Apex Healthcare Berhad


Whistleblowing Policy & Procedure

Purpose & Scope
Apex Healthcare Berhad Group ("AHB") values integrity in its dealings and observes zero tolerance towards malpractice, impropriety, statutory non-compliance or wrongdoing by staff in the course of their work.

The principle underlying this Whistleblowing Policy (the “Policy”) is that employees and associates should be able to blow the whistle on wrongdoing in good faith without fear of adverse consequences.

Employees and outside parties, such as suppliers, customers, contractors and other stakeholders, may use the procedures set out in the Policy to report any concern or complaint regarding questionable accounting or auditing matters, internal controls, disclosure matters, conflict of interest, insider trading, collusion with competitors, serious breaches of Group policy, unsafe work practices or any other matters involving fraud, corruption and employee misconduct.

The Policy allows for reporting by employees or outside parties of such matters to the Internal Auditors of the Group, without fear of reprisal, discrimination or adverse consequences, and also permits the Group to address such reports by taking appropriate action, including, but not limited to, disciplining or terminating the employment and/or services of those responsible.

The Policy is meant to protect good faith whistle-blowers from any unfair treatment as a result of their report. Mischievous, malicious or false complaints will be dealt with severely. The Policy is not intended as a means for pursuing personal grievances which should be referred directly with Division or Department heads.

Reporting Mechanisms
AHB Group encourages employees and outside whistle-blowers to identify themselves when possible. Concerns or irregularities expressed anonymously are more difficult to act upon effectively, but will be considered, taking into account the seriousness, credibility and verifiability of the issues raised. All concerns or irregularities raised will be treated with confidence and every effort will be made to ensure that confidentiality is maintained throughout the process.

Concerns must be raised in writing to a specially designated email address. As it is essential for the Group to have all critical information in order to be able to effectively evaluate and investigate a complaint, the report made should provide as much detail and be as specific as possible. The complaint should include details of the parties involved, dates or period of time, the type of concern, evidence substantiating the complaint, where possible, and contact details, in case further information is required.
The Receiving Officer is the Audit Committee of Apex Healthcare Berhad

Receiving Officer : The Audit Committee
Special Email : ethics@apexpharmacy.com.my

All complaints will be reported to the Audit Committee and the Chief Executive Officer of Apex Healthcare Berhad before the close of the next working day. All matters reported will be reviewed within a reasonable timeframe, and after due consideration and inquiry, a decision will be taken on whether to proceed with a detailed investigation. Guidance and direction may be sought from the Board of Directors, senior management staff and other appropriate parties.

Complaints raised to other parties within the Group will be directed to the Receiving Officer, who is responsible for maintaining a centralized repository of all reported cases and ensuring that issues raised are properly resolved.

AHB Group prohibits discrimination, retaliation or harassment of any kind against a whistle-blower who submits a complaint or report in good faith. If a whistle-blower believes that he or she is being subjected to discrimination, retaliation or harassment for having made a report under this Policy, he or she should immediately report those facts to the Receiving Officer. Reporting should be done promptly to facilitate investigation and the taking of appropriate action.

At the appropriate time, the party making the report/complaint may need to come forward as a witness. If an employee or outside party makes an allegation in good faith but it is not confirmed by the investigation, no action will be taken against him or her. If, however, an employee has made an allegation frivolously, maliciously or for personal gain, disciplinary action may be taken against him or her. Likewise, if investigations reveal that the outside party making the complaint had done so maliciously or for personal gain, appropriate action, including reporting the matter to the police, may be taken.

Handling of Complaints
The Receiving Officer, may, in consultation with the CEO and/or Chairman of the Audit Committee, direct the complaint to the division/department best placed to address it, or lead the investigation to ensure prompt and appropriate investigation and resolution. All information disclosed during the course of investigation will remain confidential, except as necessary or appropriate for the conduct of the investigation and to undertake any remedial action, in accordance with any applicable laws and regulations.

AHB Group reserves the right to refer any concerns or complaints to appropriate external regulatory authorities. Depending on the nature of the complaint, the subject of the complaint may be informed of the allegations against him or her and be provided with an opportunity to defend himself/herself against such allegations. Employees who fail to cooperate in an investigation, or deliberately provide false information during an investigation, shall be subject to strict disciplinary action up to, and including, immediate dismissal.

If, at the conclusion of an investigation, the Group determines that a violation has occurred or the allegations are substantiated, remedial action commensurate with the severity of the offence will be taken.

AHB Group may modify the Policy to maintain compliance with applicable laws and regulations or accommodate organizational changes within the Group.