1 Purpose
This Whistleblower Policy provides a confidential channel through which employees, contractors, and other stakeholders can raise genuine concerns about suspected misconduct, malpractice, or wrongdoing at FOGS Consultants, without fear of retaliation.
2 What Can Be Reported
Reportable matters include, without limitation: financial irregularities or fraud, corruption or bribery, breach of our Code of Conduct, violation of law or regulation, data privacy or security breaches, serious health and safety risks, and any deliberate concealment of the above.
This channel is not intended for routine HR grievances, performance disagreements, or sexual harassment complaints — please use our Grievance Redressal Policy or POSH Policy for those matters.
3 Who Can Report
Any employee, contractor, intern, vendor, or other person with a genuine concern about conduct at FOGS Consultants may raise a report under this Policy, whether or not they are directly affected by the matter reported.
4 How to Report
Reports may be submitted in writing to the designated Whistleblower channel via email, or in a sealed envelope marked "Confidential — Whistleblower" addressed to HR leadership. Anonymous reports are accepted, though providing contact details helps us investigate more effectively and keep the reporter informed.
5 Investigation Process
All reports are reviewed promptly by a designated senior team member independent of the matter reported. Investigations are conducted discreetly, proportionately, and fairly, with findings and recommended action reported to management. Where a report concerns a member of senior management, the matter will be escalated to an alternate independent reviewer.
6 Confidentiality
The identity of the whistleblower and the details of the report are kept strictly confidential, disclosed only to those who need to know to conduct the investigation, unless disclosure is required by law or the whistleblower consents.
7 Protection Against Retaliation
FOGS Consultants strictly prohibits retaliation of any kind — including dismissal, demotion, harassment, or other adverse treatment — against anyone who raises a concern in good faith under this Policy, even if the concern is not ultimately substantiated. Retaliation is itself treated as serious misconduct under our Code of Conduct.
8 Malicious or Bad-Faith Reports
Reports must be made in good faith and based on a reasonable belief that the information disclosed is substantially true. Knowingly false or malicious reports may result in disciplinary action, though a report that is investigated and not ultimately substantiated is not, by itself, treated as made in bad faith.
9 Record-Keeping & Review
Records of reports received, investigations conducted, and outcomes are maintained confidentially for internal governance and periodic review of this Policy's effectiveness.
10 Contact
Concerns under this Policy can be raised confidentially with HR leadership using the contact details below.
License No: BFIF01-G070203-00047-2026 ·
UDYAM: UDYAM-KL-02-0111828 ·
GSTN: 32AVFPT5755K1Z4
Registered Address: Ernakulam, Kochi 683518, Kerala, India
Need to report a concern?
Reports can be made confidentially, and anonymously if you prefer.
✉ Contact Us