Page 199 - 56-1 One Report 2022 EN

Part 2 Corporate Governance

1.4 Human Resources, in coordination with the direct supervisor of the person(s) found to have committed
misconduct or fraud, must serve the notification of disciplinary action and obtain a written acknowledgment
from the recipient(s). All such notifications and relevant documents must be properly filed in the employee
records kept by Human Resources.

1.5 Disciplinary action may also be taken against the relevant supervisor or any other employee who failed to
adequately discharge his or her responsibility with due care.

2. Legal proceedings
If a case of misconduct or fraud has occurred and caused damage to the Company’s property, reputation or image,
or violated relevant laws or regulations, the Disciplinary Committee must submit the matter to the Company’s
authorized persons to consider the legal proceedings (civil and/or criminal) to be taken. The matter may be
considered in consultation with the Head of Legal or any other related department.
3. Report of disciplinary action and/or legal proceedings

The Head of Human Resources must report all disciplinary action and/or legal proceedings taken against anyone
found to have committed misconduct or fraud to the Audit and Risk Committee, the Executive Committee, and the
Chief Executive Officer.

Communication with Whistle-Blowers
Internal Audit is responsible for informing whistle-blowers who disclose their names and contact details of the
progress of investigations and their outcomes. All the information must be reviewed by the Legal Department before
it is communicated.
Protection of Employees

1. The Company will not tolerate any intimidation of employees who provide information for misconduct or
suspected fraud, including those employees who cooperate with or assist in the investigation with honest intent.
The Company will provide protection and not allow Company Executives to threaten, take any disciplinary
action against, or dismiss employees who provide information during the investigation. The Company will take
disciplinary action against any violation of Company employees.
2. If the employees are threatened or intimidated in any way, they have the right to request the necessary
protection. The Company may provide additional protection as required and determined by the severity and
importance of the complaint(s). In the event that the employees are threatened, the employees must report the
incident to the Head of Human Resources immediately, and the Head of Human Resources will serve as a
protection officer for the employees.
3. In the case of an investigation where the Company conducts an investigation and finds no evidence of
wrongdoing, any employees who have provided information with honest intent will not be subject to any
disciplinary action. However, if the investigation finds that the employees made unfounded complaints, or
provided false information or facts that were disparaging or made with willful intent to cause harm to the
Company or its employees, the Company will consider appropriate disciplinary action and consequent
penalties against the employees concerned, including, but not limited to, a verbal or written warning, dismissal
from the Company or legal prosecution.

Part 2 page 75