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Whistle Blowing Policy


Uchi Technologies Berhad group of companies (herein after refers as the “Company”) is committed to achieving the highest possible ethical standards in all of its practices. To achieve these means it encourages freedom of speech. All of us at one time or another have concerns about what is happening at work. Usually these concerns are easily resolved. However, when they are about unlawful conduct, financial malpractice or dangers to the Company or the environment it can be difficult to know what to do.

Employees may be worried about raising such issues or may want to keep the concerns to themselves, perhaps feeling it is none of their business or that it is only a suspicion. Employees may feel that raising the matter would be disloyal to colleagues, managers or to the Company. Employees may decide to say something but find that they have spoken to the wrong person or raised the issue in the wrong way and are not sure what to do next.

The Company has introduced this policy to encourage all employees to release any information that is evidence of illegal or immoral conduct or malpractices in the Company.



The Board are committed to this policy. If employees raise a genuine concern under this policy, they will not be at risk of losing their job or suffering any form of victimization. Provided they are acting in good faith, reasonably believe that information, and any allegations contained in it, are substantially true and they are not acting for personal gain. The Company does not extend this assurance to someone who maliciously raises a matter they know are untrue. The Company will not tolerate the harassment or victimization of anyone raising a genuine concern, however the Company recognize that an employee may nonetheless want to raise a concern in confidence under this policy. The Company will protect the identity and will not disclose it without the employee consent.


How to Raise a Concern

If the employee has a concern about malpractice, first raise it with their Head of Department. This may be done orally or in writing such as using e-mail, existing suggestion box. If the particular employees feel unable to raise the matter to his/her Head of Department, for whatever reason, then they can raise the matter to the Division Head. If these channels have been followed and the employee still have concerns or feel that the matter is so serious that cannot be discuss with any of the above, then they must raise it to our Senior Independent Non-Executive Director, Mr. Charlie Ong Chye Lee by email to This e-mail address is being protected from spambots. You need JavaScript enabled to view it



If the concern is raised verbally, the person receiving the information should put it in writing as soon as practicable to ensure that it properly reflects the concerns that have been raised. The employee must also indicate if the concern is to be treated in confidence. The person receiving the information will make judgment of that confidence before disclose it other person. Where appropriate, the matter raised may involve an internal inquiry or more formal investigation, be referred to the police or be referred to the external auditor. Subject to any legal constraints, the relevant employees will be informed of the final outcome of any investigation. However the Company may not be able to tell the precise action taken where this would infringe a duty of confidence owed by the Company to someone else.


What is Malpractice or Wrongdoing?

Malpractice and Wrongdoing will include the following. This is not, however a comprehensive list but is intended to illustrate the sorts of issue, which may be raised under the “Whistle Blowing policy:

  1. Any unlawful act, whether criminal or a breach a civil law

  2. Any failure to comply with appropriate professional standards

  3. Fraud, corruption or dishonesty

  4. Actions, which are likely to cause physical danger to any person, or to give, rise to a risk of significant damage to property.

  5. Failure to take reasonable steps to report and rectify any situation which is likely to give rise to a significant avoidable cost, or loss of income, to the Company

  6. Abuse of power, or the use of powers and authority for any unauthorized purpose.

  7. Discrimination in the Company employment or services

  8. Sexual or physical abuse of any member of staff.

  9. Any matters related to actions constituting fraud < Uchi Fraud Policy<

  10. Any other matter, which cannot rise by any other procedure.



The identified Senior Management or his designate is responsible for the administration, revision, interpretation and application of this policy. The policy will be reviewed annually and revised as needed.


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