers play when concerns are raised by employees?
Managers play a critical role in creating an environment where each team member feels safe sharing ideas, asking questions and raising concerns. It is important that employees know their manager will listen, care and act upon the information they receive when they speak up.
Should I investigate any alleged misconduct or unethical behavior that my team member raises?
As a manager, you must not conduct your own investigation when a team member raises allegations of misconduct or unethical behavior. Managers who receive a report of improper conduct must immediately communicate this information to Human Resources, Legal or Compliance and not discuss the allegations with others at Stryker or external parties.
What happens after I speak up or submit a hotline report?
Stryker has thorough processes to address and resolve questions and concerns. You will be kept informed about your hotline report to the extent possible. In situations where an investigation is conducted, it may not be possible to provide you with specific details or the related outcome.
What is expected of me when I am contacted regarding an investigation?
Employees are expected to fully cooperate with and communicate truthfully during internal investigations. Stryker does not tolerate any form of retaliation against employees who provide information related to an investigation of a report.
How long does it take to complete a hotline investigation?
Best efforts are made to conduct investigations in a confidential and timely manner, considering the privacy interests of those involved. The amount of time to complete an investigation will vary based on the complexity and nature of the report and the number of people and documents involved, among other factors.
What is retaliation, and what should I do if I suspect it?
Retaliation is any adverse action taken against an employee for making a report in good faith or participating in an investigation. We do not tolerate retaliation in any form. If you believe you’ve experienced retaliation, speak with your manager. If you’re uncomfortable discussing with your manager, you should speak with Human Resources, Legal, Compliance, or report your concerns through the Ethics Hotline. Engaging in any form of retaliation will result in disciplinary action, up to and including termination of employment.