Company is committed to ensuring that employees can speak up with confidence if they have any concerns or need to ask for help. If employees suspect or observe anything that they think might be in contravention of this policy, such as allegations of improper and/or illegal conduct to designated Personnel, including such acts or omissions that would violate the principles contained in Companies Codes they have an obligation to report it. Reports will be treated in confidentiality.

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“Raise your concerns with the Compliance Officer in the first instance. Alternatively, report your concerns under the Whistleblowing Policy.”    

Company will not tolerate retaliation in any form against anyone for raising concerns or reporting what they genuinely believe to be improper, unethical or inappropriate behavior. All reports will be treated confidentially and reporting persons will be protected.

  Company is committed to investigate allegations promptly, impartially and with due consideration to confidentiality; keep records about any such allegations, findings or disciplinary measures. Except where prohibited or protected by applicable law, such records should be made available to a Competent Authority on request; Company must  cooperate with official investigations, and not participate in or tolerate from their Personnel, the impeding of witnesses, testimony or investigations; Company will  take appropriate disciplinary action, which could include termination of employment in case of a finding of such violations or unlawful behaviour; and will ensure that their Personnel who report wrongdoings in good faith are provided protection against any retaliation for making such reports, such as shielding them from unwarranted or otherwise inappropriate disciplinary measures, and that matters raised are examined and acted upon without undue delay. Any improper or illegal conduct either internally or by third parties must be documented and reported to competent authorities. Company  encourages employees to resolve minor disputes with the help of a liaison officer, manager, and a human resource (HR) department representative. If the informal complaint is not fairly and constructively resolved within 10 days, employees may file a formal grievance.

Filing a Grievance

When filing a grievance, ( Grievance-Form 507) employees/clients have the option of reporting their complaints using the company's official online portal or contacting their direct supervisor and the HR department. In both cases, employees will be required to complete and file a Grievance Complaint Form. Once the complaint has been submitted to the HR department, employees/clients’ representatives have the right to attend meetings with a witness or  representative, appeal decisions, and depending on the severity of the complaint, refuse to attend work until the grievance is resolved. When a grievance is filed against another employee, the accused also reserves the right to:

• View and request a copy of the official grievance complaint.
• Formally respond to the complaint after consulting his/her union representative and the HR department.
• Attend all formal meetings with a union representative or witness.
• Appeal the final decision.

Company Responsibilities

It is Company’s responsibility to:

• Accept and thoroughly investigate all Grievance Complaint Forms.
• Ensure that the grievance is resolved within 30 days, depending on the severity of each case.
• Treat all parties fairly throughout the grievance process.
• Adhere to the no-retaliation policy when employees file a complaint against management.
• Organize mediation meetings with the appropriate parties.
• Practice a high level of confidentiality throughout the grievance process.
• Accept and investigate all appeals.
• Ensure that the final decision is implemented.
• Maintain accurate and comprehensive records of each grievance.

Confidentiality

Company contractors and employees, including senior management and HR representatives, are required to sign a Confidentiality Agreement that limits them from discussing the grievance before and after it has been resolved. All parties are prohibited from discussing the matter with any other Company’s employee.

Policy Violations

If an employee is found to have violated the grievance procedure policy, they will be subject to disciplinary action, up to and including termination. The severity of each case will determine the type of disciplinary action, which may include a verbal or written warning, suspension, and/or termination. If an employee is unequivocally proven to have committed the grievance he/she is being accused of, Company will adhere to its legal department to ensure that the matter is resolved justly and according to company regulatory and legal guidelines.