Whistleblowing Policy

  1. Total Well-Being SG Whistleblowing Framework provides a platform for individuals to disclose any observed improprieties that involve Total Well-Being SG’s employees and/or business partners, without fear of reprisal.
  2. All instances of whistleblowing will be independently reviewed and investigated by the Board.
  3. Whistleblowers should report their concerns in good faith. The whistleblower’s identity and the concerns raised will be kept confidential, unless as required by the law to reveal to parties such as lawyers, the police or investigators.

Types of Improprieties

Examples of reportable improprieties (but not exhaustive) include the following:

  1. Corruption/bribery is the receiving, asking for, offering, promising or giving any gratification to induce a person or be induced to do a favour with a corrupt intent. Types of gratification include but not limited to money, sexual favours, properties, promises and services. Favours could come in the form of seeking confidential information, leniency, special privileges and contracts.
  2. Fraud is any illegal act characterized by deceit, concealment, or violation of trust. They are perpetrated to obtain money, property or services; to avoid payment or loss of services; or to secure personal or business advantage. Common examples of fraud include asset misappropriations, forgery and misuse of information acquired in the course of employment.
  3. Unlawful Conduct includes all forms of illegal behaviour such as drug sale or use, violence or threatened violence, criminal damage against property, sexual harassment, money laundering, and terrorism financing.

Reporting Channels

  1. We encourage Whistleblowers to provide their names and contact numbers to facilitate investigations via email at [email protected]
  2. To enable Total Well-Being SG to effectively investigate your concerns, the following information should be provided, where possible:
    • Your contact information;
    • Name(s) of person(s)/company(ies) involved;
    • Your relationship with the reported person(s)/company(ies);
    • Detailed description of the incident (including date, time, location, methods and action/ behaviour);
    • Period of time the impropriety had been perpetuated;
    • Has management been informed (if yes, please provide the notification date and contact information of the person notified);
    • Physical evidence and any other information that may substantiate the incident.
  1. This policy does not cover employee grievances. Employees should refer to the Grievance Handling Policy and procedures to lodge his/her
  2. When in doubt, an employee may approach the CEO to clarify his/her concern.

The Total Well-Being SG Team

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