WHISTLE BLOWER POLICY
Many a violation does not affect an individual directly, but is detrimental to the organisation’s interest. Individuals hesitate to report such violations out of fear or indifference. The Whistle Blower’s policy provides a mechanism for an individual to report violations without fear of victimisation.
When the employee sees violations of integrity norms, he may not be directly aggrieved, but may have information that organisational interests are being compromised. This may be unethical behaviour, suspected or actual fraud, violation of the Code of Conduct etc.
Some examples are persons taking bribes, confidential information being leaked out, misuse of company’s resources, favours shown or demanded from business associates/partners, violation of statutory requirements, etc.
Before reporting such events, the employee has to ascertain that a violation has actually occurred and that the act is not based on what can be termed as a normal business decision. For example, allocating higher stock to a dealer can be a consequence of a normal business decision and may not necessarily be a violation of the code of conduct.
In all such cases, the employee will address the complaint to any member of the Enforcement Committee along with the available details and evidence to the extent possible. In case, the complaint is received by an employee other than the enforcement committee member, the same will be forwarded by him to the enforcement committee.
As a rule, anonymous complaints will not be entertained. The identity of the complainant will be protected and will be known only to the Enforcement Committee.
The Enforcement Committee may meet the complainant, if necessary. They may also appoint any suitable person or group of persons to investigate the case, but will ensure that the identity of the complainant is protected.
Whistle Blower will be protected from any kind of discrimination, harassment, victimization or any other unfair employment practice.
The Enforcement Committee will decide the case and recommend action within four weeks to the Managing Director / Chairman. The final action to be taken will be decided by the Managing Director / Chairman.
The analysis of the case and the action to be taken may not be communicated to the original complainant.
Enforcement Committee will consist of at least three out of:
a) Vice President (HR)
b) President (Finance)
c) President (Motorcycle Business)
d) President (Commercial Vehicle Business)
e) President (International Business)
f) Social Counselor
Mr R C Maheshwari, President (Commercial Vehicle Business) will be the Chairman of the Enforcement Committee.
Chairman of the Committee and Vice President (HR) are mandatory members of the committee. In case of sexual harassment grievance, Social Counselor will also be a mandatory member of the committee. In situations, where the case pertains to someone in the CV business, Vice President (HR) will be given the role of the Chairman of the Committee. In case of any disagreement, the decision of the Chairman of the Committee will be final.
The Enforcement Committee will report to the Managing Director/Chairman.
Any grievance against any member of the Enforcement Committee should be addressed to the Managing Director / Chairman.