1. Purpose & Objectives
TAFA Holding Pte Ltd and its subsidiaries (the "Group") and its Board of Directors are committed to the highest standards of transparency, integrity and accountability. This Whistleblowing Policy establishes a mechanism for employees and stakeholders to raise concerns about improprieties in a responsible and effective manner. All directors, officers and employees have a duty to report any possible improprieties.
2. Scope
This Policy applies to any suspected impropriety involving employees, consultants, vendors, contractors and any party with a business relationship with the Group. Reportable concerns include but are not limited to:
- Financial malpractice, impropriety or fraud
- Failure to comply with a legal obligation or statute
- Dangers to health, safety or the environment
- Criminal activity
- Improper conduct or unethical behaviour
- Attempts to conceal any of the above
3. Reporting Channels
Whistle-blowers may report concerns through the following dedicated channels:
| Channel | Contact / Details |
|---|---|
| Designated Officer | CFO: Mr Teh Chun Sem |
| cfo@tafasg.com | |
| Telephone | +65 8614 8275 |
| Post | Stars of Kovan, 988 Upper Serangoon Rd, #01-08/09/10, Singapore 534733 |
| Alternative (if officer is involved) | Chairman and CEO: Mr Yang Cheng |
| yangcheng@tafasg.com | |
| Telephone | +65 9649 7716 |
4. Reporting Procedures
Reports may be submitted via email, telephone or post. Whistle-blowers are encouraged to provide:
- Identity and contact details of all parties involved, including the whistle-blower's own contact
- Date, time and location of the suspected impropriety
- Any other relevant information or supporting evidence
Anonymous Reporting: Whistle-blowers are strongly encouraged to identify themselves to facilitate investigation. The Group is committed to protecting the identity of whistle-blowers who report in good faith. Identity will only be disclosed where absolutely necessary for the investigation and never without prior notice to the whistle-blower.
5. Handling Procedure
- All reports are recorded in the Whistleblowing Register maintained by the designated officer.
- Reports are escalated to senior management to evaluate the need for formal investigation.
- Where the report concerns senior management or a director, it is escalated directly to the Chairman of the Audit & Risk Committee.
- An investigating officer is appointed by senior management or the Board Chairman, depending on the parties involved.
- The Group and Board shall consider whether disclosure to relevant regulatory bodies is required.
6. Investigation Procedure
- Obtain full details and clarifications from the whistle-blower; document all information in writing.
- Inform the subject of the complaint as soon as practicable.
- Conduct a full investigation, with assistance from appropriate individuals or bodies as required.
- Consider Police involvement; consult senior management as necessary.
- Prepare a written report containing findings and recommendations; submit to the CEO or Board as appropriate.
- Senior management determines follow-up action; appropriate disciplinary action is taken if the complaint is substantiated.
- Keep the complainant informed of investigation progress and, where appropriate, the final outcome.
7. Whistle-Blower Protections
7.1 Non-Retaliation
The Group will not tolerate any form of retaliation against a whistle-blower who reports in good faith. Any retaliation will itself be treated as a serious disciplinary matter.
7.2 Confidentiality
The Group will protect the whistle-blower's identity to the fullest extent practicable. Identity will only be disclosed where necessary for the investigation and always with prior notice.
7.3 False or Malicious Allegations
Allegations made in good faith that are subsequently unsubstantiated will not result in action against the whistle-blower. However, individuals found to be making deliberately false or malicious allegations may be subject to disciplinary action.