Corporate Policies
RH Petrogas Limited (the "Company") is committed to maintaining high standards of corporate governance. The Company believes that good corporate governance encompasses principled and prudent corporate values, practices, and checks and balances. Good corporate governance involves establishing and maintaining appropriate policies, procedures, practices and customs, upheld by a responsible and principled culture that is led by the Board and embraced by management and staff. It safeguards and ensures that the Company is run in an ethical and responsible manner. Such a framework and culture will enhance the interests of all stakeholders. The Company has established a suite of governance and operational policies to provide support and guidance to employees and stakeholders.
RH Petrogas Limited (the "Company") and together with its subsidiaries (the "Group") are firmly committed to conducting our business with integrity, honesty, and ethics.
The Group has a zero-tolerance approach to all forms of bribery and corruption and commit not to engage in any forms of corrupt or improper practices. Therefore, the Group expects all employees, officers and directors to observe the anti-bribery and anti-corruption legislation and regulations in the countries where the Group has business activities.
The Group actively encourages the reporting of any suspected bribery and corruption within the Group and are dedicated to safeguarding employees who, in good faith, come forward with such information.
The Group recognises the critical role whistleblowers play in upholding ethical standards and sound governance. We empower our employees to report concerns without fear, and we will not tolerate any form of misconduct by our personnel - nor any act of reprisal or discrimination against those who raise concerns.
All reports of improper conduct will be subject to fair, impartial, and thorough investigation. The Group will take all reasonable measures to protect the identity of whistleblowers and ensure their confidentiality throughout the process unless legally required or explicitly authorised in writing by the whistleblowers. In cases where detrimental action is taken against a whistleblower, the Group will provide appropriate relief to address the harm caused.
While employees are strongly encouraged to report genuine concerns, misuse of the whistleblowing channel - such as malicious or false reporting - will be treated as a serious violation of this policy and may result in disciplinary actions.
The Group remains steadfast in its commitment to ethical conduct and compliance with all applicable laws on bribery and corruption, such as the Singapore Prevention of Corruption Act and Indonesia's Corruption Eradication Law [Amended by Law No. 20/2001]. This Anti-Bribery and Corruption Policy of the Group is to be read in conjunction with other related policies including the Group's Employee Handbook (Singapore office), Company Regulations (Indonesia office) and the Group's Whistleblowing Policy.
Click here to download the Anti-Bribery & Corruption Policy.
This Board Diversity Policy ("Policy") sets out the Company's approach to achieving and maintaining diversity and inclusivity on its Board of directors (the "Board").
This Policy is designed to ensure a Board comprising of Directors who as a group have the necessary expertise and independence, with an appropriate balance and diversity of skills, experience, knowledge and competencies to avoid groupthink, foster constructive debate and enhance the decision-making process, and promote inclusivity.
This Policy underscores the Company's commitment to fostering equal opportunity and diversity, and ensuring a diverse and inclusive working environment at all levels of the Company.
Click here to download the Board Diversity Policy.
All employees of the Company are presumed to be loyal to the Company's interests. However, the possibility of conflict of interests may exist.
Conflicts of interest arise when an employee's activities have or could have a harmful effect on the Company. The conflict may be innocent or it could be deliberate.
The Company has no desire to interfere with the right of an employee however, any action or interest must not be such that it is or may be injurious with the employee's performance.
Click here to download the Conflict of Interest Policy.
This dividend policy (the "Policy") sets out the Board's approach to dividends, including the guiding principles, forms and frequency of distribution, approval process and review cadence, in order to promote transparency and alignment with the corporate governance framework of the Company and its subsidiaries (collectively, the "Group").
This Policy aims to create long term shareholder value by balancing between delivering strong, sustainable returns to shareholders, preserving adequate liquidity and financial reserves to meet the Group's working capital requirements, and financial flexibility to deliver future growth. This Policy also aims to foster greater accountability on the Board's intentions to steward the financial resources of the Company, as well as its commitment to exercise greater discipline and consistency in the distribution of dividends to shareholders, so as to create value for its shareholders.
Click here to download the Dividend Policy.
This policy provides guidance on the administration of RHP's Whistleblowing Policy, an official channel for a whistleblower to report suspicion of improper conduct on a confidential and anonymous basis.
The main objectives of the Whistleblowing Policy are:
- Support RHP values of integrity, transparency and accountability;
- Enable employees to report suspicion of improper conduct;
- Protect the identity of whistleblowers;
- Protect whistleblowers against reprisal action; and
- Facilitate timely, fair and measured evaluation of all reports of improper conduct.
The reporting procedures are designed to allow employees to report suspicion of improper conduct on a confidential or anonymous basis.
Employees can continue to use the existing communication channels at any time to raise appropriate matters with their supervisor. The supervisor shall promptly report the allegation in accordance with this Whistleblowing Policy.
The management should first assess the facts and circumstances, including the nature of the grievance. If the matter relates solely to routine HR performance related issues and does not involve improper conduct, for example corruption, fraud, or breach of applicable law, company policy or RHP standard, it need not be reported through the whistleblowing platform. If the grievance relates to allegations of acts of reprisal against a whistleblower, the matter ought to be reported through the whistleblowing platform. If there is any uncertainty, the supervisor should consult the Whistleblower Protection Officer (WPO) or the Audit Committee (AC) for clarification.
The Audit Committee is committed to review this policy regularly to ensure the policy remains relevant and effective.
Click here to download the Whistle Blowing Policy.
Click here to access our secure platform for confidential whistleblowing submissions