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Whistle Blowing means that one makes a noise to alert others of misconduct happening in the Organization.
Jaffer Group expects abidance of business code of conduct and encourages voluntary reporting of irregularities regarding business ethics, safety, harassment, and other employment-related matters or other possible breaches of compliance. The ‘whistle-blower’ should alert the stakeholders about a person(s) who has done or is doing something wrong.
Following are the issues on the occurrence of which whistle can be blown and any other issues as laid down in the company “Policy of Ethics and Code of Conduct”.
a) Harming Jaffer Group Reputation
b) Conflict of Interest
c) Dual Employment
Any full-time employee who wishes to seek part-time employment in any other organization or institution must disclose and seek prior approval from Human Resources & Senior Management.
d) Confidential Information
e) Gifts & Bribes
f) Sexual Harassment
Jaffer Group prohibits sexual harassment (Policy on Ethics & Code of Conduct’s section Prohibition) of its Employees and applicants for employment by any Employee, non-Employee or applicant. Such conduct may result in whistleblowing.
g) Other Major Whistle Blowing Acts
III. Procedure to Blow a Whistle
As soon as any employee becomes reasonably concerned, they may follow the following process:
a) Chief Executive Officer, Jaffer Brothers (Private) Limited – Chairman
b) Head of Human Resource – Secretary
c) Director Corporate Services. - Member
IV. Protection of Whistleblower
All concerns raised under this procedure will be treated seriously and a decision made about whether or not an investigation is appropriate. The Human Resources Department will be responsible for keeping the concerned informed about the progress of the investigation and the action that has been taken, although the concerned may not be told about the outcome. In some cases, the investigation may result in disciplinary proceedings.