Board Charter
Ranhill’s Board Charter maps out the respective roles, responsibilities and authorities – both individually and collectively – accorded to our board of directors and management group.
Terms of Reference
Ranhill’s Terms of Reference define the purpose and structures of our projects, committees, meetings, negotiations or any similar collection of people working together to accomplish a shared goal.
Whistleblowing Policy
Objective
This Policy serves as an avenue to provide a formal, discreet and confidential channel to enable employees or any parties to report in good faith, serious concerns of any improper conduct and/or wrongdoing that could impact the Company. This Policy also acts to provide the necessary protection and confidentiality for whistleblowers.
Scope
This Policy applies to any improper conduct involving employees as well as directors, shareholders, consultants, vendors, contractors, and/or any other parties in a business relationship with the Company.
Improper Conduct
Improper conduct is defined as any conduct by an employee or other parties which constitutes a criminal offence or any other conduct that involves wrongdoing or malpractice.
- Criminal offence
- Fraud
- Theft
- Misconduct according to the Company’s Misconduct Policy and Procedures
How to Report?
1. CONTACT US AT
Online: www.4uwecare.com
Hotline: 1 700 81 5333 (Office Hours only)
Email: whistle@4uwecare.com
Mail: Tricor Roots Consulting Sdn Bhd, PO Box 10891, 50740, Kuala Lumpur
2. FIND US AT
Head, Group Legal
Ranhill Utilities Berhad
Bangunan Ranhill SAJ
Jalan Garuda, Larkin 80350 Johor Bahru, Johor Darul Takzim
Protection and Confidentiality
The Company will protect whistleblowers from reprisal as a direct consequence to making the disclosure while safeguarding the whistleblowers’ confidentiality.
Any whistleblowing employee will be protected against adverse employment actions for raising allegations of improper conduct in good faith.
The company also assures all reports will be treated in strict confidentiality and promptly investigated.
Anti-Corruption Stance
With reference made to Ranhill’s Code of Conduct and Business Ethics (CCBE), Ranhill has zero tolerance toward bribery and corruption. No one shall make – or offer to – make payments to any establishment or secure, obtain or retain a business.
OUR PRINCIPLES
Conflict of Interest
Employees are expected to make business decisions and judgements in the best interest of Ranhill and shall at all times avoid being in a situation of conflict.
Ranhill’s overall ethical tenets:
- No employee may benefit directly or indirectly from Ranhill’s dealings with others
- No employee may serve business interests that compete with Ranhill
- No employee may allow outside business or work activities to interfere with their Ranhill job performance
Employees in a situation of conflict must file a written report to their HOD immediately,providing details of the conflict.
Gifts
Soliciting or accepting gifts is completely discouraged.Accepting gifts or favours from anyone with whom Ranhill does or potentially do business with, could place them or Ranhill in a compromising position.
Wherever possible, expensive gifts must be declined stating adherence to the strict Ranhill Policies. Should – under any circumstance – refusal appears impossible or would create negative business repercussions, the situation must immediately be discussed with the Group Human Resource Division before accepting. In some cases, employees can avoid any conflict by donating the gift to charity or deeming it Ranhill property.
Discounts and Preferential Treatment
Employees shall not accept any discounts or receive preferential treatment that could be viewed as an inducement to secure preferential treatment. However, standard, modest employee discounts offered to encourage sales of their productsor services may be accepted.
Travel and Entertainment Expenses
Consistent with the need to maintain an appropriate image, Ranhill shall pay all relevant and reasonable expenses for employees’ business trips. Trips cannot be financed by business counterparts or clients. Accepting offers to cover expenses is strictly against company policy.
Donations
Contributing to society is part of Ranhill’s corporate values. However, there will be risks if the donation exercise is not properly managed. All donations requested from outside Ranhill must be referred to and managed by the Group Corporate Communication Department.
Political Contributions
No contributions of corporate funds can be made to support election campaigns, political action committees or referenda unless such contributions have been approved by the President’s or Chief Executive’s office and every requirement for disclosure and reporting have been met. All requests for such contributions must be referred to the President’s or Chief Executive’s office.
Code of Conduct and Business Ethics
Our Code of Conduct serves to guide the actions of our people. It is an essential part of our culture, guiding employees on how they must treat our customers, other staff members, stakeholders and especially the environment.
This Code of Conduct exists to ensure we closely observe the laws and regulations affecting our work, while articulating a broader set of ethical standards for use in our conduct and decision making.
At Ranhill, we manage our business with the highest degree of honesty, ethics and integrity. It is, in fact, our legal and moral obligation, a condition of employment and a source of great strength for us as a company. We are committed to conducting our business as true professionals, treating our customers and employees with respect and instilling a sense of personal accountability for our actions.
We have and will continue to conduct ethics training programs to all new employees and contractors within the Group.
Directors’ Fit and Proper Policy
Ranhill’s Directors' Fit and Proper Policy (“Policy”) sets out the Policy and process for the appointment and re-appointment of the Directors of Ranhill to ensure that each Director has the requisite criteria and qualities to effectively discharge the duty and responsibility as a Director.