The Board of Directors (“the Board”) of Pegasus Heights Berhad (“the Company”) is committed to achieve and maintain the highest standard of work ethics in the conduct of business in line with the code of conduct & ethics and good corporate governance practices, the Company and its subsidiaries (“the Group”) encourage its employees to report suspected and/or known misconduct, wrongdoings, corruption and instances of fraud, waste, and/or abuse involving the resources of the Group.
This policy is to provide an avenue for all employees of the Group and members of the public to disclose any improper conduct in accordance with the procedures as provided for under this policy and to provide protection for employees and members of the public who report such allegations.
The policy is designed to support to the following:
An improper conduct is any act or omission, which if proven, will constitute an act of misconduct pursuant to the Group’s Code of Ethics and Conduct and/or a criminal offence under the relevant law in force and may be divided into the following categories:
Actions/conduct which violates clearly communicated procedures that governing operations of the Company and such procedures are important for good governance and breaching may expose the Company to risk of loss or actual loss.
The above list is not exhaustive and includes any act or omissions, which if proven, will constitute an act of misconduct under the Company’s Code of Conduct and Ethics or any criminal offence under relevant legislations in force.
All whistle-blowing reports are treated as confidential and or anonymous and not to reveal the blower’s identity, if so wish. However, such consultation will not take place in the event the disclosure of identity is required by law. The whistle-blower is to be given an assurance that his/her identity will be only known be a few top management on a need to know basis and the outcome of the investigation will be fed back to the whistle-blower. This is to encourage and give confidence to the whistle-blower that the complaint will be investigated.
All whistle-blowing reports have to be made in good faith with reasonable belief that the information and allegation is true and not frivolously/ maliciously and not for personal gain; otherwise, disciplinary action may be taken against an employee whistle-blower.
This policy provides assurance that the whistle-blower, if an employee of the Company, shall be protected against reprisals or retaliation, and immunity from disciplinary action from the whistle-blower’s immediate supervisor or department/division head or any other person exercising power or authority over the whistle-blower in his/her employment, provided that:
We trust that every whistle-blower must conduct themselves with high integrity and responsibility. To establish a sound relationship of trust, individuals who make disclosures are encouraged to identify themselves and their contact (phone number/email). This is especially so when more detail information is required. Whenever necessary, the whistle-blower may be required to stand as a witness for the Company for the appropriate disciplinary action to be effective.
All information received will be treated with strictest confidentiality.
Stakeholders, who have suspected fraud, misconduct or any integrity concerns, are encouraged to fill up a Whistle Blowing Report Form as attached and email to:
Attention: [Please insert]
Designation: [Please insert]
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