- The membership of the Remuneration Committee (“the Committee”) shall comprise wholly of Non-Executive Directors and a majority of them must be Independent Directors, shall be appointed by the Board.
- The Committee shall comprise no fewer than three (3) members.
- The appointment of a Committee member shall automatically be terminated if the member ceases for any cause to be a director, or as determined by the Board of Directors.
- The members of the Committee shall elect a Chairman from among themselves who shall be a Non-Executive Director. In the absence of the Chairman of the Committee, the members present shall elect one of their members, who shall be an Independent Non-Executive Director to chair the meeting.
- In the event of any vacancy in the Committee resulting in the number of members being reduced to below three (3), the Board shall, within three (3) months fill the vacancy.
The Committee shall meet at least once a year. However, additional meetings may be called at any time at the Committee Chairman’s discretion.
Two (2) members of the Committee, of whom one must be an Independent Director shall be a quorum.
The Company Secretary shall be the Secretary of the Committee or in his absence, another person authorised by the Chairman of the Committee.
Other Directors, key executives and employees may attend any particular meeting only at the Committee’s invitation.
- Reporting Procedure
- The minutes of meetings of the Committee shall be circulated to all members of the Board.
- The Committee, through its Chairman, shall report to the Board at the next Board meeting after each Committee meeting.
- Meeting Procedure
The Committee shall regulate its own procedure, in particular:-
- the calling of meetings;
- the notice to be given of such meetings;
- the voting and proceedings of such meetings;
- the keeping of minutes; and
- the custody, production and inspection of such minutes.
The notice of each meeting confirming the date, time, venue and agenda of items to be discussed, shall other than under exceptional circumstances, be forwarded to each member of the Committee at least 5 business days in advance of each scheduled meeting date. Supporting papers shall be sent to committee members and to other attendees as appropriate, at the same time.
The Committee is authorised by the Board to seek appropriate professional advice inside and outside the Group as and when it considers this necessary after having obtained approval from the Chairman of the Board.
- The duties of the Committee shall be to recommend to the Board as follows:-
- to establish and recommend the remuneration structure and policy for managing director, executive directors and senior management, with the aim to attract, retain and motivate high calibre individuals required by the Board on long term basis and so structured as to align their interests with those of the Company and its shareholders and to review changes to the policy, as necessary;
- to review and recommend the individual remuneration package for each of the managing director, executive directors and senior management, taking into account the market rates, the complexity of the Company’s business so as to link rewards to the Group and individual’s responsibilities and performance, drawing from external advice as necessary. The executive directors should play no part in the decisions of their own remuneration;
- to review and recommend to the Board the remuneration packages for Non-Executive Directors, taking due account of their experience and degree of responsibilities undertaken. The individuals concerned should abstain from discussion of their own remuneration. The Directors who are shareholders should abstain from voting at General Meetings to approve their fees;
- to review indemnity and liability insurance policies for the directors and officers of the Company;
- to oversee the qualitative and quantitative disclosure of remuneration made in the Annual Report and notice of general meeting; and
- to deliver explanation to shareholders during general meetings on matters related to directors and senior management remuneration, in addition to the overall remuneration framework of the Company.
- To carry out such other functions as may be agreed to by the Committee and the Board of Directors.
- These Terms of Reference should be reviewed annually and be amended as required, subject to the approval of the Board.
- The duties of the Committee shall be to recommend to the Board as follows:-
ANTI-BRIBERY AND ANTI-CORRUPTION POLICY
- To set out the responsibilities of IDEALUBIB, and of those working for IDEALUBIB in observing the IDEALUBIB’s strong position on bribery and corruption,
- To establish controls to ensure compliance with all applicable anti-bribery and anti-corruption regulations, and
- To provide information and guidance to those working for IDEALUBIB on ways to recognize and deal with bribery and corruption issues
OUR POLICY AND PRINCIPLE
IDEALUBIB is committed to conducting its business with integrity and in an ethical manner. IDEALUBIB has a zero-tolerance approach against all forms of bribery and corruption and are committed to act professionally and fairly in all our relationships and business dealings. This means avoiding practices of bribery and corruption of all forms in the Company’s daily operations.
We will uphold all laws relevant to countering bribery and corruption and remain bound by the laws in Malaysia. Bribery and corruption are criminal offences and are punishable for both individuals and companies.
This Policy applies to all companies within IDEALUBIB group. This includes all individuals working at all levels and grades, including directors, senior managers, managers, officers, employees (whether full-time, part-time, contract or temporary), consultants, contractors, agents, sponsors, suppliers, customers, any third parties and any other person associated with us.
ANTI-BRIBERY AND ANTI CORRUPTION POLICY
The Malaysian Anti-Corruption Commission in its official portal describes “corruption” as an act of giving or receiving any gratification or reward in the form of cash or in-kind of high value for performing a task in relation to his/her job function or activity.
The MACC Act stipulates four main offences:
- Soliciting/Receiving Gratification (Bribe)
- Offering/Giving Gratification (Bribe)
- Intending to Deceive (False Claim)
- Using Office or Position for Gratification (Bribe) (Abuse of Power/Position)
The MACC (Amendment) Act 2018, which will be in force on 1 June 2020, introduces two more offences:
- Offering/Giving Gratification by commercial organization (Corporate Liability)
- Deemed Parallel Personal Liability for Senior Personnel (Personal Liability)
Bribery and corruption in all its forms as it relates to IDEALUBIB’s activities are prohibited. Bribery and corruption may take the form of anything of value, such as money, goods, services, property, privilege, employment position or preferential treatment.
IDEALUBIB’s personnel and its business associates shall not, whether directly or indirectly, offer, give, receive or solicit any item of value, in the attempt to illicitly influence the decisions or actions of a person in a position of trust within an organization, either for the intended benefit of the Company or the persons involved in the transaction.
The anti-bribery and anti-corruption policies apply equally to its business dealings with both private and public sector entities, and include their directors, personnel, agents and other appointed representatives.
No employees or external parties will suffer demotion, penalty or other adverse consequences in retaliation for refusing to pay or receive bribes or participate in any illicit behaviour.
GIFTS, ENTERTAINMENT, DONATION AND HOSPITALITY
IDEALUBIB’s personnel are strictly prohibited from directly or indirectly receiving or soliciting for gifts from any party for themselves or for or on behalf of IDEALUBIB. IDEALUBIB’s personnel shall not accept any gift or hospitality whether it’s in cash or in kind, and/or when there is any suggestion that a return favour will be expected or implied.
Our personnel must not directly or indirectly provide or offer to provide entertainment with a view to cause undue influence or in exchange for favours. Any form of entertainment must not be accepted in exchange for an exercise or non-exercise of their job function or activity. Such acts are considered corruption.
Similarly, IDEALUBIB prohibits the giving and receiving of donations to influence business decisions.
IDEALUBIB’s personnel must not directly or indirectly solicit or accept corporate hospitality of any form that is excessive, inappropriate, illegal or given in response to, in anticipation of, or to influence a favourable business decision.
REGULAR MONITORING AND REVIEW
IDEALUBIB is committed to complying with the anti-bribery and anti-corruption requirements as a continuous effort to maintain the reputation and standards of IDEALUBIB.
IDEALUBIB shall monitor the legal and regulatory regimes where it operates and any changes to its business environment and risks and identify opportunities for IDEALUBIB improvement. Regular assessment shall be carried out to ensure its policies, scope, procedures and controls match the bribery and corruption related risks faced by the Company.
IDEALUBIB takes bribery and corruption very seriously. Any violation of the policies will be regarded as serious matter by the Company and is likely to result in disciplinary action, including termination, consistent with the law.
This Policy will be updated, amended or revised when necessary from time to time to ensure its adequacy and effectiveness in implementations and enforcements.
WHISTLE BLOWING POLICY
IDEALUBIB and its subsidiaries are committed to the values of transparency, impartiality, integrity and accountability in the conduct of its business dealings and affairs. The Company expects wrongdoings such as fraud, corruption, serious financial impropriety and mismanagement to be reported and facilitates this through internal mechanisms.
This Policy is to provide an avenue for employees and stakeholders of IDEALUBIB to raise concerns and disclose any improper conduct in accordance with the procedures provided for under this policy and to provide protection for those who report such allegations.
This Policy is to facilitate employees and stakeholders to disclose any improper conduct (misconduct or criminal offence) through internal channel. Such misconduct or criminal offences include the following:
- Abuse of Power
- Conflict of Interest
- Sexual Harassment
- Theft or Embezzlement
- Misuse of Company’s Property
- Non-Compliance with Procedure
The above list is not exhaustive and includes any act or omissions, which if proven, will constitute an act of misconduct under the IDEALUBIB’s Code of Conduct or any criminal offence under relevant legislations in force. This Policy is for the employees and stakeholders to raise the matters in an independent and unbiased manner. Sufficient information is to be provided for the management to take appropriate steps.
All whistle blowing reports are treated as confidential and not to reveal the whistleblower’s identity. However, such consultation will not take place in the event the disclosure of identity is required by law. The whistleblower is to be given an assurance that his/her identity will only be known to a few top management on a need to know bases and the outcome of the investigation will be fed back to the whistleblower. This is to encourage and give confidence to the whistleblower that the complaint will be investigated. All whistle blowing reports have to be made in good faith with reasonable belief that the information and allegation is true and not frivolous/malicious and not for personal gain, otherwise, disciplinary action may be taken against the whistleblower.
PROTECTION TO WHISTLEBLOWER
A whistleblower will be accorded with protection of confidentiality of identity, to the extent reasonably practicable. Whistleblower will also be protected against any adverse and detrimental actions for disclosing any improper conduct committed or about to be committed, provided that the disclosure is made in good faith. Such protection is accorded even if the investigation later reveals that the whistleblower is mistaken as to the facts and the rules and procedures involved.
Any anonymous disclosure will not be entertained. However, the Company reserves its right to investigate into any anonymous disclosure.
ADMINISTRATION AND REVIEW
This Policy is administered by the Group’s Top Management and overseen by the Audit Committee. The Policy may be reviewed and amended, from time to time, as and when necessary to ensure its relevance and effectiveness in keeping with the Group’s changing business environment, administrative or operational need as well as changes in legislations.