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Whistle Blowing Policy

1. OBJECTIVES

The intended objectives of this policy are:

    • To provide avenues for employees to raise concerns and define a way to handle these concerns.
    • To enable Management to be informed at an early stage about acts of misconduct.
    • To reassure employees that they will be protected from punishment or unfair treatment for disclosing concerns in good faith in accordance with this procedure.
    • To help develop a culture of openness, accountability and integrity.

2. SCOPE OF THIS POLICY

This Policy governs the reporting and investigation of improper or illegal activities at Yi-Lai Berhad Group of Companies (the Group), as well as the protection offered to the “Whistleblowers”. This Policy DOES NOT apply to or change the Company’s policies and procedures for individual employee grievances or complaints relating to job performance, terms and conditions of employment, which will continue to be administered and reviewed by the Group’s Human Resources Department.

3. PROCEDURES

3.1 Any person may report allegations of suspected serious misconduct or any breach or suspected breach of law or regulation that may adversely impact the Company, the Company’s customers, shareholders, employees, investors or the public at large.

3.2 Individuals are recommended to self-identify, though it is not a requirement of the policy. It is the policy of the Group to allow individuals to remain anonymous.

3.3 All reports should be sent directly to any of members of the Audit Committee who are the Group’s Independent Directors. The contact information of the Audit Committee members are as follows:

    1. Mr Ong Kheng Swee – victor.ong@rigel.my
    2. En Zabidi bin Md Zain – zain@internode.on.net
    3. Mr Ong Chin Lin – ochinlin@yahoo.com.sg

3.4 The reports can be done in writing and should be addressed to the Group’s registered address at:-

CONFIDENTIAL
THE AUDIT COMMITTEE
YI-LAI BERHAD
c/o Boardroom Corporate Service (Johor) Sdn Bhd
Suite 7E, Level 7, Menara Ansar
65, Jalan Trus
80000 Johor Bahru
Johor
Tel : 607-224 1035
Fax : 607-221 0891

 

3.5 The Committee Members who receive a report will notify the sender and acknowledge receipt of the reported violation or suspected violation within seven business days.

3.6 The Committee Members shall discuss about the action / investigation on the reports received from the whistleblowers.

3.7 The Committee Members have the responsibility to conduct investigations. In addition, other parties may also be involved in the investigations.

3.8 The Committee Members will ensure investigations are carried out using appropriate channels, resources and expertise.

3.9 Some concerns may be resolved by agreed action without the need for an investigation. Concerns about allegations which fall within the scope of specific procedures of the Group will be referred for consideration under those procedures.

3.10 The Committee Members will report to the Board of Directors on a periodic basis about the reports received and actions taken.

3.11 The Board of Directors reserves the right to make any decision based on the findings by the Committee.

4. CONFIDENTIALITY

4.1 The Group shall treat all reports or disclosures as sensitive and will only reveal information if required by law, court or authority.

4.2 The identity of the whistleblowers shall also be kept private and confidential unless the whistleblowers chose to reveal their identity.

4.3 Where the whistleblowers has chosen to reveal their identity when making such a report, written permission from the whistleblowers must be obtained before the information is released.

5. ASSURANCE AGAINST REPRISAL AND/OR RETALIATION

5.1 It is the policy of Group to provide assurance that the whistleblowers would be protected against reprisals and/or retaliation from their superiors or Head of Department.

5.2 The Group also provides assurance that there will be no disciplinary action taken against the whistleblowers as long as they act in good faith and do not make false accusations when reporting.

5.3 A whistleblower who knowingly or recklessly makes statements or disclosures that are not in good faith may be subject to disciplinary procedures, which may include termination.