Whistleblower Policy


Statement of Policy

  1. General
    • A person who informs on someone or puts a stop to something, or, makes a public disclosure of wrong doings within the Company, is referred to as a whistleblower. He could also be a person who has been deprived of his legal right whether material, intellectual or pertaining to norms and good practices causing him mental, physical or financial disturbance.
    • Such a person can resort to raising ‘the issue’ through formal channels or anonymously. In either case he is entitled to protection under the Whistleblowers Protection Act 2015.
  2. Policy
    • SMS commits itself to the protection of whistle blowers. SMS will not retaliate against an employee who in good faith, has made a protest or raised a complaint against any practice / official of SMS.
    • Whistle blowers will not only be protected, they will be rewarded with a cash award of Rs 1000/- or more, if the issue that has been highlighted is of value to the Company.
    • Whistle blowers will be kept posted on actions taken on their complaints on need to know basis.
  3. Whistle Blowing Tools/ Means
    • Town Hall Meetings. A Town Hall Meeting will be held in all stations providing opportunity to all employees to air their grievances, for whistle blowing or for giving suggestions.
    • Suggestion Box. Suggestion boxes shall be placed in all stations at convenient spots to be utilized for dropping complaints. Boxes shall be emptied by HR representative or person so appointed by Director HR / Regional Director.
    • Direct Correspondence. A prospective whistleblower can also make direct correspondence with Director HR on following address: Director HR 12th Floor Kawish Crown Plaza Shahrah-e- Faisal Karachi.
    • Suggestion Form attached as Annex A may be used by the complainant. The same will be available on the website. Alternatively, a complaint can be made on a simple piece of paper also.
    • Anonymous complaints will not be entertained.
  4. Proceedings
    • Director HR will hold a meeting attended by all relevant officials from concerned departments, HR and RCS to discuss the issue raised by the complainant.
    • Cases of ‘emergent nature’ will be dealt with on a fast track.
    • Decision taken will be intimated / implemented through command channels.
    • Chairman will be briefed on a monthly basis about the points / suggestions / grievances received, actions initiated and preventive measures taken.
    • If appropriate the point will be brought up in HRRC Committee / SMG by Director HR

The official Complaint / Suggestion form can be found here.