Bq Tech Whistleblowing Policy PDF

A R E N ESS AW R I E F ING B WHISTLEBLOWING POLICY BQ Tech  SCOPE OF POLICY Any of the following persons (“whistleblower”) can make a report to the Company of any abuse or bad behavior: all personnel in the Group, which refers to directors (bo...

A R E N ESS AW R I E F ING B WHISTLEBLOWING POLICY BQ Tech  SCOPE OF POLICY Any of the following persons (“whistleblower”) can make a report to the Company of any abuse or bad behavior: all personnel in the Group, which refers to directors (both executive and non-executive), employees (including permanent, part-time and contract employees); all business associates which are external parties such as customers, suppliers, contractors and other stakeholders who may have a business relationship with the Group; and members of the public.  WHO DOES THE POLICY A P P LY T O The Policy applies to all personnel in the Group, which refers to directors (both executive and non- executive), employees (including permanent, part-time and contract employees) and business associates which are external parties such as customers, suppliers, contractors and other stakeholders who may have a business relationship with the Group.  SAFEGUARD Protection This policy is designed to offer protection to those whistleblowers who disclose such concerns Confidentiality The Group will treat all such disclosures in a confidential manner. The identity of the whistleblower making the allegation may be kept confidential so long as it does not hinder or frustrate any investigation. Anonymous Allegations This policy strongly encourages whistleblowers to put their name to any disclosures they make. However, whistleblowers may remain anonymous, if they choose to do so.  U N T R U E A L L E G AT I O N S If a whistleblower makes an allegation in good faith, which is not confirmed by subsequent investigation, no action will be taken against that individual. In making a disclosure the whistleblower should exercise due care to ensure the accuracy of the information. If, however, the whistleblower makes malicious or vexatious allegations, and particularly if he or she is an employee and persists with making them, disciplinary action may be taken against that employee. WHISTLEBLOWING vs G R I E VA N C E  Victimization at the workplace  Bullying and workplace harassment  Poor supervision and/or management  Fraud behavior  Bribery  Unjust or adverse changes made to  Abuse of Power the employment agreement  Violation of policies/guidelines.  Conflict of Interest  Disputes between co-workers,  Theft or Embezzlement suppliers, superior or management  Employee development or training  Health and safety at the  Leave allocation/approval  Performance Appraisal workplace  Pay and benefits  Misuse of Company’s  Work conditions and other work- related issues Property  Problems faced due to facilities  Sexual Harassment provided  Other employment-related issue  Non-Compliance with Procedure  H O W T O R E P O RT Scan QR code Email: [email protected] Whistleblowing/Grievances Box: Located next to the notice board In-person report (HR/GM) LET’S TEST YOUR UNDERSTANDING