Pro Access

Welcome to EM Normandie’s staff alert portal.

This platform is designed to collect reports from all EM Normandie employees who believe they are victims or witnesses of the following acts:

  • Moral harassment
  • Sexual harassment
  • Sexist behavior
  • Discrimination
  • Cyberbullying
  • Acts warranting the initiation of an ethical alert


Its purpose is to guide you toward the appropriate contacts to provide you with support, assistance, and protection, while ensuring that reported incidents are properly addressed. Any employee who considers themselves a victim or witness of actions by one or more staff members—whether intended or resulting in the deterioration of working conditions, infringement of rights and dignity, or harm to physical or mental health—is encouraged to use this system. This approach reflects a commitment to ensuring a respectful and safe working environment for all.


Who receives your report?


The report will be received by one of EM Normandie’s HR representatives:

  • Maxime RAULET – Head of Social and Legal Relations
  • Laurence LAFFERRIERE – Head of Human Resources


A harassment representative within the Works Council (CSE) may also be involved in handling the report:

  • Adeline MAHIEU – Harassment Representative within the CSE – Caen Campus
  • Cyrielle JEANNE – Harassment Representative within the CSE – Clichy Campus
  • Coraline PETIT – Harassment Representative within the CSE – Le Havre Campus


Processing the request


If the report concerns one of the aforementioned issues and you provide your identity, one of these individuals may contact you to continue the associated procedure, as outlined in the internal note available here: [Link to the harassment procedure].


We encourage you to use this platform responsibly and to report any inappropriate behavior you may become aware of. Together, we can build a safe, respectful, and inclusive work environment for everyone.


Thank you for your commitment and vigilance.

Make a new report Access an existing report

How the Platform Works :

  • Accessible at all times, it allows you to submit your testimony either anonymously or with your name, for yourself or as a whistleblower.
  • As a whistleblower, you are protected. You benefit from a specific protection regime, in accordance with the law, which safeguards you against any form of retaliation or discrimination. All information transmitted through this platform is handled with the utmost confidentiality. Only authorized and trained individuals responsible for managing these situations will have access to your reports. We are committed to protecting your personal data in compliance with applicable regulations.

Legal Framework for the Acts Concerned :


1. Moral Harassment

Article L. 1152-1 of the French Labor Code: “No employee should be subjected to repeated acts of moral harassment that aim or result in a deterioration of working conditions likely to infringe on their rights and dignity, impair their physical or mental health, or compromise their professional future.”


Examples: constant disparagement, repeated criticism, humiliating measures, …

2. Sexual Harassment

Article L. 1153-1 of the French Labor Code:
*“No employee should be subjected to:

  • Sexual harassment, consisting of repeated remarks or behavior of a sexual nature that either undermine their dignity due to their degrading or humiliating nature, or create an intimidating, hostile, or offensive situation;
  • Acts considered equivalent to sexual harassment, consisting of any form of serious pressure, even if not repeated, exerted with the real or apparent aim of obtaining a sexual act, whether for the benefit of the perpetrator or a third party.”*


Examples : inappropriate non-consensual sexual behavior, sexual solicitations, suggestive remarks with sexual connotation, …

3. Sexist Behavior

Article L. 1142-2-1 of the French Labor Code:
“No one should be subjected to sexist behavior, defined as any act related to a person’s sex that aims or results in undermining their dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment.”


Examples : inappropriate comments related to gender, sexist remarks, gender-based exclusions, …

4. Discriminations

  • Direct discrimination occurs when, based on a criterion mentioned by law, a person is treated less favorably than another person is, has been, or would be in a comparable situation.
  • Indirect discrimination refers to a provision, criterion, or practice that appears neutral but is likely to result, for one of the reasons mentioned by law, in a particular disadvantage for certain individuals compared to others, unless this provision, criterion, or practice is objectively justified by a legitimate aim and the means to achieve that aim are necessary and appropriate.


Examples : stigmatizing remarks or behaviors related to religion, failure to comply with legal obligations regarding the employment of persons with disabilities, …

5. Cyberbullying

Cyberbullying can take several forms:

  • Moral harassment online, which consists of intimidating and humiliating the victim through insulting messages, mockery, threats, etc.
  • Sexual harassment online, which involves sending the victim messages, photographs, or videos with sexual or sexist content.


Examples : intimidating or insulting messages via social media, emails, or instant messaging, defamation, identity theft, …

6. Ethical Alert

Article 6 of the “Sapin 2” Law of December 9, 2016, as amended by the Waserman Law of March 21, 2022:


“An ethical alert refers to the act, by a natural person, of disclosing or reporting, without direct financial compensation and in good faith, facts occurring within the professional sphere relating to a crime, an offense, a threat or harm to the public interest, a violation or an attempt to conceal a violation of international law or European Union law, national law, or regulations.”


Examples : corruption, financial fraud, conflicts of interest, …

External Support and Assistance Services:

  • Social Worker: To make an appointment, contact 4S Prévention by phone at +33 2 32 74 23 68.
  • Occupational Psychologist: To make an appointment, contact 4S Prévention by phone at +33 2 32 74 23 68.

Useful documentation

User guide
User guide