Aryan Solutions Pte. Ltd. is committed to high standard of work ethics and do not endure any kind of inappropriateness, oversight, statutory non-compliance or wrong doing by any employee during their duration of employment. This policy aims to attain a healthy environment and to encourage our employees to record and report dishonest, unlawful or unprincipled activities in the company. We also assure to prohibit managerial/senior staff from taking any adverse individual action against those employees who report such practices in good faith.

This policy intends to provide a framework and passage to boost responsibility and opportunity to whistle blow without the fear of adverse consequences while we consistently uphold robust values, principles and ethics. This policy intends to assure that every employee of the company follows the code of conduct and at the same time reporting any unethical action or code of conduct.

Whistle-Blowers provide initial information based on a reasonable belief that an alleged wrongful conduct has occurred. The motivation of a whistle-blower is irrelevant to the consideration of the validity of the allegations. However, the intentional filing of a false report, whether orally or in writing is itself considered an improper activity, which the CEO has the right to act upon.

Whistle-Blowers have a responsibility to set forth all known information regarding any reported allegations. Whistle-blowers must provide sufficient corroborating evidence to justify the commencement of an investigation. An investigation of unspecified wrongdoing or broad allegations would not be undertaken without verifiable evidence. However Whistle-Blowers shall refrain from obtaining evidence for which they do not have a right of access. Such improper access may itself be considered an improper activity.

Whistle-Blowers are “reporting parties,” and not investigators. They are not to act on their own in conducting any investigative activities, nor shall they have a right to participate in any investigative activities other than as requested by the investigating authority.
The identity of the whistle-blower will not be disclosed except where required under the law or for the purpose of the investigation.
A whistle-blower’s right to protection from retaliation does not grant him/her immunity for any complicity in the matters that are the subject of the allegations or an ensuing investigation or any other misconduct or wrong doing.

This policy may not be used as a defense by an employee against whom an adverse personnel action has been taken for legitimate reasons or cause under Company rules and policies. It shall not be a violation of this policy to take adverse personnel action against an employee, whose conduct or performance warrants that action, separate and apart from that employee making a disclosure.

This Policy is intended to provide a framework and passage to boost responsibility and whistle blow without the fear of adverse consequences while we consistently uphold robust values, principle and ethics. This policy intend to assure that every employee of the company is follow the code of conduct and at the same time reporting any unethical action or code of conduct.