{"id":237,"date":"2020-07-11T10:27:51","date_gmt":"2020-07-11T02:27:51","guid":{"rendered":"http:\/\/box2255.temp.domains\/~beeosio\/?page_id=237"},"modified":"2025-10-08T18:20:56","modified_gmt":"2025-10-08T10:20:56","slug":"whistle-blowing-policy","status":"publish","type":"page","link":"https:\/\/karingroup.com\/group-profile\/whistle-blowing-policy\/","title":{"rendered":"Whistleblowing Policy"},"content":{"rendered":"\t\t
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The following policy can be downloaded by \u201cclicking here<\/a>\u201c. The Chinese version (\u5609\u9748\u63a7\u80a1\u96c6\u5718\u6709\u9650\u516c\u53f8 \u2013 \u8209\u5831\u653f\u7b56 ) is also available by \u201cclicking here<\/a>\u201c.<\/p>

Karin Technology Holdings Limited <\/strong>(Incorporated in Bermuda on 30 August 2002)<\/strong><\/span><\/p>

Date: 30 September 2025<\/strong><\/span><\/p>

Introduction
<\/strong>The Board of Directors of Karin Technology Holdings Limited (the \u201cCompany<\/strong>\u201d) is committed to fostering a culture of corporate compliance, ethical behavior and good corporate governance. This whistle blowing policy (\u201cPolicy<\/strong>\u201d) will not act to the detriment of any employee as a consequence of them raising with management in good faith on any breach of law or any violation of the Company\u2019s <\/span>principles or values or any legal or ethical concerns.<\/span><\/p>

This Policy is intended to provide guidance to employees who have major concerns over any wrongdoing within the Company and its subsidiary\/associate companies (collectively known as the \u201cGroup<\/strong>\u201d) relating to unlawful conduct, financial malpractice or dangers to the public and environment that has taken place or is likely to be committed. Specific examples could include:<\/span><\/p>

  1. Criminal activity including forgery or falsification of alteration to company document\/account;<\/span><\/li>
  2. Breach of legal obligation (including negligence, breach of contract);<\/span><\/li>
  3. A person abusing his position for any unauthorized use of for personal gain such as insider trading, disclosing confidential and proprietary information to party(ies) without prior authorization and need to know basis, accepting\/seeking anything of material value from business associates e.g. vendors;<\/span><\/li>
  4. The Company\u2019s funds are being used in an unauthorised manner;<\/span><\/li>
  5. The company\u2019s internal and financial control procedures and policies have or are not being observed or are being breached by any member of staff \/ officers;<\/span><\/li>
  6. Danger of destruction and unsafe practices to the work environment;<\/span><\/li>
  7. Sexual or physical abused of any member of staff or service recipient is taking place; and<\/span><\/li>
  8. Information relating to any of the above is being deliberately concealed or attempts are being made to conceal the same.<\/span><\/li><\/ol>

    This policy and procedures shall not form part of the Contract of Employment of the employees, but would be included in the Orientation List accordingly.<\/span><\/p>

    A. Purpose of the Policy<\/strong><\/span><\/p>

    The Company has established this policy to enable employees to raise concerns about such malpractice(s) at an early stage and in the right way. This policy aims to:<\/span><\/span><\/p>

    (i) encourage employees to feel confident in raising serious concerns and to question and act upon their concerns;
    <\/span><\/span>(ii) provide ways for employees to raise those concerns and get feedback on any action taken as a result;
    <\/span><\/span>(iii) ensure that employees get responses to their concern and are aware of how to pursue if they are not satisfied with any actions taken; and
    <\/span><\/span>(iv) reassure employees that if they raise any concern in good faith and reasonably believe them to be true, they will be protected from possible reprisals or victimization.<\/span><\/span><\/p>

    This policy is not intended to be used where other more appropriate procedures are available, e.g. through the personnel department concerning personal grievances; unhappiness over inadequate training.<\/span><\/b><\/span><\/p>

    B. Who is covered by the Policy?<\/b><\/span><\/p>

    This policy applies to any of the above actions involving employees, vendors\/contractors, consultants, and\/or any other parties whom the Group has a business relationship with.<\/span><\/p>

    C. What safeguards can people expect?<\/strong><\/span><\/p>

    (i) The Company views whistle blowing seriously and will not allow the person \u201cblowing the whistle\u201d to be harassed or victimized and will take appropriate action protect those who raise a concern in good faith;
    <\/span>(ii) Any investigation into allegations of potential malpractice will not influence or be influenced by any disciplinary or redundancy procedures already taking place concerning the employee;
    <\/span>(iii) No action will be taken against anyone who makes an allegation in good faith, reasonably believing it to be true, even if the allegation is not subsequently confirmed by the investigation;
    <\/span>(iv) Every effort will be made to ensure confidentiality as far as this is reasonably practicable; and
    <\/span>(v) Help will be provided to the person \u201cblowing the whistle\u201d in order to minimize any difficulties, which he\/she may experience. This may include advice on giving evidence if needed. Meetings may, if necessary be arranged off-site with you and with you being represented, if you so wish.<\/span><\/p>

    The employee (of the Group) who has reported a suspicion of fraudulent practices in good faith and in compliance with the provisions of this policy shall not be prejudiced in his position in any way as a result of the reporting.<\/span><\/p>

    The policy is not intended for personal complaints or for employees (of the Group) who makes false report for personal gain and the Company will not tolerate malicious acts. Disciplinary action(s) may be taken against such informant(s).<\/span><\/p>

    D. Reporting Procedure<\/strong><\/span><\/p>

    (i) How should an employee raise a concern?<\/b><\/span><\/p>

    <\/b>\u00a0 Concerns may be raised orally or in writing confidentially to any of the following contact points:<\/span><\/span><\/p>