Utama
Buat Aduan
Semak Aduan
Hubungi Kami
Saluran Pelaporan/Reporting Channel
POLISI LPK/PKA POLICY 1. Introduction 1.1. Port Klang Authority believes in the conduct of the affairs of its constituents in a fair and transparent manner by adopting the highest standards of business and personal ethics, professionalism, integrity and honesty in the conduct of their duties and responsibilities. 1.2. Port Klang Authority’s commitment to transparency, integrity and accountability is reflected in the Board of Directors’ decision to approve the establishment of this Whistle Blowing Policy. 1.3. Port Klang Authority is committed in developing a culture where it is safe for all Employees and Volunteers to raise concerns about any poor or unacceptable practice and any event of misconduct. 1.4. The purpose of this policy is to provide a framework to promote responsible and secure whistle blowing. It protects employees or volunteers wishing to raise a concern about serious irregularities within Port Klang’s Authority. 1.5. Hence, it is fundamental that any concerns, which the employees or volunteers may have about suspected malpractice within Port Klang Authority, are aired to the right channel.Port Klang Authority had devised a policy and procedure to cover the airing of genuine concerns which the employees or volunteers may have about malpractice or suspected malpractice. 2. Policy 2.1. This Policy has been developed and implemented to encourage employees and volunteers to make good faith reports of possible violations of law or infractions of rules or organizational policies by any Port Klang Authority personnel, and to raise any concerns they may have about such matters, confidentially and without fear of retaliation 2.2. Whistleblower encompasses Board of Directors and employees, both permanent as well as contract 2.3. This policy makes it clear that an employee can officially raise their concerns without fear of victimization, subsequent discrimination or put in a disadvantageous position. 2.4. The Policy is not intended to be used by employees wishing to raise concerns about their personal employment status in Port Klang Authority. 2.5. The policy provides a confidential and secure means to enable Whistle Blowers to raise concerns about conduct that is contrary to applicable laws, regulations, policies and procedures that can affect Port Klang Authority business activities where ethical behavior is particularly important. Those conducts include: • Criminal offences, including money laundering, fraud, bribery and corruption • Unethical practices in accounting, internal controls and financial reporting • Miscarriage of justice • Sexual harassment • Criminal offences or breaches of law • Abuse of authority • Deliberate concealment of any malpractice • Conflict of interest • Other unethical conduct 2.6 Port Klang Authority protects the Whistle Blowers who made a disclosure to any Appointed Representative (AR)or the Audit Committee where the disclosure meets the requirements set out above and is made in good faith. 2.7. Any disclosures other than mentioned in clause 2.5 will be protected by the relevant enforcement agencies in accordance with Whistleblower Act 2010. 2.8 Any allegation made maliciously or for personal gain by the whistleblower with the knowledge shall be subjected to Disciplinary Action, up to and including termination of employment. 2.9 A person may make a disclosure of improper conduct based on his reasonable belief that any person has engaged, is engaging or is preparing to engage in improper conduct. Provided that such disclosure is made in good faith and not specifically prohibited by any written law. 3. Definitions 3.1. “Appointed Representative” means an officer or Committee of persons who is nominated/appointed to accept/receive complaints. 3.2. “Disciplinary Action” means any action that can be taken on the completion of or during the investigation proceedings including but not limiting to a warning, imposition of fine, suspension from official duties or any such action as is deemed to be fit considering the gravity of the matter. 3.3. “Employee” means every employee of Port Klang Authority. 3.4 “Protected Disclosure” means a concern raised by a written communication made in good faith that discloses or demonstrates information that may evidence unethical or improper activity. 3.5 “Subject” means a person against or in relation to whom a Protected Disclosure is made or evidence gathered during the course of an investigation. 3.6 “Whistle Blower” is someone who makes a Protected Disclosure under this Policy whether an employee of PKA or any volunteers from the public. 4. Protections From Retaliation 4.1. Port Klang Authority is committed to ensure good practice and high standards and fully supports its Whistle Blowers to come forward to report any misconduct. Port Klang Authority recognizes that the decision to report a concern can be difficult and hence, if the reported concerns are genuine, the Whistle Blowers should be protected. 4.2. Retaliation against an individual, who, in good faith, has made a complaint, disclosed information relating to a complaint or otherwise participated in an investigation relating to a complaint, is prohibited regardless of the outcome of the investigation. 4.3. Port Klang Authority condemns any kind of discrimination, harassment, victimization or any other unfair employment practice being adopted against Whistle Blower. Complete protection will, therefore, be given to Whistle Blower against any unfair practice like retaliation, threat or intimidation of termination/suspension of service, Disciplinary Action, transfer, demotion, refusal of promotion, discrimination, any type of harassment, biased behavior or the like including any direct or indirect use of authority to obstruct the Whistle Blower’s right to continue to perform his duties/functions including making further Protected Disclosure. 4.4. An employee who retaliates against a Whistle Blower, who has reported an improper conduct in good faith, will be subjected to serious Disciplinary Action, including possible termination of employment or other legal means to protect the reputation of the organization. 4.5. This protection is extended to the same extent as the Whistle Blower any other employee(s) or person(s) assisting in the said investigation or furnishing evidence. 5. Confidentiality In order to encourage employees and volunteers to come forward with any good faith report of suspected illegal or unethical behavior on the part of any Port Klang Authority personnel, all reports made through the mechanisms established under the Whistleblower Policy will be treated as confidential to the utmost extent possible. 5.1. Any person who makes a report pursuant to the Whistleblower policy will be treated with dignity and respect. 5.2. The confidentiality or anonymity of the person(s) making the complaint will be maintained to the fullest extent reasonably practicable within the legitimate needs of law and of any ensuing evaluation or investigation. 5.3. The identity of the Whistle Blower shall not be made known to the person who is the Subject of the disclosure without written consent from the Whistle Blower. 5.4. The identity of the Whistle Blower shall not be revealed to anyone inside and outside the organisation. 6. Disqualifications 6.1. While it will be ensured that genuine Whistle Blowers are accorded complete protection from any kind of unfair treatment as herein set out, any abuse of this protection will warrant Disciplinary Action. 6.3. Whistle Blowers, who make any Protected Disclosures, which have been subsequently found to be made in bad faith or an accomplice, shall be liable to be prosecuted under Port Klang Authority’s Code of Conduct wherever applicable. 6.4. Whistle Blower who reports an alleged misconduct not through the channels provided by this policy will not be entitled to any of the protections laid down in Chapter 4. 7. Safeguards 7.1. This policy is designed to offer protection to those employees who raised concerns as defined in paragraph 2, provided the disclosure is made: • To the Appointed Representative (AR)or to the Chairman of Audit Committee (if the concerns relate to AR) • In good faith • In the reasonable belief of the Whistle Blower that the concerns are factually accurate and genuine 7.2. Employees who raised a concern in accordance with the policy will not be subjected to Disciplinary Action or other detriment. If the allegations are made maliciously or for personal gain or other than in good faith, he / she shall be subjected to Disciplinary Action, up to and including termination of employment. 8. Anonymous Disclosure 8.1. This policy mandates the employees to disclose their identity to the Appointed Representative. 8.2. Whistle Blower must put his/her name to allegations. Concerns expressed anonymously will NOT be investigated. 9. Procedures 9.1. Raising a Concern • A Whistle Blower should raise his / her concerns on any misconduct listed under section 2.4 to the Appointed Representative (AR). The Appointed Representative is the: * Head of Internal Audit Department • A Whistle Blower may use website http://pkapp.pka.gov.my/aduanwbs/ in expressing their concerns or writing in specific form to AR. • If the concern relates to any of the Appointed Representative, the concern should be addressed to the second Appointed Representative or to the Chairman of Audit Committee. 10. Roles And Responsibilities 10.1. Appointed Representative (AR) • The Appointed Representative is responsible for receiving and acknowledging complaints / concerns made by the Whistle Blower. Confidentiality shall be maintained by the person to whom a disclosure is made. The identity of the Whistle Blower shall not be revealed to the person who is the Subject of the disclosure without written consent from the Whistle Blower. • All concerns / complaints must be made in writing, acknowledged and logged within five (5) working days by the AR. • The Appointed Representative is the: * Head of Internal Audit Department and the Chairman of Audit Committee (if the concerns relate to AR) 10.2. Whistle Blowing Committee (WBC) • The WBC comprises of the following Senior Management. * Chairman of Audit Committee * Assistant General Manager (Administration & Finance) * Head of Internal Audit Department * Legal Advisory • All complaints and concern from the Whistle Blower shall be reviewed by the WBC to establish whether there is any basis to initiate an investigation and the whistleblower will be notified. The WBC will report to the whistleblower indicating whether: * the concern will be investigated further or dismissed * the concern has been brought to the attention of the Investigation Team • WBC Chairman will table appropriate recommendations to the Investigation Team with regards to the concern or complaints that have been referred to WBC in accordance with the requirements in this policy for necessary action. • The quorum of the WBC meeting is three (3). 11. Reporting Outcomes 11.1. In all cases, a report of the outcome of any investigation will be made by the WBC for the knowledge and action of the Audit Committee which the case may be. 11.2. Audit Committee will give the decision to management for further reference to Disciplinary Committee. 11.3 A summary of all reported cases will be prepared quarterly by WBC and reported to the General Manager and Board Audit Committee to enable them to monitor the effectiveness of the procedures. 11.4. Once an employee has raised a concern under this policy and procedures under no circumstances should the employee communicate the information provided, or matters arising from the investigation, to any person or persons internally or externally, except as required by the relevant authorities. 11.5. If the investigation of a report, that was done in good faith and investigated by internal personnel, is not to the Whistleblower’s satisfaction, then he/she has the right to report the event to the appropriate legal or investigative agency. 12. Retention Of Documents 12.1 Port Klang Authority shall retain all Protected Disclosures in writing or documented along with the results of investigation relating thereto for a minimum period of seven years. 13. Requirements For Successful Implementation 13.1. The success of the whistle blowing initiative is subject to Port Klang Authority wide implementation of programmes that meet the following requirements: • The integrity and professionalism of the Appointed Representative (AR) and the Whistle Blowing Committee (WBC) • The integrity of employees (whistleblower) • The identity of the whistleblower shall be protected • Whistle blowing communication channels must be readily accessible, secure and protect the identity of the whistleblowers • Employees (whistleblowers) must be informed of the facilities and the protection available to them • The WBC, Board of Director and Audit Committee must monitor the progress towards the satisfactory resolution of reported issues. 13.2. Protection under this Policy would not mean protection from Disciplinary Action arising out of false or bogus allegations made by a Whistle Blower knowing it to be false or bogus or with bad intention.
POLISI PKFZ/PKFZ POLICY 1. Introduction 1.1. Port Klang Free Zone Sdn Bhd requires its employees to observe high standards of business and personal ethics in the conduct of their duties and responsibilities. Port Klang Free Zone Sdn Bhd commitment to transparency, integrity and accountability is reflected in the Board of Directors’ decision to approve the establishment of the whistle blowing programme. 1.2 Port Klang Free Zone Sdn Bhd aims to develop a culture of openness whereby employees shall practice honesty and integrity in fulfilling their responsibilities and complying with all applicable laws, regulations, procedures and policies of Port Klang Free Zone Sdn Bhd. 1.3 Hence, it is fundamental that any concerns, which the employees may have about suspected malpractice within Port Klang Free Zone Sdn Bhd, are aired to the right channel. It is clearly in Port Klang Free Zone Sdn Bhd interest to ensure malpractice does not occur. Port Klang Free Zone Sdn Bhd had devised a policy and procedure to cover the airing of genuine concerns which the employees may have about malpractice or suspected malpractice. 2. Policy 2.1. Whistleblower encompasses Board of Directors and employees, both permanent as well as contract. 2.2. This policy makes it clear that an employee can officially raise their concerns without fear of victimization, subsequent discrimination or put in a disadvantageous position. 2.3. The Policy is not intended to be used by employees wishing to raise concerns about their personal employment status in Port Klang Free Zone Sdn Bhd. 2.4. The policy provides a confidential and secure means to enable the employees to raise concerns about conduct that is contrary to applicable laws, regulations, policies and procedures that can affect Port Klang Free Zone Sdn Bhd business activities where ethical behavior is particularly important. Those conducts include: • Criminal offences, including money laundering, fraud, bribery and corruption • Unethical practices in accounting, internal controls and financial reporting • Miscarriage of justice • Sexual harassment • Criminal offences or breaches of law • Abuse of authority • Deliberate concealment of any malpractice • Conflict of interest • Other unethical conduct 2.5. Port Klang Free Zone Sdn Bhd protects the employees who made a disclosure to any Appointed Representative (AR) or the Audit Committee where the disclosure meets the requirements set out above and is made in good faith. 2.6. Any allegation made maliciously or for personal gain by the whistle blower shall be subjected to disciplinary action, up to and including termination of employment. 3. Harassment Or Victimisation 3.1. Port Klang Free Zone Sdn Bhd is committed to ensure good practice and high standards and fully supports its employees to come forward to report any misconduct. Port Klang Free Zone Sdn Bhd recognises that the decision to report a concern can be difficult and hence, if the reported concerns are genuine, the employees should be protected. 3.2. Port Klang Free Zone Sdn Bhd will not tolerate any harassment or victimisation (including indirect pressure) and will take appropriate action to protect the employees when the concern raised is genuine. 3.3. An employee who retaliates against a whistleblower, who has reported an improper conduct in good faith, will be subjected to disciplinary action, including the termination of employment. 4. Confidentiality 4.1. All concerns will be treated in confidence and every effort will be made to maintain strict confidentiality of an employee’s identity consistent with the need to conduct an adequate investigation. 4.2. Confidentiality shall be maintained by the person to whom a disclosure is made as far as possible. The identity of the whistleblower shall not be made known to the person who is the subject of the disclosure without written consent from the whistleblower. 4.3. The identity of the whistleblower shall not be revealed to anyone inside and outside the organisation. 5. Safeguards • To the Appointed Representative (AR)or to the Chairman of Audit Committee (if the concerns relate to AR) • In good faith • In the reasonable belief of the Whistleblower that the concerns are factually accurate and genuine 5.2. Employees who raised a concern in accordance with the policy will not be subjected to disciplinary action or other detriment. If the allegations are made maliciously or for personal gain or other than in good faith, he / she shall be subjected to disciplinary action, up to and including termination of employment. 6. Anonymous Disclosure 6.1. This policy mandates the employees to disclose their identity to the Appointed Representative. 6.2 Anonymous concerns or allegations will not be entertained. 7. Procedures 7.1.Raising a Concern • An employee should raise his / her concerns on any misconduct listed under section 2.4 to the Appointed Representative (AR). The Appointed Representative is the: Head of Internal Audit Unit • An employee may use website http://pkapp.pka.gov.my/aduanwbs/ in expressing their concerns or writing in specific form to AR. • If the concern relates to any of the Appointed Representative, the concern should be highlighted to the Chairman of Audit Committee. 8. Roles And Responsiblities 8.1. Appointed Representative (AR) • The Appointed Representative is responsible for receiving and acknowledging complaints/ concerns made by the Whistleblower. Confidentiality shall be maintained by the person to whom a disclosure is made. The identity of the whistleblower shall not be revealed to the person who is the subject of the disclosure without written consent from the whistleblower. • All concerns / complaints must be acknowledged and logged within five working days by the AR • The Appointed Representative is the: Head of Internal Audit Unit and the Chairman of Audit Committee (if the concerns relate to AR) 8.2.Whistle Blowing Committee (WBC) The WBC comprises of the following Senior Management • Chairman of Audit Committee PKFZ • Director - Representing Ministry Of Finance • Director - Representing Selangor State of Government • Head of Internal Audit Unit • Head of Legal Advisory • Head of Security & Safety All complaints and concern from the Whistleblower shall be reviewed by the WBC to establish whether there is any basis to initiate an investigation and the Whistleblower will be notified. The WBC will report to the Whistleblower indicating whether: • the concern will be investigated further or dismissed • the concern has been brought to the attention of the Investigation Team WBC Chairman will table appropriate recommendations to the Investigation Team with regards to the concern or complaints that have been referred to WBC in accordance with the requirements in this policy for necessary action. The quorum of the WBC meeting is three (3). 9. Reporting Outcomes 9.1. In all cases, a report of the outcome of any investigation will be made by the WBC for the knowledge and action of the Audit Committee which the case may be. 9.2. Audit Committee will give the decision to management for further reference to Disciplinary Committee. 9.3. A summary of all reported cases will be prepared quarterly by WBC and reported to the General Manager and Board Audit Committee to enable them to monitor the effectiveness of the procedures. 9.4. Once an employee has raised a concern under this policy and procedures, under no circumstances should the employee communicate the information provided, or matters arising from the investigation, to any person or persons internally or externally, except as required by the relevant authorities. 10. Requirements For Successful Implementation 10.1. The success of the whistle blowing initiative is subject to Port Klang Free Zone Sdn Bhd wide implementation of programmes that meet the following requirements: • The integrity and professionalism of the Appointed Representative (AR) and the Whistle Blowing Committee (WBC) • The integrity of employees (Whistleblower) • The identity of the whistleblower shall be protected • Whistle blowing communication channels must be readily accessible, secure and protect the identity of the whistleblowers • Employees (Whistleblowers) must be informed of the facilities and the protection available to them • The WBC, Board of Director and Audit Committee must monitor the progress towards the satisfactory resolution of reported issues.
Borang Aduan/ Whistleblowing e-Form
Soalan Lazim/FAQ
Kemaskini Terakhir: Mac 2023
Whistle Blowing System
Nama/Name:
Katalaluan/Password:
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Hak Cipta @ 2015 Jabatan Teknologi Maklumat, LPK
