Content on this page requires a newer version of Adobe Flash Player.

Get Adobe Flash player

Email This Print This

This Whistle-Blowing Arrangement had been issued to all employees of Teho International Inc Ltd. and its subsidiaries on 8 September 2009.

Whistle - Blowing Arrangement

  1. The Board of Directors of Teho International Inc Ltd. (the "Company") wishes to announce the implementation of a Whistle Blowing Arrangement whereby employees of the Company and its subsidiaries (the "Group") can, in confidence, raise any concerns that they may have about possible improprieties in matters pertaining to financial and operations of the Group. Such an arrangement is to ensure transparency and accountability in respect of the Group's financial and operational matters.

  2. The Whistle Blowing Arrangement procedures are set out in paragraphs 4 to 7 below and all staff should be familiar with these procedures so as to maintain a high standard of good corporate governance that the Group presently enjoys.

  3. We would highlight that the Whistle Blowing Arrangement is not intended to operate as a one-stop complaints system or replace the existing avenues for the reporting of complaints and grievances regarding the conditions of your employment or other employee-related matters. In the event that you should have any doubt whether a matter falls within scope of the whistle blowing arrangement, you may contact the person whose particulars are set out in paragraph 4 below (the "Receiving Officer"). The Receiving Officer will advise you accordingly.

  4. Employees who have concerns about possible improprieties in matters of financial and management matters are encouraged to approach the following Receiving Officer, whether by fax or letter:

    Name : Tony Kwah Thiam Hock
    Designation : Independent Director
    Fax no. : 6744 8788
    Address : 1 Commonwealth Lane, #09-23
    One Commonwealth, Singapore 149544


  5. Reports to the Receiving Officer should contain the following information, failing which, an investigation may not be undertaken in a particular case:

    1. your name;

    2. the department in which you are employed and the name of your reporting officer;

    3. the particulars of the alleged impropriety, including:

      1. the name(s) and other contact particulars (where available) of the person(s) involved;

      2. the date time and place of the occurrence or commission of the alleged impropriety;

      3. evidence (documentary or otherwise), if any, of the alleged impropriety; and

      4. such other information as the Receiving Officer may require for the purpose of investigating the alleged impropriety.

    To assist in the investigation of matters reported, you are strongly encouraged to identify yourself. This would also enable us to inform you of the outcome of our investigation, so as to maintain the transparency and effectiveness of the whistle-blowing arrangement itself. Therefore, investigations may not be undertaken in the case of an anonymous report.

    Your identity and the confidentially of the information provided would be protected to the greatest extent possible. However, action taken as a result of your report may lead to your identify being revealed in certain circumstances, either by inference or as required, for example, in legal or disciplinary proceedings. You need not fear any reprisal or recrimination in the event of such identification where you are not involved in any wrongdoing.

  6. Within seven days of the date of a report, the Receiving Officer shall determine and inform you whether the matter reported on falls within the scope of improper acts targeted by the whistle-blowing arrangement or not.

    Where the matters falls within such scope, the Receiving Officer shall acknowledge this and commence investigations into the matter. You are encouraged to cooperate with the Receiving Officer and/or such other officers as may be appointed by the Company for the purposes of investigating your report.

    Where the matter does not fall within such scope, no further action will be taken, pending the submission of any new relevant information. However, as a matter of record, the report will be entered in a record book to be maintained by and to be in custody of the Receiving Officer and his successor in office.

  7. The outcome of the investigation will be made known to you within 60 days of the commencement of investigations. Where such outcome is deemed by the Company to be of interest to or otherwise beneficial to be known by the employees of the Group, the same will also be published, for their information.

  8. The whistle-blowing arrangement is likely to have serious consequences for the person(s) reported on and we therefore trust that you would use it responsibly, after due consideration and consultation (if necessary) with the Receiving Officer. We also trust that you would also maintain the utmost secrecy with respect to any report made by you.

  9. Should you have any queries on the whistle-blowing arrangement or any other matter regarding it, please do not hesitate to contact Ms Suzanne Ng of General Administration Department.