Whistle Blowing Policy
Progressive Insurance Bhd (PIB) is committed to good business ethics and integrity as set out in the Ethical Code of Conduct. All employees are encouraged to raise concerns about improper conduct at the earliest opportunity, and in an appropriate way.
1. Who can raise concerns?
- Any employee of PIB
- Any person providing services to, or having a business relationship with PIB
2. What types of concerns should you raise?
You may raise any concerns about any improper conduct or wrongful act that is committed within PIB, including but not limited to:
- Any criminal offences, including fraud, bribery and blackmail
- Sexual harassment
- Any failure to comply with statutory or regulatory obligations
Any concerns about malpractice should be raised. If your concern is about your personal position, rather than a concern about malpractice, it will be more appropriate for you to use the HR grievance procedures.
3. Who should you raise your concerns with?
Reports of any such concerns may be made to:
- Concerns over directors or senior management of PIB
Chairman of Board Audit Committee of Progressive Insurance Bhd
- General concerns other than the above
Whistleblowing Officer (Head of Internal Audit)
In writing: Progressive Insurance Bhd, 6th Floor Menara BGI, No. 12 Jalan Imbi, 55100 Kuala Lumpur.
By e-mail: [email protected]
Please include your full name and contact details, as well as full details of your concern and any supporting documentation you consider relevant. Should you wish to do so, you may use our Whistleblower Form to provide the details required.
We reserved the right not to investigate any concerns which are raised anonymously. Additionally, you also have the right to raise concerns with relevant regulators, such as Bank Negara Malaysia or with law enforcement agencies.
4. How PIB will respond to a disclosure?
The Chairman of Board Committee will consider the information disclosed and decide whether the matter falls within the scope of this procedure and, if so, whether there are grounds for proceeding with an investigation.
- If this matter falls outside this procedure but within another, then the individual making the disclosure will be informed and directed to the appropriate process; or
- If there are grounds for proceeding, the Chairman of Board Audit Committee will decide how the investigation should be undertaken.
The investigation will be conducted as sensitively as possible, and will also take into account concepts of natural justice and the need to safeguard individual reputations.
When an allegation concerns a named individual, the person concerned will be informed of the allegation and of the evidence supporting it. He/She will be invited to respond to the allegation as part of the investigation and/or before any final conclusion is reached.
The findings of any investigation will be reported to the Chief Executive Officer (CEO) who will then decide on any further action to be taken.
The CEO will also inform the individual making the disclosure of the conclusion reached and what action, if any, is to be taken and why.
5. What action can be taken against you?
To the extent permitted by law, you will be protected from retaliation, adverse employment action and from disclosure of your identity, provided your disclosure was made in good faith, even if you are genuinely mistaken in the concerns you raised.
Your complaint should not be made with malicious intent. If you lodge a complaint with malicious intent, you may lose the protection afforded under this Policy, and appropriate action including legal action may be taken against you by the Company or/and by the person named in your complaint.