Policy Statement

  1. Beng Kuang Marine Limited (hereinafter referred to as “the Company” and together with its subsidiaries “the Group”) regards honesty, integrity and fair play as our core values that must be upheld by all employees of the Group at all times. Our core values are fundamental to the way we conduct our business and manage our supply chain. This Code demonstrates the Group commitment to doing business in an ethical and responsible manner and sets out the basic standard of conduct expected of all employees and the Group’s policy on anti‑corruption, handling of conflict of interest and whistle blowing policy.
  2. The Group is committed to conducting its business in an ethical and honest manner and is committed to implementing and enforcing systems that ensure bribery is prevented. The Group has zero‑tolerance for bribery and corrupt activities. We are committed to acting professionally, fairly, and with integrity in all business dealings and relationships in Singapore or elsewhere.

  3. The Group prohibits all forms of bribery and corruption. All employees are prohibited from soliciting, accepting or offering any bribe in conducting the Group’s business or affairs. In conducting the business or affairs of the Group, employees must comply with the Prevention of Corruption Act of Singapore and must not:

    • solicit or accept any reward for or inducement to doing any act or showing favour in relation to the Company’s business or offer any reward for or inducement to doing any act or showing favour in relation to his principal’s business or affairs; and
    • offer any reward for or inducement or advantage to any public servant (Government / public body employee) to his performing any act in his official capacity or his showing any favour or providing any assistance in business dealing with the Government/ a public body.

    4. Conflict of Interest

  4. Employees should avoid any conflict of interest situation (i.e. situation where their private interest conflicts with the interest of the Company) or the perception of such conflicts. When actual or potential conflict of interest arises, the employee should raise the matter with his superior so that the matter is brought to the attention of the undermentioned Independent Director and Chairman of the Audit Committee (Receiving Officer) whether by fax or email communication.

    Name: Mr Low Wee Siong
    Designation: Independent Director
    Fax No: 6264 0010
    Email: low.wee.siong@gmail.com

  5. Some common examples of conflict of interest are described below but they are by no means exhaustive:

    • An employee involved in a procurement exercise is closely related to or has financial interest in the business of a supplier who is being considered for selection by the Company.
    • An employee has financial interest in a company whose quotation or tender is under consideration by the Company.
    • An employee undertaking part-time work with a contractor whom he is responsible for monitoring.

    6. Whistle Blowing Policy

  6. Employees who have concerns about possible improprieties in matters of financial reporting or management are encouraged to approach aforementioned the Receiving Officer

  7. Reports to the Receiving Officer should contain the following information, failing which, an investigation may not be undertaken in a particular case:

    • Your name;
    • The department in which you are employed and the name of your reporting officer;
    • The particulars of the alleged impropriety, including:

      1. The names(s) and the other contact particulars {where available) of the person(s) involved;
      2. The date, time and place of the occurrence or commission of the alleged impropriety;
      3. Evidence ( documentary or otherwise), if any, of the alleged impropriety; and
      4. Such other information as the Receiving Officer may require for the purpose of investigating the alleged impropriety
  8. To assist in the investigation of matters reported, you are strongly encouraged to identify yourself. This would also enable us to inform you of the outcome of our investigation, so as to maintain the transparency and effectiveness of the whistleblowing arrangement itself. Therefore, investigations, may not be undertaken in the case of an anonymous report.
  9. Your identity and the confidentiality of the information provided would be protected to the greatest extent possible. However, action taken as a result of your report may lead to your identity being revealed in certain circumstances, either by inference or as required, for example, in legal or disciplinary proceedings. You need not fear any reprisal or recrimination in the event of such identification where you are not involved in any wrongdoing.
  10. Within seven days of the date of a report, the Receiving Officer shall determine and inform you whether the matter reported on falls within the scope of improper acts targeted by the whistle-blowing arrangement or not.
  11. Where the matters fall within such scope, the Receiving Officer shall acknowledge this and commence investigations into the matter. You are encouraged to cooperate with the purposes of investigating your report.
  12. Where the matter does not fall within such scope, no further action will be taken, pending the submission of any new relevant information. However, as a matter of record, the report will be entered in a record book to be maintained by and to be in custody of the Receiving Officer and his successor in office.
  13. The outcome of the investigation will be made known to you within 60 days of the commencement of investigations. Where such outcome is deemed by the Company, to be of interest to or otherwise beneficial to be known by other employees of the Company, the same will also be published, for their information.
  14. The whistle-blowing arrangement is likely to have serious consequences for the person(s) reported on and we therefore trust that you would use it responsibly, after due consideration and consultation (if necessary) with the Receiving Officer. We also trust that you would also maintain the utmost secrecy with respect to any report made by you.
  15. Should you have any queries on the whistle-blowing arrangement or any other matter regarding it, please do not hesitate to contact the HR Department.

    16. Misuse of Official Position, Company Assets and Information

  16. Employees must not misuse their official position of the Company to pursue their own private interests, which include both financial and personal interests and those of their family members, relatives or close personal friends.
  17. Employees in charge of or having access to any Group assets, including funds, property, information, and intellectual property, should use them solely for the purpose of conducting the Group's business. Unauthorised use, such as misuse for personal interest, is strictly prohibited.
  18. Employees should not disclose any classified information of the Group without authorisation or misuse any Group information (e.g. unauthorised sale of the information). Those who have access to or are in control of such information should protect the information from unauthorised disclosure or misuse.

    19. Compliance with the Code

  19. It is the responsibility of all employees to understand and comply with this Code, whether performing their duties in or outside Singapore. Managers should ensure that the staff under their supervision fully understand and comply with this Code
  20. Any employee in breach of this Code will be subject to disciplinary action, including termination of employment. All enquiries about this Code or reports of possible breaches of this Code should be made to the aforesaid Receiving Officer.
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