This policy provides for a mechanism for employees and Directors (hereinafter referred to as “whistle blowers”) of the Company to report fraudulent activities, unethical behavior, actual or suspected or violation of the matters specified in this policy.

The policy protects such Whistle Blowers wishing to raise a concern about serious irregularities within the Company.

The policy neither releases employees and directors from their duty of confidentiality in the course of discharging their duties, nor can it be used as a route for taking up a personal grievance.

The mechanism provides for adequate safeguards against victimization of Whistle Blowers who avail of the vigil mechanism and provide for direct access to the nominated director.

The policy covers malpractices and events involving :-

  • Misappropriation of company assets / resources
  • Frauds
  • Mishandling of confidential information
  • Incorrect financial reporting / financial irregularities
  • Bribery / Corruption
  • Conflict of interest
  • Discrimination
  • Inappropriate use of social media
  • Misuse of authority for personal gain / obtaining undue advantage
  • Violation of the environment, health and safety guidelines including negligence
  • Concurrent employment
  • Pilferage of goods, properties and information
  • Criminal offence

Disciplinary action would be taken if anyone makes false allegations with a mala fide intention and who destroys or conceals evidence of disclosure. Protection under this Policy would not mean protection from the disciplinary action. Evidence shall not be withheld, destroyed or tampered with, and witnesses shall not be influenced or threatened.

Grievance should be reported in grievance form placed at various places of the hospital. Mail could be sent to Dr.T.G.Govindarajan, Managing Director at Email Us For the purpose of providing the protection to the Whistle Blower, it is preferred that the Whistle Blower should disclose his/her identity in the grievance form.

If initial enquiries indicate that there is no basis for the grievance filed, it may be dismissed at that stage and the decision shall be documented and communicated to the Whistle Blower whose identity is known.

The investigation would be conducted in a fair manner, as a neutral fact-finding process and without presumption of guilt. A written report of the findings would be made. Disclosures and investigation related documents shall be maintained for a minimum period of 8 years. The investigation shall be completed within 30 days of the receipt of reporting of grievance.