Whistle Blower Policy

Preamble

ABFL Code of Conduct policy requires management and all other employees to observe high standards of business and personal ethics in the conduct of their duties and responsibilities. As employees and representatives of the company, or any of its subsidiaries, we must practice honesty and integrity in fulfilling our responsibilities and comply with all applicable policies, procedures, laws and regulations.

Each employee of ABFL shall commit to the Code of Conduct on joining and at periodic intervals by signing a copy, which shall be maintained in his/her personal file.

Objective

This policy seeks the support of ABFL employees, channel partners and vendors to report significant deviations from key management policies and report any non-compliance and wrong practices, e.g. unethical behaviour, fraud, violation of law, etc.

Purpose of this Policy

The purpose of the whistle blower policy is as follows:

  • To encourage the employees and other parties to report unethical behaviours, malpractices, wrongful conduct, fraud, violation of the company's policies & values, violation of law by any employee of ABFL without any fear of retaliation.
  • To build and strengthen a culture of transparency and trust within the organisation.

Applicability

This policy applies to all the employees of ?the ABFL (including outsourced, temporary and on contract personnel)*, ex-employees, stakeholders of the Company, including agents, policyholders, Vendors (hereinafter referred to as 'Whistle Blower').

This policy supersedes any other local & company level whistle blower policy that exists. This policy shall be applicable to all offices of ABFL, all sub units and places where business is conducted/transacted/discussed, which includes but is not limited to hotels, guest houses and conference halls.

  • Violation of any law or regulations, policies including but not limited to corruption, bribery, theft, fraud, coercion and willful omission.
  • Rebating of commission/benefit or conflict of interest.
  • Procurement frauds.
  • Mismanagement, gross wastage or misappropriation of company funds/assets.
  • Manipulation of company data/records.
  • Misappropriating cash/company assets; leaking confidential or proprietary information.
  • Unofficial use of company's property/human assets.
  • Activities violating company policies. (including code of conduct ABMC 769 and employee fair practice policy)
  • A substantial and specific danger to public health and safety.
  • An abuse of authority or fraud
  • An act of discrimination or sexual harassment *.

*In case of sexual harassment the sexual harassment policy (Refer: Policy to Prevent Sexual Harassment at the Workplace- ABFSG -PSHP 001) shall be applicable and the complaint shall be closed as per the process described in the Guidelines for Operationalizing the "Policy to Prevent Sexual Harassment at the Workplace"

The above list is illustrative and should not be considered as exhaustive.

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