Purpose

PSB Academy does not tolerate any malpractice, impropriety, statutory non-compliance or wrongdoing by staff in the course of their work.

 

This Policy provides a framework to promote responsible and secure whistleblowing without fear of adverse consequences. Employees and outside parties, such as students, partners, contractors and other stakeholders, may use the procedures set out in the Policy to report any concern or complaint regarding questionable or unsafe work practices or any other matters involving fraud, corruption or employee misconduct.

 

This Policy protects genuine whistleblowers from any unfair treatment as a result of their reporting. Frivolous and bogus complaints will be disregarded.

 

This Policy is also not a route for taking up personal grievances. These should continue to be escalated directly to Heads of Department / Schools.

 

Procedure

We encourage employees and outside parties to put their names to their allegations whenever possible. Concerns or irregularities expressed anonymously are more difficult to act upon effectively but they will be considered, taking into account the seriousness and credibility of the issues raised, and the likelihood of confirming the allegation from reliable sources based on information provided.

 

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 may be raised by writing to whistleblow@psb-academy.edu.sg.

 

As it is essential for us 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, date/s or time, the type of concern, evidence substantiating the complaint and contact details, in case further information is required.

 

All matters reported will be reviewed within a reasonable timeframe, and after due consideration and inquiry, a decision on whether to proceed with a detailed investigation, will be made by CEO in consultation with other relevant parties where necessary.

 

Where appropriate these complaints will be escalated Chairman of the Board, who will then decide whether to report the matter to the Board.

 

Scope

This policy is for reporting irregularities such as -

  • Falsification/ Forgery
  • Misappropriation of funds
  • Failure to comply with laws and regulations
  • Theft
  • Corruption and bribery
  • Harassment
  • Discrimination

 

Case Handling

We endeavour to ensure prompt and appropriate investigation and resolution. All information disclosed during the course of investigation will remain confidential, except as necessary or appropriate to conduct the investigation and to take any remedial action, in accordance with any applicable laws and regulations.

 

We reserve the right to refer any concerns or complaints to appropriate external 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 answer to such allegations. Employees who fail to cooperate in an investigation, or deliberately provide false information during an investigation, shall be subject to disciplinary action including, immediate dismissal.

 

If, upon the conclusion of the investigation, we determine that a violation has occurred or the allegations are substantiated, effective remedial action commensurating with the severity of the offence will be taken.

 

Protection

We prohibit discrimination, retaliation or harassment of any kind against a whistleblower who submits a complaint or report in good faith. If a whistleblower 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 CEO. Reporting should be done promptly to facilitate investigation and the taking of appropriate action.