This policy is intended for Press Metal Aluminium Holdings Berhad (“PMAH” or the “Company”) and all subsidiary companies within the PMAH Group (the “Group”).
All employees of the Group play an important part in maintaining the highest level of corporate ethics within the Group and have a professional responsibility to disclose any known malpractices or wrongdoings (hereinafter referred to as “Concerns”).
A person or entity making a protected disclosure is commonly referred to as a “Whistle-blower”. Whistle-blowers provide initial information related to a reasonable belief that an improper activity has occurred.
Whistle-blowers are protected against being dismissed or penalised by the Group, and the Group will consider mitigating circumstances if the Whistle-blower himself/herself is involved in the activity that he/she reports.
A Whistle-blower’s right to protection from retaliation does not extend immunity for any complicity in the matters that are the subject of the allegations or an ensuing investigation.
3. HARASSMENT OR VICTIMISATION
Harassment or victimisation for reporting concerns under this Policy will not be tolerated.
Complete protection will be given to Whistle-blower against any unfair practice not limited to retaliation, threat or intimidation of termination/ suspension of service, disciplinary action, transfer, demotion, refusal of promotion, or including any direct or indirect use of authority to obstruct the Whistle-blower’s rights to continue to perform his/her duties including making further disclosure.
Every effort will be made to treat the Whistle-blower’s identity with appropriate regard for confidentiality. The Group gives the assurance that it will not reveal the identity of the Whistle-blower to any third party not involved in the investigation or prosecution of the matter. The only exception to this assurance relates to an overriding legal obligation to breach confidentiality. The Group is obligated to reveal confidential information relating to a whistle-blowing report, if ordered to do so by a court of law. The Group’s assurance of confidentiality can only be completely effective if the Whistle-blower likewise maintains confidentiality.
5. ANONYMOUS ALLEGATIONS
This Policy encourages employees to put their names to allegations because appropriate follow-up questions and investigation may not be possible unless the source of the information is identified. Concerns expressed anonymously will be explored appropriately, but consideration will be given to:
The seriousness of the issue raised;
The credibility of the concern; and
The likelihood of confirming the allegation from attributable sources.
7. DUTIES AND RESPONSIBILITIES OF THE CHAIRMAN OF THE AC
8. POLICY MATTERS
This Policy shall be published at the Company’s website and shall be displayed prominently at all the Group premises.
9. MONITORING AND PERIODIC REVIEW OF POLICY
The Group must diligently monitor these procedures to ensure that they meet the objectives of relevant legislations and remain effective for the Group and, if necessary, implement changes subject to the approval of the Board of Directors.
This Policy will be reviewed periodically to assess its effectiveness.