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Vigil Mechanism and Whistle Blower Policy

Oleevia  Grameen Credits Private Limited (‘the Company’) believes in the conduct of the affairs of its constituents in a fair and transparent manner by adopting highest standards of professionalism, honesty, integrity and ethical behaviour. Towards this end, the Oleevia Gramin Credits Private Limited has formulated the Oleevia Grameen Code of Conduct ("the Code"), which lays down the principles and standards that should govern the actions of the Company and its employees. Any actual or potential violation of the Code, of whatsoever significance or perceived as such, would be a matter of serious concern for the Company. The role of the employees in pointing out such violations of the Code also cannot be undermined.

This policy document intends to establish a mechanism called Whistle Blower Policy for employees to report to the management instances of unethical behaviour, actual or suspected, fraud or violation of the Company’s code of conduct or ethics policy.

Accordingly, this Whistle Blower Policy ("the Policy") has been formulated with a view to provide a mechanism for employees of the Company to approach the Risk & Audit Committee of the Company.

The definitions of some of the key terms used in this Policy are given below. Capitalised terms not defined herein shall have the meaning assigned to them under the Code.

  • "Risk & Risk & Audit Committee" means the Risk & Audit Committee voluntarily constituted by the Board of Directors of the Company in accordance guidelines or provisions under Section 177 of the Companies Act, 2013 and read with Reserve Bank of India Guidelines for a Non-Banking Finance Company.
  • "Employee" means every employee of the Company (whether working in India or abroad), including the Directors in the employment of the Company.
  • "Code" means the Code of Conduct of Oleevia Grameen Credits Private Limited.
  • "Investigators" or “the Investigator” mean those person(s) authorised, appointed, consulted or approached by the Risk & Audit Committee and may include the statutory or internal auditors of the Company.
  • "Protected Disclosure" means any communication made in good faith that discloses or demonstrates information that may evidence unethical or improper activity.
  • "Oleevia Grameen Credits" or “OGC” or “the Company” means Oleevia Grameen Credits Private Limited.
  • "Subject" means a person against or in relation to whom a Protected Disclosure has been made or evidence gathered during the course of an investigation.
  • "Whistle Blower" means an Employee making a Protected Disclosure under this Policy.
  • This Policy is an extension of the Code of Conduct of Oleevia Grameen Credits Private Limited. The Whistle Blowers’ role is that of a reporting party with reliable information. They are not required or expected to act as investigators or finders of facts, nor would they determine the appropriate, corrective or remedial action that may be warranted in a given case.
  • Whistle Blowers should not act on their own in conducting any investigative activities, nor do they have a right to participate in any investigative activities other than as requested by the Investigator or the Risk & Audit Committee or the Investigators.
  • Protected Disclosure will be appropriately dealt with by the Risk & Audit Committee.

All Employees of the Company are eligible to make Protected Disclosures under the Policy. The Protected Disclosures may be in relation to matters concerning the Company.

  • While it will be ensured that genuine Whistle Blowers are accorded complete protection from any kind of unfair treatment as herein set out, any abuse of this protection will warrant disciplinary action.
  • Protection under this Policy would not mean protection from disciplinary action arising out of false or bogus allegations made by a Whistle Blower knowing it to be false or bogus or with a mala fide intention.
  • Whistle Blowers, who make three or more Protected Disclosures, which have been subsequently found to be mala fide, frivolous, baseless, malicious, or reported otherwise than in good faith, will be disqualified from reporting further Protected Disclosures under this Policy. In respect of such Whistle Blowers, the Company/ Risk & Audit Committee would reserve its right to take/ recommend appropriate disciplinary action.
  • Protected Disclosures may be addressed to the Chairman of the Risk & Audit Committee at a designated email address or in physical form to a designated address.
  • Protected Disclosures should be factual and not speculative or in the nature of a conclusion, and should contain as much specific information as possible to allow for proper assessment of the nature and extent of the concern and the urgency of a preliminary investigative procedure.
  • Protected Disclosures should preferably be reported in writing so as to ensure a clear understanding of the issues raised and should either be typed or written in a legible handwriting in English or in the regional language of the place of employment of the Whistle Blower.
  • The Protected Disclosure should be forwarded to the Chairman of the Risk & Audit Committee under a covering letter.
  • The Chairman of the Risk & Audit Committee shall detach the covering letter and discuss the Protected Disclosure with Members of the Risk & Audit Committee and if deemed fit, forward the Protected Disclosure to the Investigator of the Company for investigation.
  • The Whistle Blower need not disclose his/ her identity while making Protected Disclosure.
  • All Protected Disclosures reported under this Policy will be thoroughly investigated by the Investigator of the Company who will investigate/ oversee the investigations under the authorisation of the Risk & Audit Committee.
  • Protected Disclosures involving or relating to the Investigator which in the opinion of the Risk & Audit Committee may hamper the independence of the Investigator in conducting the investigation will be investigated by the Risk & Audit Committee itself or such independent person as the Committee may deem appropriate including an external consultant.
  • The decision to conduct an investigation taken by the Risk & Audit Committee is by itself not an accusation and is to be treated as a neutral fact-finding process. The outcome of the investigation may not support the conclusion of the Whistle Blower that an improper or unethical act was committed.
  • The identity of a Subject will be kept confidential to the extent possible given the legitimate needs of law and the investigation.
  • Subjects will normally be informed of the allegations at the outset of a formal investigation and have opportunities for providing their inputs during the investigation.
  • Subjects shall have a duty to co-operate with the Investigator/ Risk & Audit Committee or any of the Investigators during investigation to the extent that such co-operation sought does not merely require them to admit guilt.
  • Subjects have the right to consult with a person or persons of their choice, other than the Investigator/ Investigators and/ or members of the Risk & Audit Committee and/ or the Whistle Blower. Subjects shall be free at any time to engage counsel at their own cost to represent them in the investigation proceedings.
  • Subjects have a responsibility not to interfere with the investigation. Evidence shall not be withheld, destroyed or tampered with, and witnesses shall not be influenced, coached, threatened or intimidated by the Subject.
  • Unless there are compelling reasons not to do so, Subjects will be given the opportunity to respond to material findings contained in an investigation report. No allegation of wrongdoing against a Subject shall be considered as maintainable unless there is good evidence in support of the allegation.
  • Subjects have a right to be informed of the outcome of the investigation. If allegations are not sustained, the Subject should be consulted as to whether public disclosure of the investigation results would be in the best interest of the Subject and the Company.
  • The investigation shall be completed normally within 45 days of the receipt of the Protected Disclosure.
  • No unfair treatment will be meted out to a Whistle Blower by virtue of his/ her having reported a Protected Disclosure under this Policy. The Company, as a policy, condemns any kind of discrimination, harassment, victimization or any other unfair employment practice being adopted against Whistle Blowers. Complete protection will, therefore, be given to Whistle Blowers against any unfair practice like retaliation, threat or intimidation of termination/ suspension of service, disciplinary action, transfer, demotion, refusal of promotion, or the like including any direct or indirect use of authority to obstruct the Whistle Blowers right to continue to perform his duties/functions including making further Protected Disclosure. The Company will take steps to minimize difficulties, which the Whistle Blower may experience as a result of making the Protected Disclosure. Thus, if the Whistle Blower is required to give evidence in criminal or disciplinary proceedings, the Company will arrange for the Whistle Blower to receive advice about the procedure and other relevant matters.
  • The identity of the Whistle Blower shall be kept confidential to the extent possible and permitted under law. Whistle Blowers are cautioned that their identity may become known for reasons outside the control of the Investigator/ Risk & Audit Committee (e.g. during investigations carried out by Investigators).
  • Any other Employee assisting in the said investigation shall also be protected to the same extent as the Whistle Blower.
  • Investigators are required to conduct a process towards fact-finding and analysis. Investigators shall derive their authority and access rights from the Risk & Audit Committee when acting within the course and scope of their investigation.
  • Technical and other resources, internal or external, may be drawn upon as necessary to augment the investigation. All Investigators shall be independent and unbiased both in fact and as perceived. Investigators have a duty of fairness, objectivity, thoroughness, ethical behavior, and observance of legal and professional standards.
  • Investigations will be launched only after a preliminary review which establishes that:
    1. The alleged act constitutes an improper or unethical activity or conduct, and
    2. Either the allegation is supported by information specific enough to be investigated, or matters that do not meet this standard may be worthy of management review, but investigation itself should not be undertaken as an investigation of an improper or unethical activity.


If an investigation leads the Risk & Audit Committee to conclude that an improper or unethical act has been committed, the Risk & Audit Committee shall direct the management of the Company to take such disciplinary or corrective action as the Risk & Audit Committee deems fit. It is clarified that any disciplinary or corrective action initiated against the Subject as a result of the findings of an investigation pursuant to this Policy shall adhere to the applicable personnel or staff conduct and disciplinary procedures.

The Investigator shall submit a report to the Risk & Audit Committee on a regular basis about all Protected Disclosures referred to him/ her since the last report together with the results of investigations, if any.

All Protected Disclosures in writing or documented along with the results of investigation relating thereto shall be retained by the Company for a minimum period of seven years

The Risk & Audit Committee will regularly review and make sure all provisions and mechanisms of this policy is effectively introduced in the Company and all employees and stakeholders are given direct access to it as envisaged in this policy document.

The Company reserves its right to amend or modify this Policy in whole or in part, at any time without assigning any reason whatsoever. However, no such amendment or modification will be binding on the Employees unless the same is notified to the Employees in writing.

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