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Whistleblowing Policy

Singapore Centre for Social Enterprise, raiSE Ltd. (hereafter “we”, “us”, “our” or “raiSE”) is committed to carrying out its activities and services that accords with high standards of corporate governance and in compliance with all applicable laws.


Scope

  1. This whistleblowing policy (the “Policy”) sets out the manner in which the public can provide feedback, concerns or complaints in relation to the activities or services of our employees or a member of raiSE (hereafter a “Member”), and how such feedback, concerns or complaints will be handled by us.
  1. Generally, we will investigate material, credible, and specific claims against our employee or a current Member regarding:
    • Alleged misrepresentation of any information relating to activities as expressed by the Member on our website’s e-Directory.
    • Alleged misconduct of the Member that are contrary to the intentionality, additionality and proportionality framework that has been set out on our website’s e-Directory.
    • Alleged misconduct of an employee that may have breached applicable laws.
  1. We will not examine or investigate claims relating to:
    • Personal grievances.
    • Issues with or feedback on our programmes.
    • Complaints that are not directly related to a current employee or a current Member.
    • Complaints that are pending legal action and/or include accusations of illegal acts without a formal legal resolution.
    • Complaints that include criminal actions and/or threats.
    • Claims which have been reported more than 6 months from when the complainant first realised that there was misconduct or misrepresentation.


Reporting procedure

  1. If your concern falls within the above scope, please submit a report to us by writing to us at the contact details provided below. Your report should contain the following information:
    • Your name and contact information.
    • The specific details of your report, including but not limited to the nature of the misrepresentation or misconduct, the names of the persons involved, whether it is ongoing, when you first noticed the occurrence and where it happened.
    • A declaration of whether you have any personal interest in the report.
    • Any additional context, including public records or evidence relevant to the issue.
    • Any supporting documentation and/or the details of any legal action taken.

Please note that if your report does not contain the above information, this may impede the investigation process and the reviewer of your report may decide not to pursue the matter further if there is insufficient information.

  1. Upon receipt of the report, you will be provided with information on who is handling your report and how you may contact the person handling your report. The person handling the report may write to you summarising your concerns and inform you on what are the likely next steps. You may also be contacted if further assistance or information is required from you.
  2. All reports will be reviewed within a reasonable period of time, and after due consideration, a decision will be made whether to proceed with a formal investigation. The formal investigation shall be directed to a department best placed to address it. Guidance may be sought from the raiSE Management Team and/or other appropriate parties, including the relevant authorities, depending on the matters reported. If the report relates to a member of the raiSE Management Team, the report will be escalated directly to the Board of Directors.
  3. Generally, less complicated reports may be reviewed and evaluated within 20 working days. Where your report raises more complex matters, the respective department may require additional time and will notify you of the additional time required.
  4. Once the investigation is completed, you will be informed of the outcome. Please note that it may not be possible to share the precise nature of the action taken.
  5. We take a zero-tolerance approach to unethical conduct or conduct which does not comply with applicable laws and regulations. Any employee, member or third party found guilty of such conduct and acts will be dealt with swiftly, and appropriate cases will be reported to the relevant authorities.


Anonymity

  1. We understand that you may wish to report a concern confidentially, and we will consider anonymous reports to the extent possible. However, if you choose not to disclose your identity, we will not be able to respond directly, and it may hinder the effectiveness and ease of our investigation as it would be difficult to obtain clarification or further information.
  2. Your report is a key aspect of any investigative outcome and if you elect to remain anonymous and do not provide any independently verifiable evidence, your report may not be investigated at the discretion of the raiSE Management Team and Board of Directors.


Confidentiality

  1. Your report and the information therein will be handled as follows:
    • All reports raised and information provided will be kept strictly confidential. Please appreciate that the investigation process may require the disclosure of the source of information and your report may be used as evidence.
    • Generally, your identity would not be disclosed unless it is absolutely necessary for the purpose of the investigation and/or subsequent action, and never disclosed without prior discussion with you.
    • Your personal data (if provided by you) will be protected in accordance with the Personal Data Protection Act 2012 of Singapore and will not be disclosed without your consent unless disclosure is compelled by a court of law or there appears to be imminent risk of serious harm if not disclosed.


Whistleblower protection

  1. Persons who provide their reports in good faith and without any malicious intent shall not be victimised nor censured by us.
  2. We will also not tolerate retaliatory action, harassment or victimisation of anyone raising a genuine concern. Employees of raiSE found to have engaged in retaliatory conduct will be subject to disciplinary action.
  3. Please inform the investigating officer if you have been subjected to any retaliatory action, harassment or victimisation.


False reports

  1. Employees of raiSE who intentionally make false or frivolous reports shall, where appropriate, be the subject of disciplinary action including but not limited to termination of employment.
  2. Where external parties intentionally make false or frivolous reports, we will consider appropriate actions including but not limited to reporting the matter to the relevant authorities or revocation of membership.


Contact us

Please raise your concern either by:
1. Writing to us at:
Singapore Centre for Social Enterprise, raiSE Ltd.
79 Ayer Rajah Crescent
#02-01/02
Singapore 139955
Attention: The Management
(Private and Confidential)

2. Sending an e-mail to: inform@raise.sg

The mailbox will be accessible to members of the Management Team to facilitate timely review and follow-up.

Where a report involves any member of the Management Team, the matter will be escalated directly to the raiSE Chairperson for independent review and appropriate action.


Updates to the Policy

  1. We may update this Policy as and when we deem it is required.


Last updated on March 2025