HR Policies

Whistleblower Policy

1. What Should Be Reported

Whistleblowers are encouraged to report any concerns or activities that may be deemed unethical,
illegal, or in violation of the organization's policies. Specific examples include, but are not limited
to:

• Illegal Activities: Fraud, theft, bribery, corruption, embezzlement, money laundering. Financial Misconduct: Falsification of financial statements, insider trading, misappropriation of funds, improper accounting practices.
• Policy Violations: Breaches of company policies, codes of conduct, or regulatory requirements. Any errors or intentional manipulation in work, Mismanagement of client content, improper classification or storage of sensitive data, unauthorized access to client files, or plagiarism of content. Unauthorized access, use, or disclosure of client information. Any incident of unauthorized access to, loss, or theft of sensitive data or client documents.
  Refrain from engaging in activities outside the company that could directly compete with the company’s services or create divided loyalties.During employment or after resignation for period of 24 months we strictly refrain to communicate with client to end their business relationship with the company.
• Conflict of Interest: Employees must disclose any potential or actual conflicts of interest that may arise, including any financial, familial, or personal relationships that could impact their professional responsibilities.
• Financial Interests: An employee or their family member has a financial interest in a competitor, vendor, or client.
• Personal Relationships: An employee has a close personal relationship with someone in a position of authority, such as a direct supervisor or client representative.
• Outside Employment: Holding a second job or business interest that could conflict with company duties.
• Harassment or Discrimination: Any form of harassment, bullying, discrimination, or unequal treatment based on race, gender, age, disability, abusive behavior including verbal, physical, psychological actions that degrade humiliate or intimidate an individual. Harassment include, offensive jokes, unwanted physical conduct, inappropriate touching, gestures, blocking movement & unwelcome sexual advances

2. Reporting Mechanisms

Reports may be made in several ways, ensuring accessibility and Confidentiality.

Whistleblowers may use the following reporting channels to raise their concerns:

Email: Concerns can be emailed to grievance@globalintegra.net for a confidential and secure communication channel.

In-person Reporting: Employees may approach HR or a compliance officer, to report an issue in person.

Anonymous reporting: Employees can drop written complaints anonymously in the physical box kept in the workstation.

3. Confidentiality and Anonymity

The organization respects the confidentiality of those who report concerns. Every effort will be made to protect the whistleblower’s identity, unless required by law, or if the disclosure of the whistleblower’s identity is necessary to conduct a thorough investigation. Whistleblowers may choose to remain anonymous, though this may limit the organization’s ability to address the issue effectively or follow up for additional information. However, whistleblowers are encouraged to provide their contact information for a more effective and thorough investigation process.

4. Investigation Process

Once a report is made, the organization will undertake a thorough investigation. This may involve gathering information, interviewing relevant parties, and reviewing documents or records. The investigation will be conducted promptly, impartially, and professionally. The individual(s) responsible for conducting the investigation will ensure that the process is confidential, fair, and respects the rights of all parties involved. The whistleblower will be kept informed of the investigation’s progress as appropriate.

5. Protection from Retaliation

The organization is committed to ensuring that no individual faces retaliation or discrimination for making a report in good faith. Retaliation includes, but is not limited to, unfair treatment, job loss, demotion, suspension, harassment, or any other form of discrimination. Any retaliation against a whistleblower will result in disciplinary action, which may include termination of employment. Individuals who believe they have been subjected to retaliation for making a report should immediately report this to HR or Compliance Officer

6. False Reporting

While the organization encourages honest reporting, making a false or malicious claim is prohibited. Any individual who knowingly provides false information with the intent to harm or damage the reputation of another individual or the organization may face disciplinary action, up to and including termination of employment or legal action. The organization will make every effort to investigate reports without pre-judging or assuming guilt.

7. Accountability

Managers, supervisors, and all leaders within the organization are responsible for ensuring this policy is communicated to all employees and stakeholders. They are also responsible for promoting an ethical work culture and encouraging employees to report concerns without fear. Employees are encouraged to raise any concerns they have regarding violations of this policy or unethical conduct, and management will ensure these concerns are addressed promptly.