Whistleblower Protection
Whistleblower Protection
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Whistleblower Protection
Introduction
Zowasel.com Limited. Zowasel Limited or subsidiary. (“ZOWSEL”) is committed to high ethical, moral, and legal business conduct standards. It is also dedicated to acting in good faith with employees who raise concerns regarding incorrect financial reporting, unlawful activity, or otherwise improper conduct.This Whistleblower Protection Policy aims to provide employees with an avenue for raising such concerns and to reassure such employees that they will be protected from reprisal or victimization as a consequence of reporting the alleged wrongdoing of any officer, director, employee, or other representatives of ZOWSEL.
ZOWSEL reserves the right to modify or amend this policy at any time.
Policy: No Retaliation
No board member, officer, employee, or other representative who, in good faith, reports a violation of a law or regulation requirement shall suffer harassment, retaliation, or adverse employment consequences. An employee who retaliates against someone who has reported a violation in good faith is subject to discipline up to and including termination of employment.
Reporting Process
This Whistleblower Policy is intended to encourage and enable persons to raise severe concerns in good faith. Such problems, including financial reporting or unethical or illegal conduct, may be reported directly to the Chief Financial Officer or Board Chairman. Suppose an individual’s concern rises to the level that he/she reasonably believes such notice will be disregarded or otherwise not reasonably considered. In that case, the individual may then report violations or suspected violations to the Chair of the Audit Committee.
As described in the Employee Handbook, employment-related concerns should continue to be reported through managers and the Office Manager.
Anyone filing a complaint concerning a violation or suspected violation of the law, regulation, or policy must act in good faith and have reasonable grounds for believing the disclosed information indicates a violation. Any allegations that prove not to be substantiated and have been made maliciously or knowingly false will be viewed as a serious disciplinary offense.
As described in the Employee Handbook, employment-related concerns should continue to be reported through managers and the Office Manager.
Anyone filing a complaint concerning a violation or suspected violation of the law, regulation, or policy must act in good faith and have reasonable grounds for believing the disclosed information indicates a violation. Any allegations that prove not to be substantiated and have been made maliciously or knowingly false will be viewed as a serious disciplinary offense.
Compliance Officer
The CFO, working with the Chair of the Board, will act as ZOWSEL’s Compliance Officer. The Compliance Officer investigates and resolves all employee complaints and allegations concerning suspected violations of the law, regulation, or policy. If the complaint involves the CFO, the Audit Committee Chair or his or her designee will take on the Compliance Officer role. If the complaint involves both the CFO and the Audit Committee Chair, in-house or outside legal counsel will carry out the functions of the Compliance Officer.
Confidentiality
Violations or suspected violations may be submitted confidentially by the complainant or anonymously. Reports of violations or suspected violations and the identity of the complainant will be kept confidential to the extent possible, with the understanding that certain details may need to be shared with others to conduct an adequate investigation and comply with applicable law.
Handling of Reported Violations
The Compliance Officer, or the person responsible for carrying out the Compliance Officer’s role concerning a reported or suspected violation, will acknowledge the receipt of the reported violation or suspected violation in person or by email to the complainant (if the individual has identified him or herself) within five business days.
All reports will be promptly investigated in coordination with in‐house counsel, and appropriate corrective action will be taken if the investigation warrants it.
In the event a reported violation concerns corporate accounting practices, internal controls, or auditing, the Compliance Officer shall promptly notify the Audit Committee of such complaint and work with the Audit Committee and in‐house counsel to investigate the complaint and take appropriate corrective action.
All reports will be promptly investigated in coordination with in‐house counsel, and appropriate corrective action will be taken if the investigation warrants it.
In the event a reported violation concerns corporate accounting practices, internal controls, or auditing, the Compliance Officer shall promptly notify the Audit Committee of such complaint and work with the Audit Committee and in‐house counsel to investigate the complaint and take appropriate corrective action.
Contact for Reporting Abuse
If you wish to report any abuse or concerns, please email legal@zowasel.com.