WHISTLE BLOWING POLICY

Ajiya Berhad (“Ajiya” or the “Company”) and its subsidiaries (the “Group) is committed to conduct its affairs in an ethical, responsible and transparent manner, in line with the good governance practice. The Group is also committed to present accurate and factual financial information to guide its shareholders and investors in making informed decision.

Recognizing the above mentioned values, Ajiya provides avenue for all employees and members of the public to report any improper conduct and/or abuse involving resources of the Group.

This primary purpose of this Policy is to govern the reporting and handling of improper conduct in the Group. This Policy does not replace the Group’s existing policies for handling employee grievances or similar complaints but to facilitate employees and members of the public to report suspected and/or known misconducts, wrongdoing, corruption and instances of fraud and abuse involving the resources of the Group.

Improper conduct shall mean, but not limited to the following:

1. Providing fraudulent financial information, actual or suspected fraud, misappropriation of monies, misrepresentation, conceal facts or information with the intention to mislead, and any violation of laws and regulations.
2. Action that threaten or endanger the health and safety of public or any individual.
3. Theft, dishonesty, corruption or bribery.
4. Use of company property or resources to gain directly or indirectly a benefit for himself or any other person, or cause determent to the Company.
5. Sexual harassment in the workplace.

The above list is not exhaustive and includes any act or omissions which, if proven, will constitute an act of misconduct under the Company’s Code of Ethics and Conduct or any criminal offence under relevant legislation in force.

The Board expects all parties to act in good faith and have reasonable grounds when making a report. If allegations are made with malicious intent, the Board will take appropriate action against the parties concerned including legal action, where applicable.

Every effort will be made to treat the whistleblower’s identity with appropriate regard for confidentiality. The identity of a subject will be maintained in confidence to the extent possible given the legitimate needs of law and the investigation. The Group is obligated to reveal confidential information relating to a whistle-blowing report if ordered to do so by a court of law.

In addition, employee who whistleblows internally will also be protected against any adverse and detrimental actions for disclosing any improper conduct committed or about to be committed within the Group, to the extent reasonably practicable, provided that the disclosure is made in good faith.

The protection will be revoked under the following circumstances, among others:-

Any anonymous disclosure will not be entertained. Any employee or members of the public who wishes to report improper conduct is required to disclose his identity (name, IC and contact details) to the Company in order for the Company to accord the necessary protection to him. However, the Company reserves its right to investigate into any anonymous disclosure.