home > ESG

Operating Responsibly

JTS is committed to protecting the environment by minimising the environmental impact of its activities. JTS and its employees shall:

Comply with applicable legal requirements / compliance obligations and other environmental requirements to which the company subscribes.

Prevent pollution, reduce waste and minimise the consumption of resources.

Include the consideration of the environment in all our business strategies.

Educate, train and motivate employees to carry our tasks in an environmentally friendly manner.

JTS management team is committed to ensure that the protection of the environment is firmly embedded in the company’s mission and vision. Further, the team is to ensure the continual improvement of its environmental management systems, enhancing JTS' environmental performance and setting annual objectives for performance monitoring. ESG related policies are to be communicated to all employees, contractors, suppliers and external parties.

Grievance Reporting and Whistleblower Policy - JTS Engineering Sdn Bhd

1. Introduction and Purpose

JTS Engineering Sdn Bhd (hereinafter referred to as "the Company") is committed to maintaining a safe, ethical, and respectful work environment. This policy outlines the procedures for employees, contractors, and other stakeholders to report grievances, concerns, or suspected misconduct without fear of retaliation. It aims to foster an open and transparent culture where individuals feel empowered to raise issues, ensuring that all concerns are addressed promptly, fairly, and confidentially.
This policy applies in conjunction with all other Company policies, procedures, and relevant Malaysian laws and regulations.

2. Scope

This policy applies to all employees (full-time, part-time, temporary, and contractual), directors, officers, consultants, and any other individuals performing work or services for or on behalf of JTS Engineering Sdn Bhd, regardless of their location.

3. Definitions
Grievance: A formal complaint or concern raised by an individual regarding their employment, working conditions, or any perceived unfair treatment. This may include issues such as workplace harassment, discrimination, unfair workload distribution, or misinterpretation of company policies.

Whistleblower: An individual who reports suspected misconduct, unethical behavior, illegal acts, or violations of company policies within the Company, in good faith and with reasonable belief that such a violation has occurred or is about to occur.

Misconduct: Includes, but is not limited to, fraud, bribery, corruption, theft, abuse of power, conflict of interest, workplace harassment, discrimination, environmental violations, safety breaches, significant mismanagement, or any other serious breach of law or Company policy that is not considered a personal grievance.

Retaliation: Any adverse action taken against an individual for making a report in good faith under this policy. This includes, but is not limited to, dismissal, demotion, suspension, threats, harassment, discrimination, or any other form of detriment.

Good Faith: A report is made in good faith when the individual has a genuine belief that the information disclosed is true, even if it later turns out to be mistaken. It does not require absolute certainty but rather a reasonable basis for the concern.

4. Grievance Reporting Procedure

For personal grievances related to employment or workplace issues, individuals should follow these steps:

Informal Resolution:
Where appropriate and comfortable, the individual should first attempt to resolve the issue directly with the person(s) involved or their immediate supervisor/manager. This can often lead to a quicker and more amicable resolution.

Formal Reporting:
If informal resolution is not possible, appropriate, or successful, the individual should submit a formal grievance, preferably in writing, to their immediate supervisor/manager.
If the grievance involves the immediate supervisor/manager, or if the employee feels uncomfortable reporting to them, the grievance should be reported to the Head of Human Resources (HR) or, failing that, to a Senior Manager or Director.

The written grievance should include:
The full name of the complainant.
A detailed description of the grievance, including dates, times, locations, and names of individuals involved.
Any supporting documentation or evidence.
The desired outcome or resolution.

Acknowledgement:
The Company will acknowledge receipt of the formal grievance within three (3) working days.

Investigation:
The HR Department or a designated impartial individual/committee will investigate the grievance promptly and thoroughly.
All parties involved will be given an opportunity to present their side of the story.

Resolution and Feedback:
Upon completion of the investigation, the Company will communicate the findings and any corrective actions taken to the complainant.
Every effort will be made to resolve grievances within fourteen (14) working days, though complex cases may require more time.

5. Whistleblower Policy (Reporting of Misconduct)

The Company encourages the reporting of any suspected misconduct through the following reporting channels:

Option 1: Direct Manager/Supervisor: Individuals can report misconduct to their immediate manager or supervisor.

Option 2: Head of Human Resources (HR): For reports that cannot be made to the direct manager, or if the manager is involved in the misconduct, individuals should report to the Head of HR.

Option 3: Senior Management/Director: If the Head of HR is involved or if the individual feels uncomfortable reporting to HR, the report should be made to a Senior Manager or a Director of the Company.

Option 4: Whistleblower Designated Email: The Company may establish a dedicated, independent hotline or email address for reporting misconduct to ensure anonymity where desired. (Details of such a channel will be provided separately if implemented).

Information to Provide:

While anonymous reports are accepted, providing your identity and contact information allows the Company to seek clarification and gather additional details, which can significantly aid the investigation.

Regardless of anonymity, the report should, to the best of the individual's ability, include:
The nature of the suspected misconduct.
Names of individuals involved (if known).
Relevant dates, times, and locations.
Specific details and any evidence or supporting documents.
How the individual became aware of the misconduct.

Good Faith Reporting:
Reports made under this Whistleblower Policy must be made in good faith. False accusations made maliciously or for personal gain are strictly prohibited and may lead to disciplinary action.

6. Confidentiality

The Company will treat all reports with the utmost confidentiality, consistent with the need to conduct a thorough investigation and comply with legal obligations.
The identity of the complainant and the subject of the complaint will be kept confidential to the extent possible, except where disclosure is necessary for a fair investigation or required by law.
Information obtained during the investigation will be handled with discretion and only shared with those who have a legitimate need to know.

7. Non-Retaliation

JTS Engineering Sdn Bhd strictly prohibits any form of retaliation against individuals who report grievances or suspected misconduct in good faith, or who cooperate with an investigation.

Any employee, manager, or director found to have engaged in retaliation will be subject to severe disciplinary action, up to and including termination of employment.
Individuals who believe they have been subjected to retaliation should immediately report this to the Head of HR or a Senior Director.

8. Investigation Process

Upon receiving a report of misconduct, the Company will initiate a fair, impartial, and thorough investigation. This may involve internal personnel (e.g., HR, Legal, Audit) or external experts, depending on the nature and complexity of the report.
The investigation will be conducted objectively, respecting the rights of all parties involved.
Investigators will gather relevant information, conduct interviews, and review documents.
The complainant will be informed of the progress of the investigation to the extent possible without compromising the investigation itself or the rights of other parties.
Upon conclusion of the investigation, a report will be prepared summarizing the findings and recommended actions.

9. Disciplinary Action
If an investigation substantiates a grievance or an allegation of misconduct, appropriate disciplinary action will be taken, consistent with Company policies, employment contracts, and applicable laws.
Disciplinary actions may range from warnings to termination of employment, depending on the severity and nature of the infraction.
Where illegal activities are confirmed, the Company reserves the right to report the matter to the relevant law enforcement authorities.

10. Policy Review and Amendments

This policy will be reviewed periodically by the Company to ensure its effectiveness, relevance, and compliance with prevailing laws and best practices. The Company reserves the right to amend this policy at any time, with appropriate notification to all employees.
Contact Information for Reporting (For Both External and Internal Use):
Whistleblower Channel: info@jts.com.my

JTS Engineering Sdn Bhd encourages all individuals to uphold the highest standards of integrity and ethics and to use this policy responsibly.