Corporate Governance

Board of Directors and Executive Management of Trifork

The Board of Directors consists of one or several members who are elected by the Annual General Meeting for a period of one year. The members of the Board of Directors may be re-elected without limitation. The Annual General Meeting also elects the Chairman of the Board of Directors.

The members of the Board of Directos and Executive Management shall carry out their duties with due care and must safeguard the interests of the company. The Executive Management represents the company towards third parties if the representation has been delegated by the Board of Directors.

The organisation of Board of Directors and management is done in the following way:

Corporate Governance

The Board of Directors and Executive Management of Trifork are committed to excellent corporate governance and interaction with its shareholders.

Despite being a private company, the Board of Directors and Executive Management take guidance from the Danish recommendations of corporate governance (updated on December 2 2020).

The recommendations include the shareholders’ role and interaction with the company’s policies for stakeholder relations, the information and communication policy, the tasks and responsibilities, board composition, board and executive remuneration, risk management and auditing.

Trifork respects and is committed to adhere to the recommendations where applicable.

Capital and share structure

The Board of Directors regularly assesses whether the company’s capital and share structure reflects the shareholders’ and the company’s best interests.

The Board of Directors is satisfied with the current structure and believes that it provides for a good framework for its continued operation.

Audit & Risk Committee

The Board of Directors has appointed an Audit & Risk Committee. The members of the Audit & Risk Committee are mentioned on the on the Board of Directors page.

The Audit Committee will monitor the company’s financial reporting, internal control, risk management and ensure that the statutory audit is planned and implemented in an appropriate manner, taking the company and the group’s size and complexity into account.

Nomination & Remuneration Committee

The Board of Directors has appointed a Nomination & Remuneration Committee. The members of the Nomination & Remuneration Committee are mentioned on the on the Board of Directors page.

Compensation of Board of Directors

The members of the Board of Directors receive a fixed annual fee for the performance of the normal duties. The members of the Board of Directors do not receive any kind of incentive compensation.

Executive Management can ask the members of the Board of Directors for support with special tasks. In such cases, the members of the Board of Directors will be reimbursed on an hourly basis, whereas customary terms for the services rendered are applied.

Compensation of Executive Management

Members of the Executive Management receive a fixed annual salary that is agreed with the Board of Directors. It can be supplemented by variable compensation according to a short-term and long-term incentive plan agreed upon with the Board of Directors. All metrics are clearly defined and reviewed on an annual basis to ensure adequate incentives and accountability.

Employee representative in the Board of Directors

Trifork follows the legislation on this area. At present there is no elected employee representative in any of the Group’s companies.

Internal audit

The Board of Directors has not yet assessed a need for the establishment of an internal audit, as the current control measures are assessed as adequate in relation to the size of the company’s business.

Diversity in Management

The Board of Directors and Executive Management of Trifork have an on-going process in assessment of the composition of the Board of Directors and Executive Management of the company.

Trifork has many activities at different locations across Europe and the United States serving customers in a variety of different sectors. It is important for the company that management reflects diversity with regards to gender, culture, nationality, etc., in order to create a dynamic organization in an international environment capable of providing excellence to its customers. Trifork looks at qualifications when hiring senior employees. There is no specific target percentage for individual categories, but in general, Trifork is in favour of recruiting women to get a sensible mix of genders on the management level. Currently, two board members and approximately 25% of the management level in Trifork are female. This is considered a sensible level of gender balance in an industry where there is a strong predominance of men. The policy for other managers is that management in general should reflect the diversity of gender in each type of business unit.

Compliance is a Responsibility (Whistle blower)

Failures to act ethically and violations of the Code of Conduct and company policies can impact Trifork’s business and reputation, and can have serious consequences for all stakeholders, including employees, shareholders, consumers, business partners and our communities. Whenever Trifork becomes aware of a violation of the Code of Conduct, a company policy or applicable law, we will act to correct the problem and prevent future occurrences. Depending on the circumstances, the corrective and preventive steps might include training, counselling and disciplinary actions up to and including termination of employment and civil or criminal prosecution.

Trifork values our employees’, partners’ and clients’ responsibility to speak up when they are in a situation where they believe this may violate or lead to a violation of the Trifork Code of Conduct, company policy or legislation. As a general matter, if you have questions or concerns about compliance with this Code or you are just unsure of what the “right thing” is to do, you are encouraged to speak with your supervisor, manager, contact or other appropriate persons within Trifork. If you do not feel comfortable talking to any of these persons for any reason, you should contact the CEO of Trifork Holding AG, Jørn Larsen at jla@trifork.com or the Corporate Legal officer, attorney-at-law Chresten Plinius at cpl@trifork.com. Alternatively you can report the case via our whistle-blower system (see below).

If you report an activity that you consider to be illegal or dishonest you are not responsible for investigating the activity or for determining fault or corrective measures; appropriate management officials are charged with these responsibilities.

Examples of illegal or dishonest activities are violations of state or local laws; billing for services not performed or for goods not delivered; and other fraudulent financial reporting.

Whistleblower – protocol

Acting as a whistleblower gives protections in two important areas;

  1. Confidentiality: The confidentiality of the whistle-blower will be maintained as far as possible. However, identity may have to be disclosed to conduct a thorough investigation, to comply with the law and to provide accused individuals their legal rights of defence.
  2. Protection from retaliation: Trifork will not retaliate against a whistle-blower. This includes, but is not limited to, protection from retaliation in the form of an adverse employment action such as termination, decreases of compensation, poor work assignments and threats of physical harm. Any whistle-blower who believes he/she is being retaliated against must contact the chairperson of Trifork Holding AG, Julie Galbo whistleblower@trifork.com, with cc. to attorney at law Chresten Plinius cpl@trifork.com. The right of a whistle-blower for protection against retaliation does not include immunity for any personal wrongdoing that is alleged and investigated.

Trifork wants to operate a transparent and fair business with respect of democratic rules and trust in people as such we are  committed to detect and prevent financial fraud, business ethics misconduct, security and/or data protection breaches etc. We encourage anyone to disclose your identity when reporting, but you can chose to be anonymous. To ensure full anonymity it is however necessary to file the report from a private computer that is not on Trifork’s corporate network (incl. VPN).

How to file a report:
You file a whistle-blower report by sending an email to our chairperson, Julie Galbo whistleblower@trifork.com, with cc. to attorney at law Chresten Plinius cpl@trifork.com. Please be advised the whistle-blower system may not be used to file reports in bad faith, e.g. to make false accusations, or to deliberately report untrue information or to report as an act of spite. We encourage you to disclose your identity when reporting.  

All reports are treated in a confidential and secure manner.

For further information on the CSR and Corporate governance policies in Trifork is referred to the latest annual report of the company.

What can be reported
The whistle-blower system may only be used to report on significant findings in the following areas:

  • Financial fraud: e.g. economic crime, including bribery, fraud and forgery etc.
  • Severe business ethics misconduct 
  • Severe security and/or data protection breach

Matters such as bullying, dissatisfaction with wages, violations of the alcohol policy, etc., should not be reported here. They should instead be reported through the normal communication channels.

The whistle-blower system may only be used for filing reports in good faith. Trifork company culture does not accommodate person(s) filing reports in bad faith or as an act of spite.