Policy on Whistleblowing

Introduction

Beacon Ratings is committed to achieving and maintaining high standards of behaviour at work. Employees are expected to conduct themselves with integrity, impartiality and honesty.

Purpose

This policy has been developed to encourage the reporting of genuine concerns regarding malpractice, illegal acts, unethical acts, acts of conflict of interest or failures to comply with recognized standards of work without fear of reprisal or victimization.

Scope of policy

This policy applies to all employees, including full time, part time and internees (regardless of length of service).

Reported acts

Beacon Ratings has established channels and procedures by which employees can raise issues that concern colleagues at work. Employees are encouraged to report with regards to the following matters:

Acts of discrimination and harassment
Malpractice or fraud
Corruption, bribery or blackmail
Criminal offences
Failure to comply with legal or regulatory obligations
Acts endangering the health and safety of persons
Violations of policies and code of conduct
Acts endangering Beacon Ratings’ reputation/business interests Concealment of any of the above

When an employee strongly believes that any of his/her colleague is engaged in any of the above, then he or she should report it immediately to the Compliance Officer. In case an employee wishes to seek clarity, he/she may consult with his/her immediate supervisor, where the supervisor would be obliged to hear out the concerns of the whistleblower in confidence and in no way discourage reporting of the same to the Compliance Officer.

Reported acts

The following steps will be followed in handling a disclosure:

Upon receipt of a complain, the Compliance Officer will inform the CEO and simultaneously conduct enquiry into the matter to establish the authenticity of the same.
Once the legitimacy of the matter is established, CEO will be informed again who will constitute an investigation team to look into the raised concern.
Investigation must be completed within one month of the intimation of the matter to the Compliance Officer.
Appropriate action will be taken as a result of the investigation. This could involve initiating a disciplinary process or informing external authorities if a criminal action has been committed.
Where it is found that there is not sufficient evidence of malpractice, or the actions of the person(s) are not serious enough to warrant disciplinary action, it may be appropriate for the Compliance Officer to take a more informal approach to dealing with the matter.
Possible outcomes of the investigation could be that:
The allegation could not be substantiated.
Action has been taken to ensure that the problem does not arise again.

Confidentiality

Any person making a disclosure will retain his/her anonymity unless he/she agrees otherwise or if it is required to be reported under law.

Support for whistleblowers

(a) All concerns raised will be treated fairly and properly

(b) Beacon Ratings will protect the whistleblower of from victimization, detriment, or risking job security.

False disclosures

(a) Only genuine concerns should be reported.

(b) Disclosures must be made in good faith with a reasonable belief that allegations are substantially true, and that the disclosure is not made primarily or solely for personal gain.

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Policy on Whistleblowing