WHISTLEBLOWING POLICY
Introduction
At Foodie Media Berhad (the “Company”) and its subsidiaries (collectively referred to as the “Group”), we expect our employees to conduct themselves with a high standard of professionalism and ethics in the conduct of our business and professional activities.
As part of Group’s practice of good corporate governance, we have established a whistleblowing policy (“the Policy”) that sets out avenues for legitimate concerns to be objectively investigated and addressed. All levels of employees will be able to raise concerns about illegal, unethical or questionable practices in confidence and safeguarded from the risk of reprisal.
What is Whistleblowing?
Whistleblowing is the voluntary disclosure of inappropriate, unethical or unlawful behavior and/or practices by the management or employees. It includes how employees, customers, vendors and investors are treated. The following are generally accepted as improper and reportable conduct for whistleblowing, of which the list is not exhaustive:
- Any unlawful or illegal activities, whether criminal or breach in civil law;
- Breach of policies and/or procedures;
- Fraud, theft, embezzlement or dishonesty;
- Corruption/bribery;
- Bullying and harassment;
- Actions which can cause physical danger/harm to another person and/or can give rise to risk of damage to properties/assets;
- Forgery or alteration of any documents belonging to the Group, customers, or agents of the Group;
- Poor or unethical sales practices;
- Profiteering as a result of insider knowledge;
- Gross mismanagement or dereliction of duties;
- Conflict of interest;
- Misuse of position or information; or
- Any other similar or related irregularities.
Who Can Be a Whistleblower?
Anyone has the right to be a whistleblower. This Policy applies to all matters involving the Group employees (including former employees and irrespective of nature of employment status), customers and any other stakeholders/persons providing services to the Group, including consultants, independent contractors, external agencies and/or any other party with a business relationship with Good Foodie Media.
Acting In Good Faith
The Group expects all parties to report concerns in good faith, based on reasonable grounds and thorough inquiry. If a report is made with malicious intent or contains false claims, appropriate action may be taken against those responsible, including dismissal or legal proceedings where applicable.
How to Report Wrongdoing as a Whistleblower?
We take whistleblowing seriously, and your concerns matter to us. If you have any disclosures related to improper practices within the Group, we encourage you to come forward. Any disclosure can be made to any of the following dedicated reporting channels:
Alternatively, the whistleblower may report directly to relevant government or regulatory authorities and enforcement agencies in Malaysia as prescribed by the Whistleblower Protection Act 2010 (“the Act”).
To facilitate an investigation into the alleged wrongdoing, where possible and applicable, the following information should be included when making a disclosure:
- Brief description of the misconduct;
- The date and location of the incidence;
- The identity of the wrongdoer;
- Particulars of witnesses (if any);
- Supporting evidence and/or documents; and
- Other details deemed to be useful to facilitate screening and action to be carried out.
Reporting Mode:
By E-mail: speakup@foodie.my
By Mail: Strictly Confidential
Foodie Media Berhad
A-06-01 Tower A, Vertical Business Suite,
Avenue 3, Bangsar South, No. 8, Jalan Kerinchi,
59200 Kuala Lumpur
Attn: The Chief Executive Officer
Where possible, the whistleblower is encouraged to disclose his/her personal details to enable the relevant parties conducting the investigation to contact the whistleblower for further information:
-
- Name; and
- Contact details – email address and/or telephone number.
How does the Group Handle Whistleblowing Reports?
After receiving the report of any alleged wrongdoing, it will be investigated by our Group Chief Executive Officer and Group Chief Operating Officer in accordance with the process flowchart.
If the outcome results in a proven case of wrongdoing/malpractice and confirms the allegations, disciplinary action shall be instituted against the related employees and/or agents of the Group in accordance with the Group’s policy.
Confidentiality
All complaints reported to the Group are treated in strict confidence. Information will only be disclosed on need-to-know basis with written permission from the whistleblower first before proceeding with the case.
Whistleblower Protection
The Group commits to ensure that all disclosed information, including the identity of the whistleblower, shall be treated with strict confidentiality. All personnel, directly or indirectly working relative to a whistleblowing case, shall strictly protect the identity of the whistleblower and witnesses from unauthorized disclosure before, during and after an investigation.
The Group is also committed to protect the whistleblower from all acts of harassment, retaliation, victimization and recrimination arising from making the disclosure in good faith.
Notwithstanding the above, the protection may be removed if it is found that the whistleblower was also involved in improper conduct, or if the whistleblower is found to have made the disclosures in bad faith.
If there are discrepancies between this Policy and the Act, the Act shall prevail.