• Whistleblowing Policy

    Malakoff Corporation Berhad (“the Company”) is committed to promote and maintain high standards of transparency, accountability, ethics and integrity at the workplace. An important aspect of accountability and transparency is a mechanism to enable staff and other members of the company and third parties to voice genuine concerns in a responsible and appropriate manner.

    The Whistleblowing Policy is designed to support the Company’s Integrity, Innovation, Teamwork, Excellence & Harmony values and facilitate employees’ and third parties’ concerns about possible improprieties at the earliest opportunity to ensure that concerns can be raised without fear of reprisal or Detrimental Action.

    The objectives of this Policy are as follows:

    i.  Provide employees and third parties dealing with the Company with proper procedures in disclosing cases of Improper Conduct;
    ii. Manage disclosures of Improper Conduct in an appropriate and timely manner;
    iii. Provide protection to Whistle-blowers from Detrimental Action that may  result from the disclosure of Improper Conduct; and
    iv. Provide fair treatment to both the Whistle-blower and the alleged wrongdoer when a disclosure of Improper Conduct is made.


    This Policy applies to all employees and third parties who have become aware of or genuinely suspects on a reasonable belief that an employee of the Company has engaged, is engaged or is preparing to engage in any Improper Conduct.

    Improper Conduct is any conduct which if proved, constitutes a Disciplinary Offence or a criminal offence. These include, but are not limited to, the following:

    Criminal offences, unlawful acts, fraud, corruption, bribery and blackmail;
    ii. Failure to comply with legal or regulatory obligations;
    iii. Misuse of the Company’s funds or assets; 
    iv. Breach of Group Policies and Code of Conduct;
    v. Misuse of confidential information;
    vi. An act or omission which creates a substantial and specific danger to the lives, health or safety of the employees or the public or the environment; 
    vii. Unsafe work practices or substantial wasting of company resources;
    viii. Abuse of power by an officer of the Company; and
    ix. Concealment of any of the above. 


    A disclosure of Improper Conduct may be made orally or in writing to the Chairman of the Board Audit Committee of the Company via the following:

    E-Mail to [email protected] or
    ii. Letter (i.e. Whistle-blowing drop-off mailbox located at Level 10 entrance, MCB HQ KL which is managed by Group Internal Audit).

    A disclosure should include the name, designation and contact number of the Whistle-blower.

    The Whistle-blower or any person related to or associated with the Whistle-blower shall be accorded with protection under the Policy from any Detrimental Action within the Company as a direct consequence of the disclosure provided that the disclosure is made in good faith.

    Additionally, the identity of the Whistle-blower and such other Confidential Information shall not be disclosed save with the Whistle-blower’s consent or otherwise required by law. The Whistle-blower protection conferred under this Policy is not affected notwithstanding that the disclosure of the Improper Conduct does not result in any disciplinary action of the person against whom the disclosure was made.

    The Company reserves the right to revoke the Whistle-blower protection provided pursuant to this Policy if it is of the opinion, based on an investigation that, among others:

    The Whistle-blower himself has participated in the Improper Conduct disclosed, except in instances where: 
      a)    The participation was under duress; or
      b)    In the view of the Company, the participation could be justified under the circumstances.
    ii. The Whistle-blower willfully made a material statement which he knows or believes to be false or did not believe to be true;  
    The disclosure of Improper Conduct is frivolous and/or vexatious. 

    The Whistle-blower shall be informed of the result of any investigation and/or any action taken by the Company in respect of the disclosure in accordance with the Policy.

    The Chief Internal Auditor is responsible for the administration, interpretation and application of this Policy. This Policy may be reviewed and amended whenever necessary to ensure its effective implementation and any amendment to this Policy shall be affected by the Chief Internal Auditor, subject to the approval of the Chief Executive Officer, the Chairman of the Board Audit Committee and the Board of Directors.

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