Page 44 - LGB Group

b) This policy is designed to:

(i) Support the company’s value;
(ii) Ensure Employees can raise concerns without fear of reprisals; and
(iii) Provide a transparent and confidential process for dealing with
concerns.

c) This policy not only covers possible improprieties in matters of financial
reporting, but also:

(i) Fraud;
(ii) Corruption, bribery or blackmail;
(iii) Criminal offences;
(iv) Failure to comply with a legal or regulatory obligation;
(v) Miscarriage of justice;
(vi) Endangerment of an individual’s health and safety; and

(vii) Concealment of any or a combination of the above.

d) Principles

The principles underpinning the policy are as follows:

(i) All concerns raised will be treated fairly and properly;
(ii) The company will not tolerate harassment or victimization of anyone
raising a genuine concern;
(iii) Any individual making a disclosure will retain anonymity unless the
individual agrees otherwise;
(iv) The company will ensure that any individual raising a concern is aware
of who is handling the matter; and
(v) The company will ensure no one will be at risk of suffering some form of
reprisal as a result of raising a concern even if the individual is mistaken.
The company, however, does not extend this assurance to someone who
maliciously raises a matter he / she knows is untrue.

e) Whistle-Blower Channel

(i) If any Employee believes reasonably and in good faith that malpractice
exists in the work place, the Employee should report this immediately to
the line manager. However, if for any reason the Employee is reluctant to
do so, then the Employee should report the concern to the higher
management team or any designated person in the company.

(ii) Your legitimate concerns contained in a written report should be sealed
in an envelope and marked as “Strictly Private & Confidential & to be
Opened by Addressee only”.

(iii) The following information is necessary when submitting your legitimate
concerns: -

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