Committed to Sustainability
Hydropipes Group was incepted out of a need for a pipe fabricator who could fully understand and fulfill the requirements of the industry.
Committed to Sustainability
Hydropipes Group was incepted out of a need for a pipe fabricator who could fully understand and fulfill the requirements of the industry.
Company Profile
Established in 1991 by professionals with over 40 years of experience in the water reticulation industry, Hydropipes Industries Sdn Bhd (Registration no.: 199101003258 (213568-K)) (“Hydropipes Industries”) has grown steadily in strength, producing a broad range of mild steel pipes and fittings for the government as well as the private sectors.
Hydropipes Industries is a leading pipe fabricator locally & regionally recognized for its integral emphasis on stringent quality control and priority placed on client satisfaction.
On 13 December 2024, Hydropipes Berhad (Registration no.: 202301010270 (1504191-X)) (“Hydropipes”), the parent company of Hydropipes Industries, has debuted as a public listed company on the LEAP Market of Bursa Malaysia Securities Berhad (“Bursa Securities”), in which has marked a significant milestone for our group. This strategic expansion not only underscores our group’s commitment to innovation but also sets the stage for Hydroipes Berhad to consistently grow under the LEAP Market of Bursa Securities. This listing by way of introduction signifies a pivotal moment in the group’s trajectory, reaffirming its position as a leading pipe fabricator locally and regionally.
The HPI Philosophy
Out vast experience and close working relationship with our clients enable us to understand and to focus on what matters most – delivery quality products and RELIABLE service. No project is too small and no deadline is impossible. Client satisfaction is the yardstick by which we measure ours.
The HPI Plant
Located in Subang Jaya within the Klang Valley, Hydropipes Industries is strategically accessible by highways, airports and major ports.
Hydropipes Industries employs the use of automation technology in its pipe manufacturing processes with an overall weighted production capacity of over 6,200 metric tons spanning across its various products offerings.
The pipe production capacity ranges from 100 mm to 1600 mm nominal diameter pipes, complete with various finishings. Our products are manufactured in compliance with SPAN’s specifications. In addition, we are able to manufacture customised pipes according to specifications requested by our customers
The management team of Hydropipes Industries is associated with construction of water supply works for more than seven decades, primarily in:-
- Treatment System
- Main Distribution System
- Water Reticulation System
Company Profile
Established in 1991 by professionals with over 40 years of experience in the water reticulation industry, Hydropipes Industries Sdn Bhd (Registration no.: 199101003258 (213568-K)) (“Hydropipes Industries”) has grown steadily in strength, producing a broad range of mild steel pipes and fittings for the government as well as the private sectors.
Hydropipes Industries is a leading pipe fabricator locally & regionally recognized for its integral emphasis on stringent quality control and priority placed on client satisfaction.
On 13 December 2024, Hydropipes Berhad (Registration no.: 202301010270 (1504191-X)) (“Hydropipes”), the parent company of Hydropipes Industries, has debuted as a public listed company on the LEAP Market of Bursa Malaysia Securities Berhad (“Bursa Securities”), in which has marked a significant milestone for our group. This strategic expansion not only underscores our group’s commitment to innovation but also sets the stage for Hydroipes Berhad to consistently grow under the LEAP Market of Bursa Securities. This listing by way of introduction signifies a pivotal moment in the group’s trajectory, reaffirming its position as a leading pipe fabricator locally and regionally.
The HPI Philosophy
Our vast experience and close working relationship with our clients enable us to understand and to focus on what matters most – delivery quality products and RELIABLE service. No project is too small and no deadline is impossible. Client satisfaction is the yardstick by which we measure ours.
The HPI Plant
Located in Subang Jaya within the Klang Valley, Hydropipes Industries is strategically accessible by highways, airports and major ports.
Hydropipes Industries employs the use of automation technology in its pipe manufacturing processes with an overall weighted production capacity of over 6,200 metric tons spanning across its various products offerings.
The pipe production capacity ranges from 100 mm to 1600 mm nominal diameter pipes, complete with various finishings. Our products are manufactured in compliance with SPAN’s specifications. In addition, we are able to manufacture customised pipes according to specifications requested by our customers.
The management team of Hydropipes Industries is associated with construction of water supply works for more than seven decades, primarily in:-
- Treatment System
- Main Distribution System
- Water Reticulation System
Our Services
“Quality Is Our Hallmark” with every product at Hydropipes Industries.
Quality control begins with the entry of the raw materials sourced, through to the manufacturing and testing processes. These are
controlled, documented and standardized, adhering to the strictest guidelines set by the quality management team. Frequent random checks are also undertaken over the normal quality control procedures to ensure high standards are fully met.
Beginning with raw materials, all steel plates procured are accompanied by steel mills certificates; materials for external and internal protection against the corrosive action of the surrounding medium and conveyed fluid are all in accordance to the SPAN TS 21827
: Part 2 : 2013 Technical Specification.
To ensure quality is assured, Hydropipes Industries Sdn Bhd employs the following tests during its manufacturing processes.
- Visual & Dimensional Inspections
- Radiographic Test and Holiday Detector Tests
- Microstructure Inspection Test
- Bend & Impact Tests
- Hydrostatic Pressure Test
- Ultrasonic Test
- Hardness & Tensile Tests
Our Services
“Quality Is Our Hallmark” with every product at Hydropipes Industries.
Quality control begins with the entry of the raw materials sourced, through to the manufacturing and testing processes. These are controlled, documented and standardized, adhering to the strictest guidelines set by the quality management team. Frequent random checks are also undertaken over the normal quality control procedures to ensure high standards are fully met.
Beginning with raw materials, all steel plates procured are accompanied by steel mills certificates; materials for external and internal protection against the corrosive action of the surrounding medium and conveyed fluid are all in accordance to the SPAN TS 21827 : Part 2 : 2013 Technical Specification.
To ensure quality is assured, Hydropipes Industries Sdn Bhd employs the following tests during its manufacturing processes.
- Visual & Dimensional Inspections
- Radiographic Test and Holiday Detector Tests
- Microstructure Inspection Test
- Bend & Impact Tests
- Hydrostatic Pressure Test
- Ultrasonic Test
- Hardness & Tensile Tests
Our Products
Our Products
Production Process
Project References
The management team of Hydropipes Industries is associated with construction of water supply works for more than four decades, primarily in:-
- Treatment System
- Main Distribution System
- Water Reticulation System
Project Details
KWSP Training Centre, Bangi
Contractor : Ang Loke Lian Construction Sdn. Bhd.
Location : Bangi
Muar Water Supply - Treated Water Pump House
Contractor : Bina Puri Sdn. Bhd.
Location : Muar, Johor
Kelana Jaya Line (KLJ) Extension Project
Client : Prasarana Malaysia Berhad
Contractor : Puncak Niaga Construction Sdn. Bhd.
Location : Kelana Jaya
Epoxy Painted Pipe
Project References
The management team of Hydropipes Industries is associated with construction of water supply works for more than four decades, primarily in:-
- Treatment System
- Main Distribution System
- Water Reticulation System
Project Details
KWSP Training Centre, Bangi
Contractor : Ang Loke Lian Construction Sdn. Bhd.
Location : Bangi
Muar Water Supply - Treated Water Pump House
Contractor : Bina Puri Sdn. Bhd.
Location : Muar, Johor
Kelana Jaya Line (KLJ) Extension Project
Client : Prasarana Malaysia Berhad
Contractor : Puncak Niaga Construction Sdn. Bhd.
Location : Kelana Jaya
Epoxy Painted Pipe
Certificates
Product Certificate Of Conformity
Manufacturing License
Certificates
Product Certificate Of Conformity
Manufacturing License
Corporate Governance
- IntroductionThe anti-bribery and corruption policy provides guidance to employees on how to recognise and deal with improper solicitation, bribery and any other corruption activities and issues that may arise in the course of business.
The policy is intended to provide employees with a basic introduction on how to avoid and combat bribery and corruption in furtherance of Hydropipes Industries Sdn Bhd (“HPI” or the “Company”) commitment to lawful and ethical behavior at all times.
This anti-bribery and corruption policy apply to all employees and directors (executive and nonexecutive) including their immediate family members and relatives. Additionally, the policy extendsto all contractors, subcontractors, suppliers, consultants, representatives including agents,franchisees and any other external parties performing work or services for or on behalf of theCompany (the “employees and associates”).
- THE COMPANY’S ANTI-BRIBERY STANCEThe Company has a zero-tolerance policy towards bribery throughout is businesses, regardless of country of operations.
The Company prohibits its Directors, employees, suppliers or business associates from undertaking any bribery conduct when conducting business with, for, or on behalf of the Company.
The prohibition on bribery extends broadly to include:
- Bribes: When one party giving or offering or receiving or soliciting another party, either directly or through a third party, of anything of value, advantage, or benefit of any kind in order to influence the making or not making, or implementation of a decision or act by the party concerned such as to retain or obtain business or a business advantage. This also includes giving, promising to give or offering a payment, gift or entertainment to a third party to ‘facilitate’ or expedite routine procedures.
- Anything of value may include but is not limited to cash, cash equivalents, discounts, donations, travel expenses, entertainment, stocks or gifts.
- Facilitation Payments, also known as grease payments, are unofficial and improper payments or benefits provided to secure or expedite a routine or necessary action to which the Company is legally entities.
- DOING BUSINESS WITH INTEGRITY
The Company believes in conducting business with parties who uphold the same values and standards of business ethics and integrity as the Company. This includes its business relationships with its Directors, employees, suppliers, and business associates. - GIFTS, ENTERTAINMENT, AND CORPORATE HOSPITALITY
The Company has adopted a ‘No Gift” Policy whereby, subject only to specified exceptions, all employees and associates acting for or on behalf of the Company are prohibited from, directly or indirectly receiving and/or providing gifts.It is the responsibility of employees and Directors of the Company to inform external parties involved in any business dealing with the Company and its subsidiaries that our Company practices a ‘No Gift Policy” and to request the external party for their understanding and attentiveness for and adherence to this policy.Gifts, entertainment, or corporate hospitality which may influence or be perceived to be able to influence business decisions or outcomes may be construed as bribes and they must not be given or received by the Company’s Directors, employees, suppliers, or business associates when in the conduct of the Company’s business. Similarly, gifts, entertainment, or corporate hospitality shall be avoided where a conflict-of-interest situation is present. Generally, the Company’s practice for giving and receiving gifts are limited to the following situations (in the following situations, an “Organisation” may refer to the Company or an external party):
- gifts given by the Company to employees and Directors and/ or their family members in relation to an internal or externally recognised function, event, or celebration of the Company (e.g., in recognition of an employee’s/ director’s service to the Company);
- exchange of gifts at Organisation-to-Organisation level (e.g., gifts exchanged between companies as part of an official company visit/ courtesy call and thereafter said gift is treated as company property);
- gifts to external institutions or individuals in relation to an Organisation’s official functions, events and celebrations which is commonly given in public (e.g., commemorative gifts or door gifts offered to all guests attending the event);
- token or corporate gifts of nominal value, normally bearing a corporate logo (e.g., t-shirts, pens, diaries, calendars and other small promotional items), that are given out equally to members of the public, delegates, customers, partners, or stakeholders attending events such as conferences, exhibitions, training, trade shows, etc. and deemed as part of an Organisation’s brand building or promotional activities;
- gifts to external parties who have no business dealings with the Company (e.g., monetary gifts or gifts in-kind to charitable organisations)
- token or corporate gifts must not affect the independent business judgement of the intended recipients;
- There must not be any corrupt/criminal intent involved for giving or receiving the gifts;
- Nominated employees, employees on duty and directors who are eligible to participate in the Company inspection trips and/or incentive tours (local or overseas) and the expenses are sponsored by the Company;
- Hotel accommodation in conjunction with the Company’s events and trips whereby the expenses are fully sponsored by the Company; and
- Monetary gifts such as “Ang-pow” red packets with amount equivalent to RM200 or less received from customers or business associates during festive occasions (e.g., Chinese New Year, Hari Raya Aidilfitri and Deepavali) in accordance with tradition is acceptable and no declaration is needed.The Company’s employees are not allowed to provide gifts to third parties or customers unless they obtain prior approval from the Management.
Apart from the abovementioned situations, the Company’s Directors and employees are discouraged from receiving gifts from parties who have business dealings with the Company. If such situations are unavoidable, established policies and procedures of the Company in relation to receiving gifts must be complied with. Notwithstanding, in no circumstances may gifts in the form of cash or cash equivalent be accepted.
- DONATIONS, SPONSORSHIPS, AND POLITICAL CONTRIBUTIONThe Company does not make donations or contributions to political parties, nor does it sponsor any political events. This, however, does not prohibit any individual from making donations or sponsorships under their personal capacity provided that the donations or sponsorships must not be associated with the Company.
All donations and sponsorship requests must be carefully examined for legitimacy and not be made to improperly influence a business outcome. All donations and sponsorship must seek approval from the ED.
- PROCUREMENT PROCESSThe Company has established policies and procedures addressing the selection of suppliers and business associates. The selection of suppliers and business associates is based on merits such as quality, pricing, capability, track record, and experience, and it shall be in the best interest of the Company.
Due diligence forms part of the Company’s selection of new suppliers and business associates and due diligence review may also be performed on existing suppliers and business associates from time to time.
Suppliers and business associates may be required to provide written acceptance and acknowledgment of the Company’s applicable policies.
- FACILITATION PAYMENT
Facilitation payment is defined as payments made to secure or expedite the performance by a person performing a routine or administrative duty or function.The Company prohibits accepting or obtaining, either directly or indirectly, facilitation payments from any person for the benefit of the employee himself/herself or for any other person. The reason underlying this prohibition is that facilitation payment is seen as a form of bribery and corruption.All persons must not offer, promise, give, request, accept or receive anything which might reasonably be regarded as a facilitation payment. If the employees receive a request or offered facilitation payments, he/she must immediately report to ED/ GM.
- COMPLIANCE AND REPORTING A CONCERN
The Company takes combatting corruption and bribery very seriously. Any violation of this Policy will be regarded as a serious matter by the Company and is likely to result in a review of relationship, including disciplinary action, dismissal, or termination, consistent with applicable laws and regulations.All the Company’s Directors, employees, suppliers, and business associates are required to be familiar with and comply with this Policy.An employee must notify his or her superior as soon as possible if he or she believes or suspects that a breach of this Policy has occurred or may occur. Alternatively, the Employee may raise his or her concerns through the Company’s Whistleblowing Policy.
The Company’s directors, suppliers, and business associates or members of the public may also raise their concerns regarding any known breaches or suspected breaches of this Policy through the Company’s Whistleblowing Policy, which is available on the Company’s corporate website. Whistleblowers shall be accorded the protection as set out in the Whistleblowing Policy.
- RECORD-KEEPINGThe Company must keep financial records and have appropriate internal controls in place which will provide evidence and support for any legitimate payments to third parties. The Company must ensure all expenses claims relating to hospitality, gifts or entertainment incurred to third parties are submitted in accordance with the Company’s relevant policies. All accounts, invoices, and other documents and records relating to dealings with third parties, such as customers, suppliers and business contacts, should be prepared and maintained with accuracy and completeness.
- TRAINING AND COMMUNICATIONFrom time to time and as determined by the Company, Directors, employees, suppliers, and business associates, especially those operating in areas that are exposed to high bribery risk, shall be provided with relevant training on how to implement and adhere to this Policy.
Our zero-tolerance approach to bribery and corruption must be communicated to all Directors, employees, suppliers, and business associates at the outset of our relationship with them and as appropriate thereafter.
The Company recognises the value of integrity in its Directors, employees and business associates. The Company’s recruitment, training, performance evaluation, remuneration, recognition and promotion for all the Company’s employees, including management, shall be designed and regularly updated to recognise integrity.
The Company does not offer employment to prospective personnel in return for their having improperly favored the Company in a previous role.
- MONITORING AND REVIEWAll the Company’s Directors, employees, suppliers, and business associates are responsible for the success of this Policy and should ensure they use it to disclose any suspected unethical business practices or wrongdoing. Internal control systems and procedures will be subject to regular audits to provide assurance that they are effective in countering bribery and corruption.
- REVIEW OF THIS POLICYThe Board shall review and assess the relevance and effectiveness of this Policy periodically to assess their effectiveness, and in any event, at least once every three (3) year, the Board deem necessary and/or require to ensure its relevance and effectiveness in keeping with the Company’s changing business environment, administrative or operational needs as well as changes to legislations.
- REVISION OF THIS POLICY
The provisions of this Policy can be amended and supplemented from time to time by a resolution of the Board.
- IntroductionThis Whistleblowing Policy (the “Policy”) is designed to facilitate and encourage disclosure of genuine and legitimate concerns about any possible violations and improprieties in matters related to financial reporting, compliances, SOPand other malpractices to be raised by the Board, all employees and officers of the Company. The policy provides an opportunity for those concerns to be investigated and for appropriate action to be taken to ensure that the matter is resolved effectively and within the Company wherever possible. All directors and employees of Hydropipes Industries Sdn Bhd (“HPI” or the “Company”) shall comply with this Policy.
- OBJECTIVE OF THE POLICY
This policy is formulated to enable the reporting of genuine concerns about any actual or possible improprieties at the earliest opportunity so that appropriate actions can be taken to address or mitigate such concerns.This Policy is designed to:
- promote and maintain high transparency and accountability in the workplace;
- promote good corporate governance practices in the workplace;
- encourage Employees and other relevant stakeholders to report perceived unethical or illegal conduct across the Company through a confidential channel without any fear of harassment, intimidation, victimization or reprisals of anyone for raising concerns under this Policy;
- protect a whistleblower from reprisal as consequence of making a disclosure;
- provide a transparent and confidential process for dealing with concerns;
- protect the long-term reputation of the Company;
- support the Company and the Company’s values; and
- maintain a healthy working culture and an efficient corporation.
- SCOPE OF POLICY
This Policy applies to all Employees, third parties of the Company, and the general public, who has become aware of or genuinely suspects on a reasonable belief that a person associated with the Company, including a Director, Employee, and a third party who has a business relationship with the Company, has engaged, is engaged or is preparing to engage in any improper conduct or wrongdoing. This policy shall exclude any issues, complaints or concerns regarding i) matters pending determination or which have been determined through any tribunal or authority or court, arbitration or similar proceedings or ii) disclosure specifically prohibited by any written law.A person who has made a report via this Policy is hereinafter referred to as a “Whistleblower”.Such improper conduct or wrongdoing (‘Wrongdoing”) may include, without limitation, the following:
- fraud or deliberate error in the preparation, evaluation, review or audit of any financial statements of the Company;
- fraud or deliberate error in the recording and maintaining of financial records of the Company;
- corruption, bribery and blackmail;
- acceptance of gifts or favour beyond the threshold allowed by the Company;
- misuse or misappropriation of the Company’s funds or assets;
- abuse of power;
- action causing injury, loss or damage;
- negligence in carrying out work obligations;
- conflict of interest without disclosure;
- criminal breach of trust;
- illegal or criminal offence;
- actor omission which endangerment of employees’ or public health and safety;
- deficiencies in or non-compliance with the Company’s internal controls;
- misrepresentation or false statement to or by a senior officer or accountant regarding a matter contained in the financial records, financial reports or audit reports of the Company;
- deviation from full and fair reporting of the Company’s financial condition;
- deliberate concealment of any of the above matters or wrongdoing;
- non-compliance with the laws, regulations, regulatory requirement etc. or any act against the Company’s interests);
- breach of code of ethics of the Company (including sexual, physical or other abuse of human rights); and
- concealment of any, or a combination, of the above.Whenever possible, any concerns should be raised and dealt with through the normal reporting lines and procedures in the Company. However, where it is believed that the concern cannot be resolved through normal reporting lines and procedures, or implicates senior levels of management within the Company, or the Employee’s employment or even safety or security may be jeopardised by raising the concern, then the concern can be raised through the channel provided in this Policy.
- REPORTING IN GOOD FAITH
The Company expects a Whistleblower to report genuine concerns in good faith and have reasonable grounds when making a whistle-blowing report (‘Complaint’). In general, a Whistleblower may report a Complaint in writing, electronically, or in person.This Policy provides assurance that no action shall be taken against the employee whistle-blower as provided under section 587 of the Companies Act 2016 and section 7 of the Whistleblower Protection Act 2010 respectively. An Employee who whistle-blows internally shall be protected against reprisals or retaliation and immunity from disciplinary action from the his/her immediate superior or department/division head or any other person exercising power or authority over the whistle-blower in his/her employment, provided that:
- only genuine concerns are reported with a reasonable belief that the information and any allegation in it are substantially true, and the whistleblower does not provide false or misleading information knowingly, negligently or recklessly in the report;
- the report is not made with malicious or ill will; and
- The report is not made for personal gain or agenda.To assist the Company in the response to or investigation of a Complaint, the Complaint should contain as much specific, factual information as possible to allow for proper assessment of the
nature, extent and urgency of the matter that is the subject of the Complaint, including, without
limitation and to the extent possible, the following information:
- his/her name, designation, current address and contact numbers;
- basis or reasons for his/her concerns, for instance, its nature, the date, time, and place of its occurrence and the identity of the alleged wrongdoer;
- particulars of witnesses, if any; and
- particulars or the production of documentary evidence, if any.
The Whistleblower may be asked to provide further clarification and information from time to time, for example, if an investigation is conducted.
All information received will be treated with strictest confidentiality.
Should you wish to do so, Whistleblower may use Whistleblower Form as set out in “Appendix A” to provide the details required.
The Whistleblower is encouraged to disclose his or her name and contact method to enable contact for obtaining further understanding and information relating to the Complaint where necessary. Anonymous reporting is not prohibited. Nevertheless, the extent to which a Complaint can be investigated may be limited to the information provided.
- REPORTING IN GOOD FAITH
5.1 For Employees to make reports
- Any concern should be reported to the immediate supervisor. However, if it is not possible or appropriate to do so, the concern should then be reported to an independent individual in the Company who is not subject to undue influence or pressure by management. Individuals who may be considered appropriate (“Designated Party“) include:
- independent director;
- head of a dedicated department that handles investigations of misconduct or any other related matters and has a direct reporting line to independent director.
- Upon receipt of the concern, the Designated Party shall set up an investigating team to conduct investigation on the issue/concern raised.
- Actions mandated shall be carried out accordingly.
- Where the whistle blowing report involves a breach of statutory provisions, an official report should also be made to the relevant regulatory authorities, upon consultation with the Designated Party within the Company and its subsidiaries.
5.2 For stakeholders to make reports
Stakeholders, who have suspected fraud, misconduct or any integrity concerns, can be submit and/or made in writing, orally or via electronic mail to the independent director, via the following channels:
- by mail in a properly sealed envelope and indicated “Strictly Confidential — To Be Opened by Addressee Only” and addressed to:HYDROPIPES INDUSRTRIES SDN BHD
Lot 874, Jalan Subang 8
Taman Perindustrian Subang Jaya
47600 Subang Jaya
Selangor Darul Ehsan
Attn: Independent Director - by email to:whistleblowing@hydropipes.comUpon receipt of a Complaint, the independent director will record the Complaint and acknowledge receipt of the Complaint to the Whistleblower.The Independent Director should deal with the Complaint in accordance to the procedures set out in (b) to (f) under Paragraph 5.1 of this Policy.
- CONFIDENTIALITY AND PROTECTION TO WHISTLEBLOWER
This policy provides assurance that the Whistleblower, if an employee of the Company and its subsidiaries, shall be protected against reprisals or retaliation, and immunity from disciplinary action from the Whistleblower’s immediate supervisor or department/division head or any other person exercising power or authority over the Whistleblower in his/her employment, provided that:
- only genuine concerns are reported, and the report is made in good faith with a reasonable belief that the information and any allegation in it are substantially true, and the Whistleblower does not provide false or misleading information knowingly, negligently or recklessly in the report;
- the disclosure is not made with malicious intent or ill will;
- the disclosure is not frivolous or vexatious; and
- the report is not made for personal gain or agenda.The Designated Party shall maintain the confidentiality of the Complaint and the identity of the Whistleblower to the fullest extent reasonably practicable within the legitimate needs of law and only be revealed to those handling the Complaint, including investigation and deliberation, strictly on a “need-to-know” basis.The identity of the Whistleblower shall remain confidential unless consent is obtained from the Whistleblower or otherwise required by law. Notwithstanding, the identity of a Whistleblower might become known for reasons outside the control of the Company. The confidentiality of the identity of the Whistleblower is subjected to such limitations.
The identity of other persons subject to, or participating in, any inquiry or investigation relating to a Complaint shall also be maintained in confidence subject to the same limitations.
A Whistleblower who reports a Complaint in good faith shall be protected from any reprisal by the Company or its personnel as a direct consequence of the disclosure. Reprisal includes discharge, termination, demotion, suspension, threatening, harassment, or a discrimination or retaliation against any persons in relation to the terms and conditions of business relationships such as employment or contract.
The Whistleblower will be protected under the Whistleblower Protection Act 2010 if he or she makes a disclosure in good faith to an enforcement agency.
If a whistleblower reasonably believes that he or she is being subjected to reprisal, including harassment and victimization, as a consequence of whistle-blowing, he or she may consult or report to the independent director via email to: whistleblowing@hydropipes.com
- NOTIFICATION
Upon the completion of the investigation and deliberation of the Complaint, the Whistleblower will be notified on the outcome of the investigation, where reasonably practicable. - CONSEQUENCES OF WRONGDOING OR WRONGFUL DISCLOSURE
If the Whistleblower has, or is found to have
- committed a wrongdoing;
- taken serious risks which would likely cause a wrongdoing to be committed;
- made a disclosure not in accordance with the requirements of this Policy (for example, dishonest, mischievous or malicious complaints); or
- participated or assisted in any process pursuant to this Policy otherwise than in good faith.The corrective actions to be taken against whistleblower will be determined by the Executive Director (“ED”), or, if so, delegated by the ED, the senior management, which may include, disciplinary measure, formal warning or reprimand, demotion, suspension or termination of employment or services or other forms of punishment.
- REPORTING AND RETENTION OF COMPLAINTS AND INVESTIGATIONS
The independent director will maintain a log of all Complaints, tracking their receipt, investigation and resolution and shall prepare a periodic summary thereof for the independent director, at least on an annual basis, taking into consideration the protection of confidentiality especially of the identifies of Whistleblowers. Copies of Complaints and such log will be maintained in accordance with the Company’s document retention policy. - REVISION OF THIS POLICYThe provisions of this Policy can be amended and supplemented from time to time by a resolution of the Board.
- INTRODUCTION
This Code of Conduct and Ethics (the “Code”) stipulates the sound principles to guide all directors and employees of Hydropipes Industries Sdn Bhd (“HPI” or the “Company”) in discharging their duties and responsibilities and in dealing with its stakeholders, customers, fellow employees and regulators to demonstrate good judgment and honesty, loyalty and ethics in the conduct of our business.
The objectives of this Code are to ensure that the Board of Directors (“Board”), management and all employees, of the Company to whom this Code applies, aware and understand their obligations and responsibilities as set out in this Code.
- COMMITMENT AND COMPLIANCE
It is our commitment to ensure compliance with relevant laws, rules, and regulation applicable to our business activities. It is the responsibilities of the Company to ensure its directors and all employees understand, observe, and comply with the laws, rules, and regulations that applicable to their specific roles and responsibilities in conducting the business activities with integrity. The Company is responsible for preventing violation of law and voice out for any possible violations within the Company.
Compliance with the principle of this Code is an essential element in the business success. The Company through its Human Resource Department is responsible to ensure that the principles as set out in this Code are communicated, understood, and observed by all employees and Directors. Compliance with the Code is being monitored and reported by the internal auditors and subject to review by the Board on an annual basis.
- PURPOSE
The Code is formulated with the intention of achieving the following objectives:- To uphold the spirit of responsibility and social responsibility in line with the legislation, regulations and guidelines for administrating a company
- To articulate the high standard of honesty, integrity, ethics and law-abiding behaviour within the Company;
- To improve self-discipline in order to provide good quality services;
- To ensure that all directors and employees are aware of their ethical obligations; and
- To enhance the standard of corporate governance.
The Code provides guidance to ensure that upholding the ethical conduct in the daily work. However, separate guiding regulations may be established by the when more detailed standards of conduct are deemed necessary by the Board.
- PRINCIPLES OF THE CODE
4.1 CompetitionWe are dedicated to ethical, fair, and robust competition where all our suppliers, customers and vendors shall be treated fairly and consistently. The Company’s products and services shall be offered to them at the most suitable and competitive terms to ensure the Company products and services are delivered honestly and fairly to meet their expectation. As such, any false and misleading statements are not acceptable.
4.2 Protecting Confidential Information
Information is one of the important assets of the Company. All information about financial and personal of the customers, suppliers, employees, and others which are collected and is useful to the Company or the competitor shall be treated confidential and protected. This information shall not be shared with any unauthorized persons or third party. Directors and employees of the Company must not engage in unauthorized use, disclose, copy, or distribute this information.
4.3 Conflict of Interest
Employees and Directors must not use their positions or their knowledge of the Company to engage in any relationship or activities which may impair their ability in making objective and fair decision in the course of discharging their duties. Employees and Directors must not use the property or information of Company or to compete with the Company for personal interest or gain which may conflict with the Company’s interest and caused damage or losses to the Company. All actions or decision made, and activities undertaken within the Company shall be for the best interest of the Company. Employees who have doubt in issues related to conflict of interest should seek advice from the management before engaging in any activities, transaction or relationship that might give rise to conflicts of interest.
4.4 Gifts, Entertainment and Corporate Hospitality
As a rule of thumb, directors and employees should not accept gifts, the use of services or entertainment or gratuities which involve cash or cash equivalents or which could be evaluated as illegal or improper exchanges given by third parties who have business dealings with us as this may compromise our integrity or affect our professional judgement in discharging our full responsibilities to the Company.
However, some business situations may call for giving gifts. In such situation, any form of gift to be given must be legal and have a legitimate business purpose and can only be authorised by the authorised personnel of the Company.
Directors and employees must therefore exercise due care and judgement when offering or accepting gifts, hospitality or modest entertainment to protect the reputation of the Company against allegations of impropriety and to ensure the Anti-Bribery and Corruption Policy adopted by the Company is not breached.
4.5 Whistleblowing Policy
The Company believes that the Whistleblowing Policy will facilitate and encourage disclosure of genuine concerns about any possible violations and improprieties in matters related to financial reporting, compliances and other malpractices committed within the organisation. Should any employees have information in regard to the violation or improprieties, he/she should report the matter immediately to the line manager, higher management, or the Board. All reports or complaints of this nature shall be treated strictly confidential unless otherwise required disclosure by the law or court order.
- FAILURE TO COMPLY
It is the responsibility of directors and employees to ensure full compliance with all the provisions in this Code and to seek guidance where necessary from the respective division head or from the Human Resource Department. Directors must immediately report any concern about possible/ actual breaches of the Code by any director to the Board and strictly observe the relevant internal document.
In the event of any breaches of this Code by any Director, the Board shall determine appropriate actions to be taken after considering all relevant information and circumstances.
When in doubt, directors and employees should always be guided by the basic principles stated herein. Failure to comply with this Code may result in disciplinary action, including the possibility of dismissal and, if warranted, legal proceedings or criminal sanctions.
- REVIEW OF THE CODE
This Code shall be reviewed by the Board to ensure it remains consistent with the Company’s objectives and Board’s responsibilities and in line with the relevant laws and legislations
Policies & Guidelines
Get In Touch
We would love to speak with you.
Feel free to reach out using the below details.
- 03-8025 9818
- Lot 874, Jalan Subang 8, Taman Perindustrian Subang Jaya, 47600 Subang Jaya, Selangor Darul Ehsan.
Fill in the form below and we will contact you as soon as possible!
Get In Touch
We would love to speak with you.
Feel free to reach out using the below details.
- 03-8025 9818
- Lot 874, Jalan Subang 8, Taman Perindustrian Subang Jaya, 47600 Subang Jaya, Selangor Darul Ehsan.
Fill in the form below and we will contact you as soon as possible!