Whistleblowing Policy

Yenher Group is committed to create value and contribute to society’s progress and development through our business activities. As a responsible corporation, we will commit to conducting our business activities with integrity, a law-abiding spirit, and the highest ethical standards.

This Whistleblowing Policy aims to establish a robust, transparent and accountable Communication channel for Yenher Group’s employee and “Third Party”, i.e., vendors, suppliers, agents, consultants, business partners and any person associated with the Group to voice their concerns in an effective, responsible and secured manner when they become aware of actual or potential wrongdoings that will cause us to fall short of our social and corporate responsibilities; and enable us to take swift, fair and effective corrective actions that will enable us to comply with our social and corporate responsibilities and maintain the support and trust of employees and the third party.


In this Whistleblowing Policy, the following terms have the following definitions:
“Employees” means all board of directors, executive officers, members of management, regular employees and contracted employees having employment relationships with our company, as well as temporary staff and seconded employees working under the control and supervision of our company;

“Third Party” means vendors, suppliers, agents, consultants, business partners and any person associated with the Group.

Scope And Application 

This Policy provides a system that enables our Employees and Third-Party acting in good faith to raise concerns and disclose actual or potential wrongdoings or misconduct in our company. These wrongdoings or misconduct include but are not limited to

  1. Violation of laws and regulations,
  2. Unethical behavior or breach of Code of Conduct & Business Ethics,
  3. Giving, solicitation or acceptance of bribes,
  4. Acts that adversely affect the interests or values of shareholders,
  5. Unauthorized disclosure or sale of company information,
  6. Falsification of reports or documents,
  7. Fraud, theft, embezzlement or misuse of company assets,
  8. Improper or undesirable personal behavior or misdeeds which seriously impacts our group’s business or reputation,
  9. Sexual or other forms of harassment in the workplace; and
  10. Attempts to cover any of the aforementioned.

Employees and Third-Party who raise their concerns in good faith in accordance with this Policy are protected from reprisals within the limits of the law and assured that all reported cases will be objectively investigated on a best effort basis and appropriate remedial measures are taken where warranted. This Policy is not intended to restrict or otherwise govern legal rights and obligations which Employees and Third-Party have, or may have, in relation to the subject matter of the whistleblowing report.

This Policy is not intended for Employees to lodge Employee Grievances or appeal on disciplinary procedures. Employees can report Employee Grievances or lodge appeals on disciplinary procedures through our company’s human resources department.

Employees and Third-Party should exercise due care to ensure that the information in their whistleblowing report is accurate and truthful. No action will be taken against Employees or Third Party who make an allegation in good faith which is not confirmed by subsequent investigation. But this protection may be revoked if Employees and Third-Party misuse or abuse the Whistleblowing Policy by making false, frivolous, malicious or vexatious allegations.

How To Make A Whistleblowing Report 

Employees and Third-Party should report their concerns at the earliest opportunity so that corrective action can be taken as soon as possible.

The monitoring and execution of this Whistleblowing Policy will be placed under the supervision of the Directors.

Employees and Third-Party have the option to make whistleblowing reports in strict confidence through any of the following channels:

  1. Human Resource Department
  2. Directors
  3. This email address is being protected from spambots. You need JavaScript enabled to view it.

Employees and Stakeholders making a whistleblowing report should disclose their

  1. Full name,
  2. NRIC and/or Employee Number (if applicable), as well as
  3. Contact details such as telephone number and email address. This will enable our company to accord the person making the whistleblowing report necessary protection under this Policy and also obtain more details pertaining to the whistleblowing report.

Reports may be made on an anonymous basis. However, natural justice usually requires that the details and identity of the Employee or Third Party submitting the whistleblowing report be disclosed in any disciplinary investigation or action to be taken against the person(s) who is a subject of the complaint in the whistleblowing report. Anonymous whistleblowing reports will therefore be considered at the discretion of the Directors. In exercising this discretion, the Directors will consider

  1. The seriousness of the issues raised,
  2. Credibility of the whistleblowing report, and
  3. Likelihood of confirming the allegation from the relevant sources.

Whistleblowing reports should include the following disclosures:

  1. background and history of the concern (giving relevant dates),
  2. reason for the concern, and
  3. identity of the person(s) committing the alleged wrongdoing. Insufficient details in the whistleblowing report may impede the investigation and resolution of the concerns raised.
Whistleblowing Investigation 

Upon receipt of the whistleblowing report, the Directors will as soon as practicable establish a Whistleblowing Investigation Team comprising appropriate and suitably qualified personnel to investigate the concerns disclosed in the whistleblowing report in a fair and objective manner and at its discretion, consider involving any other or additional officer of the Company and/or Committee and/or an outside agency for the purpose of investigation. The investigation by itself would not tantamount to an accusation and is to be treated as a neutral fact-finding process. If the Whistleblowing Investigation Team finds that the alleged wrongdoing or misconduct is true, our company will take appropriate actions including disciplinary action, termination of contract and establishing new controls to prevent recurrence of the wrongdoing or misconduct in our company.

The Whistleblowing Investigation Team will keep a record of all steps taken in response to each whistleblowing report received as well as how the concerns raised were resolved. The Whistleblowing Investigation Team will report their findings to the Board of Directors.

Confidentiality And Safeguards

All whistleblowing reports will be treated as confidential to the extent reasonably practicable. The identity of the Employee or Third Party who submitted the whistleblowing report may be kept confidential so long as it does not impede or frustrate investigation. The investigation process may also reveal the source of the information and the Employee or Third Party who raised the concern may be required to provide a statement as part of the evidence. 

This Whistleblowing Policy offers protection within limits of the law and to the extent reasonably practicable to Employees and Third Party who submit whistleblowing reports internally in good faith, even if the allegations prove to be unfounded or mistaken. These Employees and Third Party will be appropriately protected from internal disciplinary actions (if applicable), dismissal, harassment, victimization or informal pressures. No protection from internal disciplinary action will be offered if Employees do not adhere to the procedures for whistleblowing and disclosures in this Policy.


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