At EY, we are guided by our EY values and the EY Global Code of Conduct.
In circumstances regarding the conduct of our clients and suppliers, we must balance our
professional duty of confidentiality to our clients and suppliers with our professional duty to act in
accordance with our legal obligations and EY’s values.
file:///C:/Users/Shama%20bansal/Downloads/ey-whistleblowing-policy.pdf
2011 - Scope of the Regulations and General Principles of CoördinationtrESS Network
This document summarizes the scope and general principles of coordination under EU Regulations 883/2004 and 987/2009. It discusses the personal scope, which broadly includes EU citizens and their family members who are subject to social security legislation in one or more EU countries. It also examines the material scope, which primarily covers social security benefits but excludes social assistance. Key coordination principles are then outlined, including determining applicable legislation, equal treatment, assimilation of facts, aggregation of periods, export of benefits, and administrative cooperation between member state institutions.
This document provides an overview of a module on life assurance and pension business. It outlines the aims and learning outcomes of the module, which include developing an understanding of life assurance products and principles, underwriting factors, and claims administration. The indicative course content covers topics like the role of life assurance, different product types, underwriting, premiums, claims processing, and superannuation. Assessment includes in-course and final exams evaluating students' knowledge, skills, and application of concepts from the module.
home insurance cover can be purchase as a combined policy or purchase separately. There are the standard covers and extensions or add-on that could be requested by the client for an additional premium. Away from the standard policy, some exclusions could be purchase by the client as a separate policy to cover their risk.
1) The insurance sector is the only major economic sector that lacks an agreed international accounting standard and solvency framework.
2) Solvency II aims to establish a risk-based solvency regime for insurers across Europe using market consistent valuation and capital requirements, but negotiations have stalled it implementation since 2009 due to the financial crisis and intense lobbying.
3) While Solvency II is meant to strengthen insurer solvency management and supervision, some argue its risk measures and calibrations do not fully account for business realities and off-model events.
The document discusses the legal concept of duty of care as it relates to counselors and therapists. It makes three key points:
1) In legal terms, a therapist's duty of care is narrow and only exists if supported by statute or precedent. Ethically and morally duties may be wider.
2) For a negligence claim, a plaintiff must prove a duty of care was breached that caused foreseeable harm, usually a diagnosed psychiatric condition.
3) The standard of care is based on what a reasonably competent practitioner would do, as informed by expert testimony. This can allow flawed practices to be deemed the standard.
The document also outlines elements of a therapist's duty of care and defines safeguard
Whistleblowers UK Major Issue Policy Statement Updated 161115ian foxley
This document discusses the work of Whistleblowers UK, an organization that advocates for whistleblower protections in the UK. It notes that whistleblowing has received more public attention and acceptance in recent years due to healthcare and financial sector scandals. Whistleblowers UK wants to see an end to bullying of whistleblowers and unjust disciplinary processes. It proposes a national whistleblower registration scheme to protect whistleblowers from retaliation when reporting wrongdoing. The organization also believes the employment tribunal system is unfair to whistleblowers and seeks an alternative process to compensate them for detriment caused by blowing the whistle.
This document provides an overview of Catholic Health's orientation on various health, safety, and risk management topics. It discusses risk management, emergency medical treatment laws, occurrence reporting, social media policies, charity care policies, and comprehensive safety programs. The safety programs cover security, workplace violence prevention, emergency response, fire safety, lockout/tagout procedures, electrical safety, confined spaces, MRI safety, asbestos, safety data sheets, smoking policies, and bloodborne pathogens. The document emphasizes the importance of all staff and stakeholders participating in safety.
2011 - Scope of the Regulations and General Principles of CoördinationtrESS Network
This document summarizes the scope and general principles of coordination under EU Regulations 883/2004 and 987/2009. It discusses the personal scope, which broadly includes EU citizens and their family members who are subject to social security legislation in one or more EU countries. It also examines the material scope, which primarily covers social security benefits but excludes social assistance. Key coordination principles are then outlined, including determining applicable legislation, equal treatment, assimilation of facts, aggregation of periods, export of benefits, and administrative cooperation between member state institutions.
This document provides an overview of a module on life assurance and pension business. It outlines the aims and learning outcomes of the module, which include developing an understanding of life assurance products and principles, underwriting factors, and claims administration. The indicative course content covers topics like the role of life assurance, different product types, underwriting, premiums, claims processing, and superannuation. Assessment includes in-course and final exams evaluating students' knowledge, skills, and application of concepts from the module.
home insurance cover can be purchase as a combined policy or purchase separately. There are the standard covers and extensions or add-on that could be requested by the client for an additional premium. Away from the standard policy, some exclusions could be purchase by the client as a separate policy to cover their risk.
1) The insurance sector is the only major economic sector that lacks an agreed international accounting standard and solvency framework.
2) Solvency II aims to establish a risk-based solvency regime for insurers across Europe using market consistent valuation and capital requirements, but negotiations have stalled it implementation since 2009 due to the financial crisis and intense lobbying.
3) While Solvency II is meant to strengthen insurer solvency management and supervision, some argue its risk measures and calibrations do not fully account for business realities and off-model events.
The document discusses the legal concept of duty of care as it relates to counselors and therapists. It makes three key points:
1) In legal terms, a therapist's duty of care is narrow and only exists if supported by statute or precedent. Ethically and morally duties may be wider.
2) For a negligence claim, a plaintiff must prove a duty of care was breached that caused foreseeable harm, usually a diagnosed psychiatric condition.
3) The standard of care is based on what a reasonably competent practitioner would do, as informed by expert testimony. This can allow flawed practices to be deemed the standard.
The document also outlines elements of a therapist's duty of care and defines safeguard
Whistleblowers UK Major Issue Policy Statement Updated 161115ian foxley
This document discusses the work of Whistleblowers UK, an organization that advocates for whistleblower protections in the UK. It notes that whistleblowing has received more public attention and acceptance in recent years due to healthcare and financial sector scandals. Whistleblowers UK wants to see an end to bullying of whistleblowers and unjust disciplinary processes. It proposes a national whistleblower registration scheme to protect whistleblowers from retaliation when reporting wrongdoing. The organization also believes the employment tribunal system is unfair to whistleblowers and seeks an alternative process to compensate them for detriment caused by blowing the whistle.
This document provides an overview of Catholic Health's orientation on various health, safety, and risk management topics. It discusses risk management, emergency medical treatment laws, occurrence reporting, social media policies, charity care policies, and comprehensive safety programs. The safety programs cover security, workplace violence prevention, emergency response, fire safety, lockout/tagout procedures, electrical safety, confined spaces, MRI safety, asbestos, safety data sheets, smoking policies, and bloodborne pathogens. The document emphasizes the importance of all staff and stakeholders participating in safety.
This document discusses laws and protections for whistleblowers. It begins by defining a whistleblower and the benefits and drawbacks of whistleblowing. It then outlines some of the key warranties and protections for whistleblowers, including privacy guarantees, protections against retaliation, and guarantees to maintain employment status and compensation. Major laws protecting whistleblowers are also summarized, such as the Sarbanes-Oxley Act of 2002, which aims to restore confidence in financial markets by strengthening protections for whistleblowers reporting corporate fraud or wrongdoing. The penalties for retaliation against whistleblowers are enforced through these laws.
M1 Introduction & Significance of Health & Safety.docxUmair Mueed
I have written a course for health and safety which is comprehensive and easy to understand. Health and safety is the most important part of any industry. If, you want to equip your self for the post of safety officer, safety manager, Permit to work coordinator(PTW), Person IN-charge of Working Site(PICWS) and Originator specially in Oil and Gas Sector then you must read these modules holistically.
This document discusses the personal liability of compliance officers based on recent regulatory cases and statements. It outlines expectations from regulators that compliance officers act as partners in preventing financial crimes and have whistleblower protections. However, there remains uncertainty around personal liability without explicit legal protections. The document recommends steps compliance officers can take to safeguard themselves, such as obtaining clear mandates, documenting responsibilities, escalating issues, and considering resigning as a last resort if serious concerns are not addressed.
Topic 8 – Risk Management & Insurance
BAFI 1016 Personal Wealth Management
Introduction A financial plan must take into account the possibility of risks such as disability and premature death may occur and aim to:
Eliminate them, or
Minimise their effectA systematic approach should be taken to identify and manage these risks
Risk
Speculative riskArises where there is a chance of a loss or a gainExamples:
Gambling; Once the bet is placed, there can only be a win or a loss
Setting up a business; The business will succeed or fail
Risk continued
Pure riskArises where there is only a
possibility of loss or no lossCategories of pure risk
Personal
Property and (see next slide)
Risk continued
Liability
Common law – e.g. negligence
Statute law – e.g. faulty product
Contract – e.g. construction
Risk Management
Risk management process can be divided into 3 broad steps:
1. Identification and evaluation of potential risks
Identify possible losses and their costs
Risk Management continued
2. Management of identified risks
Seek to avoid and minimise risks
3. Program review
Regularly reassess to ensure ongoing protection
Personal Risk Management
1. Identification
Premature death
Prolonged illness or injury
Medical costs
Business risks
Personal Risk Management continued
2. Evaluation of personal risks
a. Lump sum costs in the event of premature death include:
Burial and associated expenses
Estate administration costs
Final medical and associated care
Debt clearing
Adjustment expenses
Personal Risk Management continued
b. Provision for dependents
The multiple approach
- Relatively simple to calculate
- Ignores individual resources and
commitments
- Assumes constant resources and
inflation
Personal Risk Management continued
The needs approach
- Requires relatively detailed dynamic budgeted information necessitating reassessment from time to time
c. Disablement costs can include:
Medical expenses
Other costs associated with the disability
Provision of an income to support
any dependants
Personal Risk Management continued
3. Control measures
Lifestyle factors such as fitness, diet, smoking and alcohol.
4. Financing measures
Retention: losses met from
individual’s own resources or via insurance excess
Transfer: financial responsibility
passed to another party – typically via insurance
House and Contents Risk Management
1. Identification
e.g. fire, storm, water damage, burglary, impact by vehicles and earthquake
2. Evaluation
Value only considered for building and contents as land will always remain
3. Control measures
Smoke detectors, burglar alarms, deadlocks etc
House and Contents Risk Management continued
4. Financing measures
Adequate insurance
Replacement value
Indemnity value
Consider value of contents
Consider impacts of a ‘co-insurance or average clause’ which seeks to pass on some of the financial impacts of underinsurance to insured
House and Contents Risk Management continuedExa ...
Professional Liability Insurance Demystifiedntoscano50
Topics will include:
• Do you know the difference between Occurrence vs. Claims Made policies?
• Sexual Molestation/Abuse Coverage...Are you protected?
• HIPAA notices and Board Complaints...How to navigate
A UBO is an individual who ultimately owns or controls 25% or more
of an entity (whether directly as a shareholder or indirectly via control
of companies) or other entities or structures that control the entity. In
short, it is the ultimate beneficiary regardless of the chain of control.
This document discusses whistleblowing policies and regulations. It begins by noting that the European Union recently adopted dedicated whistleblower legislation in October 2019 to protect whistleblowers. It aims to encourage employees to report wrongdoing internally by protecting them from retaliation. The policy applies to serious concerns reported in good faith about illegal, unethical, or unsafe practices. It reassures whistleblowers that they will not face punishment for disclosing issues and allows organizations to address problems early.
The document provides information about identity theft and safeguards against it. It discusses the following key points:
1) Identity theft can take many forms including financial, medical, drivers license, and social security identity theft. Over 900 million records have been lost or stolen since 2005.
2) The Fair and Accurate Credit Transactions Act (FACTA) requires companies to develop and implement identity theft prevention programs to help detect and mitigate identity theft risks. It affects any business that collects personal information.
3) Companies must appoint an information security officer, develop written identity theft prevention plans, provide employee training, and oversee service providers according to privacy and security laws. Failure to do so could result in lawsuits and fines.
This whistleblowing policy outlines Pathway Group's commitment to transparency and integrity. It provides a framework for employees to disclose malpractice internally or to designated officers. The policy defines whistleblowing and relevant legislation. It details the process for investigations into disclosures, protections for whistleblowers, and the roles of designated officers, senior leadership, and unions. The goal is to encourage disclosure of issues while protecting whistleblowers from reprisal.
Whistleblowing how to manage reputational risks - 8th webinar 16 nov 2017FERMA
Companies need to incorporate whistleblowing procedures into their corporate culture. Whistleblowing is an instrument used to reinforce trust inside the company and to strengthen corporate culture.
It helps to safeguard and uphold tenets such as corporate integrity, anti-corruption, anti-bribery regulations and codes of ethics. It also forms a key means of addressing wrongdoing and dysfunctional behaviour.
The participants were Michel de Fabiani (Non-Executive Director Valeo/Valco/Ebtrans), Kate Kenny (Professor in Management and Organisation Studies at Queen’s University Belfast), Richard Eveleigh (AIG) and Alex Lowe, Senior Associate for Mills & Reeve LLP.
The webinar was moderated by Dr. Roger Barker, Senior Consultant, Institute of Directors, IoD, UK.
The webinar covered:
- How is whistleblowing integrated in the corporate culture? What type of education/training is needed to support the process?
- With the whistleblower phenomenon increasing, institutions have started taking measures to handle it. What are the best practices?
- The role division / allocation between internal auditors, risk managers and board members.
Understanding Risk Management Basics for Business Owners (Series: Business Pr...Financial Poise
This webinar provided an overview of basic risk management concepts for business owners. It discussed the five steps of the risk management process, introduced the three main types of loss exposures, and reviewed five types of risk control. It also covered insurance distribution channels, insurer roles, and policy elements. Additionally, the webinar discussed safety considerations for employees working from home during the pandemic and general best practices for risk mitigation.
What are the moral, legal and financial reason to manage safety in an organiz...vigneshm817927
Occupational health and safety is important for moral, legal, social, financial, and economic reasons. Morally, employers have a duty to protect workers from harm. Legally, most countries have laws establishing health and safety standards based on International Labor Organization conventions. Financially, accidents and illnesses result in direct and indirect costs to businesses. Ensuring worker safety makes moral, legal, and economic sense.
Board Governance and Emerging Risks in the C21FERMA
On 10 July 2015 FERMA, ecoDa and AIG organised jointly a event in Brussels that brought together directors, risk managers and insurers from across Europe to share perspectives on the quality of the Risk conversation at Board level and to generate ideas for improving it.
This document provides an overview of compliance with ethical requirements for auditing. It discusses the following key points in 3 paragraphs:
Paragraph 1 discusses the fundamental principles of ethics for auditors, which are integrity, objectivity, confidentiality, professional competence and due care, and professional behavior. It explains what each principle entails.
Paragraph 2 defines and provides examples of threats to the fundamental principles, including self-interest threats, familiarity threats, self-review threats, intimidation threats, and advocacy threats. Common examples of each threat are outlined.
Paragraph 3 discusses safeguards to the fundamental ethical principles, including procedures to address threats like segregation of duties, using staff with sufficient training and experience for assignments,
UNFCU Financial Advisors provides financial advisory and insurance services to individuals and organizations globally. It has offices in New York, Washington D.C., Geneva, and Vienna. It offers a range of employee benefits, health management programs, insurance policies, investment management, and other financial services to support clients worldwide.
Public Offering of Securities Insurance (POSI)Graeme Cross
By raising capital from the public, a company is opening up potential liabilities which are closely scrutinised by regulators. Investors who base their investment decisions on a prospectus or a roadshow may claim the full value of their loss if the information supplied is proven wrong.
Whistleblowing is high on the public agenda, the consequences of mishandling a case include damaging the organisation’s reputation and staff morale, unlimited damages and possibly criminal liability.
Presentation to Bristol CIPD, 16 June 2015
Browne Jacobson HR for Education 2017 - Workshop 2B - Employment law masterclassBrowne Jacobson LLP
This document summarizes an employment law masterclass on whistleblowing, employment status, and settlement agreements. On whistleblowing, it discusses when disclosures are protected and tricky areas like complaints. On employment status, it explains the categories of employees, workers, and independent contractors and implications of the growing gig economy. On settlement agreements, it outlines requirements like being agreed through ACAS and statutory claims that cannot be settled. It also discusses common issues like tax treatment, confidentiality clauses, and approval needs for academies.
Whistleblowing, the Law - Scrase Employment SolicitorsRupert Scrase
Presentation on Whistleblowing, the law given by Scrase Employment Solicitors to the CIPD in Bristol on 16/6/15. Whistleblowing is high on the public agenda, the consequences of mishandling a case include damaging the organisation’s reputation and staff morale, unlimited damages and possibly criminal liability. The session explained the law and set out practical steps to minimise the risk.
Generative AI’s potential to accelerate India’s digital transformationEYIndia1
I
ndia, today, is in a powerful position to set
the agenda and realize significant benefits
as the world starts to leverage an explosion
of AI capabilities. While 2023 was a year of rapid
innovation, in the next decade, Generative AI (Gen
AI) will break out from labs and Proofs of Concept
(POCs) and into the open terrain of consumer and
enterprise applications. Millions of Indian citizens
stand to benefit from next-generation scaled AI
applications across industries with the biggest impact
on healthcare, drug discovery, financial services,
education and entertainment.
Impact on Employee Outreach and People Processes | EY IndiaEYIndia1
The document summarizes how insurance companies in India have adapted to employees working from home during the COVID-19 pandemic. It discusses how companies ensured their employees had proper digital infrastructure to work remotely, such as providing laptops, internet access, and virtual meeting tools. It also addresses the impact on employee outreach and processes, including initiatives to check on employee well-being, provide training, and boost morale. While productivity has increased in some cases, challenges include fear and anxiety from the pandemic situation as well as ensuring data security and productivity with remote work.
This document discusses laws and protections for whistleblowers. It begins by defining a whistleblower and the benefits and drawbacks of whistleblowing. It then outlines some of the key warranties and protections for whistleblowers, including privacy guarantees, protections against retaliation, and guarantees to maintain employment status and compensation. Major laws protecting whistleblowers are also summarized, such as the Sarbanes-Oxley Act of 2002, which aims to restore confidence in financial markets by strengthening protections for whistleblowers reporting corporate fraud or wrongdoing. The penalties for retaliation against whistleblowers are enforced through these laws.
M1 Introduction & Significance of Health & Safety.docxUmair Mueed
I have written a course for health and safety which is comprehensive and easy to understand. Health and safety is the most important part of any industry. If, you want to equip your self for the post of safety officer, safety manager, Permit to work coordinator(PTW), Person IN-charge of Working Site(PICWS) and Originator specially in Oil and Gas Sector then you must read these modules holistically.
This document discusses the personal liability of compliance officers based on recent regulatory cases and statements. It outlines expectations from regulators that compliance officers act as partners in preventing financial crimes and have whistleblower protections. However, there remains uncertainty around personal liability without explicit legal protections. The document recommends steps compliance officers can take to safeguard themselves, such as obtaining clear mandates, documenting responsibilities, escalating issues, and considering resigning as a last resort if serious concerns are not addressed.
Topic 8 – Risk Management & Insurance
BAFI 1016 Personal Wealth Management
Introduction A financial plan must take into account the possibility of risks such as disability and premature death may occur and aim to:
Eliminate them, or
Minimise their effectA systematic approach should be taken to identify and manage these risks
Risk
Speculative riskArises where there is a chance of a loss or a gainExamples:
Gambling; Once the bet is placed, there can only be a win or a loss
Setting up a business; The business will succeed or fail
Risk continued
Pure riskArises where there is only a
possibility of loss or no lossCategories of pure risk
Personal
Property and (see next slide)
Risk continued
Liability
Common law – e.g. negligence
Statute law – e.g. faulty product
Contract – e.g. construction
Risk Management
Risk management process can be divided into 3 broad steps:
1. Identification and evaluation of potential risks
Identify possible losses and their costs
Risk Management continued
2. Management of identified risks
Seek to avoid and minimise risks
3. Program review
Regularly reassess to ensure ongoing protection
Personal Risk Management
1. Identification
Premature death
Prolonged illness or injury
Medical costs
Business risks
Personal Risk Management continued
2. Evaluation of personal risks
a. Lump sum costs in the event of premature death include:
Burial and associated expenses
Estate administration costs
Final medical and associated care
Debt clearing
Adjustment expenses
Personal Risk Management continued
b. Provision for dependents
The multiple approach
- Relatively simple to calculate
- Ignores individual resources and
commitments
- Assumes constant resources and
inflation
Personal Risk Management continued
The needs approach
- Requires relatively detailed dynamic budgeted information necessitating reassessment from time to time
c. Disablement costs can include:
Medical expenses
Other costs associated with the disability
Provision of an income to support
any dependants
Personal Risk Management continued
3. Control measures
Lifestyle factors such as fitness, diet, smoking and alcohol.
4. Financing measures
Retention: losses met from
individual’s own resources or via insurance excess
Transfer: financial responsibility
passed to another party – typically via insurance
House and Contents Risk Management
1. Identification
e.g. fire, storm, water damage, burglary, impact by vehicles and earthquake
2. Evaluation
Value only considered for building and contents as land will always remain
3. Control measures
Smoke detectors, burglar alarms, deadlocks etc
House and Contents Risk Management continued
4. Financing measures
Adequate insurance
Replacement value
Indemnity value
Consider value of contents
Consider impacts of a ‘co-insurance or average clause’ which seeks to pass on some of the financial impacts of underinsurance to insured
House and Contents Risk Management continuedExa ...
Professional Liability Insurance Demystifiedntoscano50
Topics will include:
• Do you know the difference between Occurrence vs. Claims Made policies?
• Sexual Molestation/Abuse Coverage...Are you protected?
• HIPAA notices and Board Complaints...How to navigate
A UBO is an individual who ultimately owns or controls 25% or more
of an entity (whether directly as a shareholder or indirectly via control
of companies) or other entities or structures that control the entity. In
short, it is the ultimate beneficiary regardless of the chain of control.
This document discusses whistleblowing policies and regulations. It begins by noting that the European Union recently adopted dedicated whistleblower legislation in October 2019 to protect whistleblowers. It aims to encourage employees to report wrongdoing internally by protecting them from retaliation. The policy applies to serious concerns reported in good faith about illegal, unethical, or unsafe practices. It reassures whistleblowers that they will not face punishment for disclosing issues and allows organizations to address problems early.
The document provides information about identity theft and safeguards against it. It discusses the following key points:
1) Identity theft can take many forms including financial, medical, drivers license, and social security identity theft. Over 900 million records have been lost or stolen since 2005.
2) The Fair and Accurate Credit Transactions Act (FACTA) requires companies to develop and implement identity theft prevention programs to help detect and mitigate identity theft risks. It affects any business that collects personal information.
3) Companies must appoint an information security officer, develop written identity theft prevention plans, provide employee training, and oversee service providers according to privacy and security laws. Failure to do so could result in lawsuits and fines.
This whistleblowing policy outlines Pathway Group's commitment to transparency and integrity. It provides a framework for employees to disclose malpractice internally or to designated officers. The policy defines whistleblowing and relevant legislation. It details the process for investigations into disclosures, protections for whistleblowers, and the roles of designated officers, senior leadership, and unions. The goal is to encourage disclosure of issues while protecting whistleblowers from reprisal.
Whistleblowing how to manage reputational risks - 8th webinar 16 nov 2017FERMA
Companies need to incorporate whistleblowing procedures into their corporate culture. Whistleblowing is an instrument used to reinforce trust inside the company and to strengthen corporate culture.
It helps to safeguard and uphold tenets such as corporate integrity, anti-corruption, anti-bribery regulations and codes of ethics. It also forms a key means of addressing wrongdoing and dysfunctional behaviour.
The participants were Michel de Fabiani (Non-Executive Director Valeo/Valco/Ebtrans), Kate Kenny (Professor in Management and Organisation Studies at Queen’s University Belfast), Richard Eveleigh (AIG) and Alex Lowe, Senior Associate for Mills & Reeve LLP.
The webinar was moderated by Dr. Roger Barker, Senior Consultant, Institute of Directors, IoD, UK.
The webinar covered:
- How is whistleblowing integrated in the corporate culture? What type of education/training is needed to support the process?
- With the whistleblower phenomenon increasing, institutions have started taking measures to handle it. What are the best practices?
- The role division / allocation between internal auditors, risk managers and board members.
Understanding Risk Management Basics for Business Owners (Series: Business Pr...Financial Poise
This webinar provided an overview of basic risk management concepts for business owners. It discussed the five steps of the risk management process, introduced the three main types of loss exposures, and reviewed five types of risk control. It also covered insurance distribution channels, insurer roles, and policy elements. Additionally, the webinar discussed safety considerations for employees working from home during the pandemic and general best practices for risk mitigation.
What are the moral, legal and financial reason to manage safety in an organiz...vigneshm817927
Occupational health and safety is important for moral, legal, social, financial, and economic reasons. Morally, employers have a duty to protect workers from harm. Legally, most countries have laws establishing health and safety standards based on International Labor Organization conventions. Financially, accidents and illnesses result in direct and indirect costs to businesses. Ensuring worker safety makes moral, legal, and economic sense.
Board Governance and Emerging Risks in the C21FERMA
On 10 July 2015 FERMA, ecoDa and AIG organised jointly a event in Brussels that brought together directors, risk managers and insurers from across Europe to share perspectives on the quality of the Risk conversation at Board level and to generate ideas for improving it.
This document provides an overview of compliance with ethical requirements for auditing. It discusses the following key points in 3 paragraphs:
Paragraph 1 discusses the fundamental principles of ethics for auditors, which are integrity, objectivity, confidentiality, professional competence and due care, and professional behavior. It explains what each principle entails.
Paragraph 2 defines and provides examples of threats to the fundamental principles, including self-interest threats, familiarity threats, self-review threats, intimidation threats, and advocacy threats. Common examples of each threat are outlined.
Paragraph 3 discusses safeguards to the fundamental ethical principles, including procedures to address threats like segregation of duties, using staff with sufficient training and experience for assignments,
UNFCU Financial Advisors provides financial advisory and insurance services to individuals and organizations globally. It has offices in New York, Washington D.C., Geneva, and Vienna. It offers a range of employee benefits, health management programs, insurance policies, investment management, and other financial services to support clients worldwide.
Public Offering of Securities Insurance (POSI)Graeme Cross
By raising capital from the public, a company is opening up potential liabilities which are closely scrutinised by regulators. Investors who base their investment decisions on a prospectus or a roadshow may claim the full value of their loss if the information supplied is proven wrong.
Whistleblowing is high on the public agenda, the consequences of mishandling a case include damaging the organisation’s reputation and staff morale, unlimited damages and possibly criminal liability.
Presentation to Bristol CIPD, 16 June 2015
Browne Jacobson HR for Education 2017 - Workshop 2B - Employment law masterclassBrowne Jacobson LLP
This document summarizes an employment law masterclass on whistleblowing, employment status, and settlement agreements. On whistleblowing, it discusses when disclosures are protected and tricky areas like complaints. On employment status, it explains the categories of employees, workers, and independent contractors and implications of the growing gig economy. On settlement agreements, it outlines requirements like being agreed through ACAS and statutory claims that cannot be settled. It also discusses common issues like tax treatment, confidentiality clauses, and approval needs for academies.
Whistleblowing, the Law - Scrase Employment SolicitorsRupert Scrase
Presentation on Whistleblowing, the law given by Scrase Employment Solicitors to the CIPD in Bristol on 16/6/15. Whistleblowing is high on the public agenda, the consequences of mishandling a case include damaging the organisation’s reputation and staff morale, unlimited damages and possibly criminal liability. The session explained the law and set out practical steps to minimise the risk.
Generative AI’s potential to accelerate India’s digital transformationEYIndia1
I
ndia, today, is in a powerful position to set
the agenda and realize significant benefits
as the world starts to leverage an explosion
of AI capabilities. While 2023 was a year of rapid
innovation, in the next decade, Generative AI (Gen
AI) will break out from labs and Proofs of Concept
(POCs) and into the open terrain of consumer and
enterprise applications. Millions of Indian citizens
stand to benefit from next-generation scaled AI
applications across industries with the biggest impact
on healthcare, drug discovery, financial services,
education and entertainment.
Impact on Employee Outreach and People Processes | EY IndiaEYIndia1
The document summarizes how insurance companies in India have adapted to employees working from home during the COVID-19 pandemic. It discusses how companies ensured their employees had proper digital infrastructure to work remotely, such as providing laptops, internet access, and virtual meeting tools. It also addresses the impact on employee outreach and processes, including initiatives to check on employee well-being, provide training, and boost morale. While productivity has increased in some cases, challenges include fear and anxiety from the pandemic situation as well as ensuring data security and productivity with remote work.
Slovenia, Lithuania, and Columbia were not
OECD members on the date when India
executed DTAAs with these countries.
Accordingly, the MFN benefit given to
these countries is in their own right and
was not due to the fact that they were
OECD members
Visit-file:///C:/Users/SCH/Downloads/delhi-hc-applies-5-pc-withholding-tax-under-india.pdf
https://www.ey.com/en_in
Ey semiconductor-supplies-hitting-vehicle-salesEYIndia1
How Supply Chain challenges can be effectively managed through Digital Technology & Solutions for planning
URL:- https://assets.ey.com/content/dam/ey-sites/ey-com/en_in/news/2021/03/ey-semiconductor-supplies-hitting-vehicle-sales.pdf
TaxAlerts cover significant
tax news, developments and
changes in legislation that
affect Indian businesses. They
act as technical summaries . For more information,
please contact EY India.
TaxAlerts cover significant
tax news, developments and
changes in legislation that
affect Indian businesses. They
act as technical summaries . For more information,
please contact EY India.
Technology and digital transformation continue to be
central to the futuristic design and vision for finance.
Across industries and sectors, technologies such as
advanced data analytics, robotics, blockchain and
Artificial Intelligence (AI) are creating new opportunities
and driving finance transformation
The article discusses Malaysia's experience with implementing GST over the past two years. Some key points:
1. GST was introduced in Malaysia on April 1, 2015, replacing previous sales and service taxes. It is levied at 6% on most goods and services.
2. In the lead-up to implementation, many companies undertook comprehensive GST implementation projects to prepare their businesses. Those who started early were most prepared.
3. The Malaysian tax authority (RMCD) provided significant guidance and support to help businesses prepare, including over 80 GST guides covering specific industries and topics.
4. Initial challenges included teething problems with systems and documentation as well as investigations into unregistered or
Safeguarding Against Financial Crime: AML Compliance Regulations DemystifiedPROF. PAUL ALLIEU KAMARA
To ensure the integrity of financial systems and combat illicit financial activities, understanding AML (Anti-Money Laundering) compliance regulations is crucial for financial institutions and businesses. AML compliance regulations are designed to prevent money laundering and the financing of terrorist activities by imposing specific requirements on financial institutions, including customer due diligence, monitoring, and reporting of suspicious activities (GitHub Docs).
Sangyun Lee, 'Why Korea's Merger Control Occasionally Fails: A Public Choice ...Sangyun Lee
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2. EY Whistleblowing Policy EY i
Table of contents
1. Executive summary ....................................................................................................... 1
1.1 Purpose and scope................................................................................................... 1
1.2 EY responsibilities.................................................................................................... 1
1.3 Whistleblower legislation .......................................................................................... 1
2. What is Whistleblowing?................................................................................................. 2
2.1 Making a Disclosure ................................................................................................. 2
2.2 Receiving a Disclosure.............................................................................................. 3
3. Investigation process by EY............................................................................................ 5
3.1 Whistleblower protections ........................................................................................ 6
3.2 Anonymity and confidentiality................................................................................... 6
3.3 Detriment to the whistleblower ................................................................................. 6
3.4 Protection of files and records .................................................................................. 7
3.5 Whistleblower support.............................................................................................. 7
4. Compliance monitoring and reporting.............................................................................. 8
5. Further information ....................................................................................................... 8
Appendix 1 Definitions........................................................................................................ 9
3. EY Whistleblowing Policy EY 1
1. Executive summary
This EY Whistleblowing Policy sets out the principles for making, receiving, investigating and
addressing disclosures raised by Whistleblowers. It outlines the appropriate escalation paths, refers
to legislative terms, where relevant, and sets out the responsibilities and obligations that apply to
eligible whistleblowers and eligible recipients.
The policy contains guidance about:
► Making a whistleblowing disclosure about EY
► Receiving a whistleblowing disclosure made to an eligible recipient at EY
► Protections available to Whistleblowers
► EY’s process to investigate disclosures
1.1 Purpose and scope
At EY, we are guided by our EY values and the EY Global Code of Conduct.
In circumstances regarding the conduct of our clients and suppliers, we must balance our
professional duty of confidentiality to our clients and suppliers with our professional duty to act in
accordance with our legal obligations and EY’s values. A whistleblowing disclosure can include any
concern in respect of the Firm’s, our clients’ or our supplier’s work, values, people and policies.
The policy aims to provide clarity on how EY will support whistleblowers so that they:
► Are encouraged to express their concerns
► Know how to report their concerns
► Know their rights, including their right to remain anonymous
► Know what will happen if they report their concerns
► Feel safe in reporting their concerns
► Will not be subject to retaliation, detriment or victimisation in response to reporting their
concerns
The policy applies to whistleblowing disclosures received from internal and external sources and
forms part of EY’s risk management and corporate governance framework.
1.2 EY responsibilities
Role Responsibilities
EY Partners ► Be aware of this policy and understand your obligations as a potential
Eligible Whistleblower and potential Eligible Recipient
► Initiate investigation procedures upon receipt of a Protected Disclosure
EY Employees ► Be aware of this policy and understand your obligations as a potential
Eligible Whistleblower and potential Eligible Recipient
► Initiate investigation procedures upon receipt of a Protected Disclosure
EY Whistleblowing Officer ► Act as EY’s primary contact for whistleblowing disclosures
► Assist with whistleblowing investigations
EY Risk Management ► Assist with whistleblowing investigations
1.3 Whistleblower legislation
This policy has been developed having regard to the following relevant legislation:
► Corporations Act 2001 (Cth) (Corporations Act)
► Taxation Administration Act 1953 (Cth)
4. EY Whistleblowing Policy EY 2
2. What is Whistleblowing?
A whistleblowing disclosure can include any concern about EY, our clients’ or suppliers’ work,
values, people or policies. Any EY partner, employee, officer, client, supplier or member of the
public can make a whistleblowing disclosure to any EY partner, officer or employee or through the
EY Ethics Hotline.
For protections to be afforded to a whistleblower under the legislation, a disclosure must be made
by an eligible whistleblower to an eligible recipient about a disclosable matter. This is known as a
protected disclosure.
Disclosable matters (under the legislation) involve information that the discloser has reasonable
grounds to suspect concerns misconduct, or an improper state of affairs or circumstances. For a
disclosure to be recognised as a whistleblowing disclosure under the Taxation Administration Act,
the disclosable matter must be in relation to the tax affairs of the entity or individual. Examples of
disclosable matters are set out at Appendix 1.
It is important to understand the distinction between a personal or work-related grievance and a
disclosable matter that, may lead to a protected disclosure whereby a whistleblower has protection
available under the legislation.
Instances that are generally not considered disclosable matters under the whistleblowing legislation
can include, but are not limited to:
► A personal grievance such as interpersonal conflict between the discloser and another
employee
► A decision relating to the engagement, transfer, promotion or termination of the individual
making the disclosure
These types of complaints concerning EY may be reported through the EY Ethics Hotline or
discussed with an EY Talent representative.
2.1 Making a Disclosure
Who is an Eligible Whistleblower?
The range of individuals who may make a protected disclosure is broad and includes both current
and former employees.
An individual is an eligible whistleblower under the Corporations Act in relation to a regulated
entity if the individual is, or has been, any of the following:
► An officer or employee of the entity
► A client or supplier of the entity
► An individual who supplies services or goods to the entity (paid or unpaid)
► A contractor of the entity and/or and their employees
► An associate of the entity
► Relatives, spouses or dependents of any of the above
5. EY Whistleblowing Policy EY 3
An individual is an eligible whistleblower under the Taxation Administration Act in relation to a
regulated entity if the individual is, or has been, any of the following:
► An officer or employee of the entity
► A client or supplier of the entity
► An individual who supplies services or goods to the entity (paid or unpaid)
► A contractor of the entity and/or their employees
► An associate of the entity
► Relatives, spouses or dependents of any of the above
What are the reporting options for making a disclosure about EY?
When a disclosure is made to EY by an internal or external party, the status of the discloser (Eligible
Whistleblower), the nature of the disclosable matter and who the disclosure is made to (Eligible
Recipient) will determine whether the legislative whistleblowing protections apply.
EY encourages all people to report concerns regarding unethical or illegal behaviour or misconduct.
Regardless of whether the whistleblower legislation applies, EY has policies in place to protect
people who raise concerns from retaliation.
If you have a matter to report about EY, you should first consider raising it via the EY Ethics
Hotline. This allows EY to address and investigate the issues raised as quickly and efficiently as
possible.
A disclosure can be made online at [https://www.ey.com/gl/en/about-us/ey-ethics-hotline/about-
us_ey-ethics-hotline] or via phone to the hotline [1-800-551-155]. This avenue is available to EY
Partners, employees and members of the public.
Alternatively, you can also raise concerns directly with the EY Whistleblowing Officer. You can
make this contact via email, phone or in person. In lieu of making direct contact with the EY
Whistleblowing Officer, you may also contact an EY Partner, an officer of an EY entity or the Risk
Management Leader to make a disclosure.
All disclosures are given careful consideration, regardless of whether the disclosure qualifies for
Whistleblower protection and disclosures can be made anonymously.
2.2 Receiving a Disclosure
Who is an Eligible Recipient?
A Protected Disclosure must be made to an eligible recipient to qualify for whistleblower protection
under the legislation. It is important all EY Partners and employees understand their obligations as
both a potential eligible whistleblower and a potential eligible recipient of a protected disclosure.
Whilst a disclosure made to a non-eligible recipient may not qualify as a whistleblowing disclosure
under the legislation and therefore, the anonymity protections do not apply to the discloser, EY
addresses every report received confidentially and in accordance with our EY values and our EY
Ethics Hotline obligations.
Once a protected disclosure is made, an eligible recipient may not delegate or discharge their legal
obligation to respond.
6. EY Whistleblowing Policy EY 4
To receive legislative protection under the Corporations Act, a protected disclosure must be made
to an eligible recipient, which includes:
► A director, company secretary, company officer, or senior manager of the company
► An auditor, or a member of the audit team, of the company (this includes internal audit)
► An actuary of the company or organisation
► A person authorised by the company or organisation to receive whistleblower disclosures
► ASIC or the Australian Prudential Regulation Authority (APRA), or
► A legal practitioner
To receive legislative protection under the Taxation Administration Act, a protected disclosure
must be made to an eligible recipient, which includes:
► An auditor, or a member of the audit team, of the entity
► A registered tax agent or BAS agent who provides tax agent services or BAS services to the
entity
► A person authorised by the company or organisation to receive whistleblower disclosures
► A partner in the partnership
► A person authorised by a partner in the partnership to receive disclosures that may qualify for
protection.
7. EY Whistleblowing Policy EY 5
3. Investigation process by EY
If an EY eligible recipient receives a protected disclosure, the eligible recipient is required to
investigate under the legislation.
Following a whistleblowing disclosure made to EY about EY or about our clients, suppliers or
associates, (both former and current), EY will carry out an initial assessment of the issues raised in
the disclosure and assess if EY can investigate the disclosure. EY may contact the whistleblower to
seek further information about the disclosable matter to assist in this assessment and subsequent
investigation.
A whistleblower can expect to receive a preliminary response from EY within 5-10 working days.
This response will be communicated by the eligible recipient or an appropriate EY contact (if
consent has been provided to share the whistleblower’s identity and the confidential information
with this person).
Following an initial assessment, EY may launch a formal investigation process.
EY will obtain an understanding of the matter, including the nature of the possible or actual
instance of the disclosable matter and the circumstances in which it has occurred. The scope of the
investigation, selection of an investigation team, preparation of document preservation
instructions, securing of electronic and physical evidence and the determination of whether
interviews are required, will be determined, aligned with the level of consent provided by the
whistleblower.
In investigating the disclosure, EY will obtain an understanding of the disclosable matter including:
► The nature of the disclosable matter and how the situation came to light
► The nature of the potential law or regulatory violation, including any applicable reporting
obligations
► Whether the matter is imminent or likely to occur
► Whether the matter relates to a single event or transaction or might apply to multiple events,
transactions or parties
► Whether the situation is current or relates to past events
► The number or extent of people that might be involved or affected, including the effect on the
entity, its stakeholders and the general public
► The impact of the disclosable matter, if it can be determined, including on the financial or tax
affairs of the entity
► The geographies or organizational groups involved and whether the disclosable matter has
cross-border implications, if it can be determined
► Whether there is a previous history of similar allegations or issues related to the disclosable
matter
Where applicable, EY will also assess the impact of the disclosure on any ongoing engagements and
our prospective relationship with the entity. This includes whether the disclosable matter involves
management, or employees who have significant roles in internal control and whether the
disclosure has the potential to have a significant impact on the entity, its stakeholders or the
general public from a financial or non-financial aspect.
8. EY Whistleblowing Policy EY 6
All investigations will be conducted in a thorough, fair and independent manner in accordance with
the principles of natural justice and procedural fairness to ensure whistleblowers are treated fairly.
Updates will be provided to the whistleblower and the whistleblower will be informed of the
outcome of the investigation and any required next steps within 60-days from the date of making
the disclosure or report to EY.
EY will document the disclosure, all investigative actions taken, and the conclusion. Where the
disclosure content or findings of an investigation indicate a matter that may constitute a breach of
law or regulation that could cause substantial harm to investors, creditors, employees of EY or the
entity or the general public, EY will determine whether an immediate notification to the appropriate
authority (such as the police or ASIC) is required.
3.1 Whistleblower protections
EY promotes a culture that respects and encourages the reporting of concerns which may be
disclosable matters under the legislation and therefore may result in the granting of civil, criminal,
or administrative immunity (including disciplinary action) for whistleblowers in certain
circumstances.
3.2 Anonymity and confidentiality
A whistleblower is entitled to remain anonymous, or they may place restrictions on who is informed
of their identity and the confidential information that comprises their disclosure. This may continue
following the making of the disclosure, over the course of investigation and after the investigation
is finalised. There is legal protection available to eligible whistleblowers which carries serious
penalties for individuals and companies that breach the protection available under the
legislation.
Whilst EY will attempt to investigate the disclosure, whistleblowers should understand restricting
information for the purposes of maintaining anonymity may prevent EY from being able to
investigate the protected disclosure effectively.
EY will treat all protected disclosures confidentially and information about the disclosure will not be
shared unless:
► We have received prior consent to do so
► We are legally obligated to do so
► It is reasonably necessary to investigate the allegations made in the disclosure, for example, to
prevent a serious threat to a person’s health or safety
► We consider it appropriate to make a disclosure to a regulator in accordance with legislation
It is illegal for EY or an eligible recipient to disclose information that may lead to the identification
of a whistleblower, outside of the exceptions listed above. Individuals and/or EY may be exposed to
disciplinary action by EY or criminal or civil liability under the legislation for breaches of
confidentiality, or disclosure of the identity of the whistleblower.
3.3 Detriment to the whistleblower
Eligible whistleblowers who qualify for protection under the legislation may not be personally
disadvantaged. However, whistleblower protections do not grant immunity to a whistleblower for
any misconduct that the whistleblower was involved in, that is revealed in the disclosure.
9. EY Whistleblowing Policy EY 7
Detriment includes:
► Dismissal
► Demotion or injury in his or her employment
► Any form of harassment
► Harm or injury, including psychological harm
► Discrimination
► Current or future bias, or
► Damage to property, reputation, business or financial position.
EY strictly prohibits all forms of retaliation, victimization and detriment against a whistleblower as a
result of making a Protected or any disclosure. We will take all reasonable steps to protect
whistleblowers from such retaliation, vistimisation and detriment. Retaliation and/or detriment is a
serious violation of our Global Code of Conduct and any EY individual who is found to have
retaliated against a whistleblower will be subject to disciplinary action which may include
termination of employment. The individual may also be exposed to criminal or civil liability for a
breach of the relevant legislation.
A whistleblower may be entitled to compensation from the person or entity that has caused, or
threatened to cause, any detriment to the whistleblower.
3.4 Protection of files and records
Unauthorised release of information to someone not involved in the investigation (unless
authorised or required for the purpose of the investigation), without a whistleblowers consent will
be a breach of this policy.
Whistleblowers are assured that a release of information in breach of this policy will be regarded as
a serious matter and will be dealt with under EY’s disciplinary procedures.
3.5 Whistleblower support
All EY Partners, employees and their immediate family members have access to a free and
confidential counselling service provided by EY.
Whilst EY cannot always provide the same level of practical support to other whistleblowers, we will
endeavor to provide support to the extent reasonably possible.
10. EY Whistleblowing Policy EY 8
4. Compliance monitoring and reporting
The frequency and theme of EY Ethics Hotline reports may be subject to periodic reporting by EY.
This policy will be reviewed at least every 2 years from issue date or earlier if deemed required by
the EY policy issuer.
5. Further information
Please contact the EY Whistleblowing Officer, Oceania Risk Management leader, Kim Morison on
+61 2 9248 5466.
11. EY Whistleblowing Policy EY 9
Appendix 1 Definitions
The table below defines terms and definitions used in this policy.
Term Definition
BAS Agent Provider of BAS Services as defined in the Tax Agent Services Act 2009
Eligible Whistleblower As defined in Section 1317AAA of the Corporations Act 2001 or
Section 14ZZU of the Taxation Administration Act 1953
Eligible Recipient As defined in Section 1317AAA of the Corporations Act 2001 or
Section 14ZZV of the Taxation Administration Act 1953
EY EY includes the partnership in Australia and all other associated entities
that operate in Australia. All of these entities are governed by this policy.
EY Senior Manager EY employee with the internal rank of senior manager
EY Whistleblowing Officer Oceania Risk Management Leader
Kim Morison
+61 2 9248 5466
Tax Agent Provider of tax agent services for a fee or other reward. Must be
registered with the Australian Tax Practitioners Board
Protected Disclosure A report by an eligible whistleblower to an eligible recipient of a
disclosable matter that qualifies for protection under the relevant
legislation
Disclosable Matter A disclosable matter involves information that the discloser has
reasonable grounds to suspect concerns, misconduct or an improper state
of affairs or circumstances and can include, but is not limited to:
► Fraudulent, dishonest or unethical conduct (including anything that
would breach the EY Code of Conduct);
► Behaviour that is in breach of a legal obligation or the law, including
the Corporations Act, ASIC Act, Taxation Administration Act or
Competition and Consumer Act 2010 (Cth);
► Any other conduct which may be detrimental to EY, our clients or
employees by way of financial or non-financial loss or harm;
► Conduct that constitutes an offence against any other law of the
Commonwealth that is punishable by imprisonment for a period of 12
months or more;
► Illegal conduct (including in relation to theft, illicit drugs, violence or
criminal damage to property);
► Conduct that represents a danger to the public or the financial system;
► Any behaviour that poses a serious risk to health and safety.
For a disclosure to be recognised as a whistleblowing disclosure under the
Taxation Administration Act, the disclosable matter must be in relation to
the tax affairs of the individual or entity.