Page 45 - LGB Group

(a) Your name, designation and company / division / department / unit
and telephone contact number;

(b) Specific description of the incident / case;
(c) The name of the individual(s) and entity involved in the legitimate
concerns;

(d) Documentary evidence, if any, to support your legitimate concerns;
(e) Particulars and contact numbers of witnesses, if any.

(iv) Anonymous reports/ allegations/ complaints are not encouraged, but they
may be considered at the discretion of the person(s) to whom the reports/
allegations/ complaints are addressed to, depending on the severity of
the reports/ allegations/ complaints.

(v) Other than the above channels, you can also forward your legitimate
concerns via email to whistle@swmsb.com. The Management may direct
any of the Appointed Representative to deal with the matter and report
the outcome to the Management.

f) Your Safeguard

(i) The person(s) to whom the report is addressed to is required to treat all
such report and YOUR IDENTITY in a confidential manner.

(ii) If you have raised a legitimate concern in good faith, you WILL NOT BE
subject to any disciplinary action.

(iii) However, the Group reserves the right to consider disciplinary action
against any Employee who had submitted a report / allegation / complaint
when:

(a) he / she is later proved to have acted maliciously, vexatiously or
frivolously; or

(b) the report / allegation /complaint is manifestly untrue; or
(c) he / she is acting for personal gain or personal interest.

g) What Happens To Your Report?

(i) Legitimate Concerns Reported to Your Superiors

a) If you have reported a legitimate concern to your immediate superior
or to the head of the division/department/unit, it will be acknowledged
and immediately thereafter forwarded to the head of the company
who will conduct a preliminary investigation to determine whether it
merits further investigation.

b) You will be informed on the conclusion arrived therefrom as soon as
a decision is made.

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