Corporate whistleblowing, globally considered as one of the best tools to ensure good corporate governance, is still in its infancy

in India India Introduction to whistle blowing: world and Introduction: case in our words

Solution of the said case by three people using flow charts Importance of whistle blowing:

When implementing a whistleblowing process its vital to consider the following: Employees can speak up without fear of retaliation The policy is communicated effectively and comprehensively throughout the business, and responsibilities and training assigned appropriately What support mechanisms should be in place for those who do raise a concern? That data gleaned from the

whistleblowing reports is used in a progressive fashion to help improve processes and optimise protection of employees, business operations and supply chain All possible considerations are addressed regarding international law, confidentiality clauses and levels of disciplinary action All employees (and where appropriate contractors and employee families) should have convenient, 24 hour access to the hotline, including translation services Youve made provision for employees to report both disciplinary and grievance matters, as recommended by the Chartered Institute of Personnel and Development
A whistleblower (whistle-blower or whistle blower)[1] is a person who exposes misconduct, alleged dishonest or illegal activity occurring in an organization. The alleged misconduct may be classified in many ways; for

example, a violation of a law, rule, regulation and/or a direct threat to public interest, such as fraud, health and safety violations, and corruption the United States on July 30, 1778 by a unanimous vote.[2] The Continental Congress was moved to act after an incident in 1777, when Richard Marven and Samuel Shaw blew the whistle and suffered severe retaliation by Esek Hopkins

Corporate whistleblowing, globally considered as one of the best tools to ensure good corporate governance, is still in its infancy in India. As per a recent study released by ASSOCHAM-Ernst & Young, whistle-blowing is being used in a very limited manner by India Inc for fraud prevention. The report said, "Most frauds result in some form of business disruption as well as reputational and financial losses. Whistle-blowing is still at a nascent stage in India, and most Indian companies do not use it as an effective tool against fraud."

SUCHARITA: Gather the facts: She should validate the rumour by Considering business policies, procedures, guidelines, acc stds, Corroborate the data through documentation and discussions with relevant parties

Find out abt internal process for wb

Fundamental principles involved: Integrity Objectivity Confidentiality Prof behaviour

Affected parties: Sarah (mib) Employee spreading bribery rumour Div acc. Line manager Auditor Customers

Other affected parties: audit Employees present at the initial internal Audit committee Board of dirs. Shareholders Financial backers

Identify if procedures or resources that can address the threat to fundamental principles IF NO: Consider discussing the issue with a legal advisor and/or Professional Body Check if the issue is resolved, If yes, document all enquiries and conclusions.

VALERIAN: IF NO: identify whom to involve in the conflict resolution process line mgr trusted colleagues with whom to discuss

 advisor

prof body for advice and guidance/legal next level of mgmt the board the audit committee

Discuss the ethical issue and the conflict with the relevant parties, in accordance with the prescribed procedures Conduct further discussions with the employee spreading bribery rumour, and the div. Acc. to validate that they are factually correct. If it is found that they are just rumours, then the mib should not pursue the matter further. Moreover, she should suggest the organisation to institute rigorous policies to allow employees to bring unethical and illegal practices to the forefront. Check if the issue is resolved, If yes, document all enquiries and conclusions.

VANMATHY: IF NO: Consider courses of action and associated consequences CONSIDER THE FACTS, and discuss with the line mgr. If the response frm the line mgr is not satisfactory, she should contact the nxt level of mgmt. Internal audit Audit committee Board of dirs.

She should not proceed with just rumours and suspicions, instead she should have a reasonable basis to her claims of wrongdoing in the org. In case there is evidence of wrongdoing, she should consider discussing the issue with a Professional Body(sub to confidentiality, privacy and whistleblower obligations) Consider consulting an Independent advisor Consider whether to consult with Those Charged with Governance: If she finds out that the allegations regarding bribery are true, then she should report the same to the relevant authorities, in this case, ACB(Anti Corruption Bureau) Decide on appropriate course of action: After considering all the possible courses of action, and the consequences of those actions, the mib should take an appropriate course of action. Document all enquiries and conclusions reached: Involvement in resolution of matter Summary of the discussions held Name of others involved Decisions made by her and the basis for them

She should always keep the legal considerations in mind. Implement the appropriate course of action.