Whistleblower Policy


At Cuckoo International (MAL) Sdn Bhd (“CUCKOO”), we take pride in our reputation and our commitment to always putting at top priority towards the integrity, values of transparency, integrity, impartiality and accountability in the conduct of its business and affairs. All the directors, C-Suite management officials, employees of CUCKOO play a part in maintaining this reputation and continuing to uphold CUCKOO’s success.

In line with this commitment, we have put in place a Whistleblowing Policy and procedures to provide an avenue for our directors, employees and third parties (such as vendors, contractors, consultants, agents and business partners of CUCKOO) to disclose any improper conduct that may be illegal, unethical, corrupt or otherwise cause damage to the Company’s reputation.


Conduct by or any of CUCKOO’s directors, employees and third parties will be considered to be improper when it does not meet CUCKOO’s regulatory obligations or where it may otherwise be considered fraudulent, unethical, illegal, corrupt or conflicting with CUCKOO’s internal policies.

Examples of improper conduct include but are not limited to:

  • bribery and corrupt conduct;
  • Fraud, theft, embezzlement or dishonest conduct;
  • Breaches of policies, procedures and applicable laws and regulations in Malaysia;
  • Any form of harassment;
  • Actions which can cause physical danger/harm to another person and/or can give rise to risk of damage to properties/assets;
  • Conduct which may cause financial loss to CUCKOO or bring it to severe public disrepute or ridicule or is otherwise detrimental to CUCKOO’s interests;
  • Conduct that breaches any obligations under the CUCKOO’s code of conduct or any of the policies and procedures;
  • Unethical sales practices;
  • Conflict of interest; or
  • Misuse of position or information which may result in profiteering.

This Policy excludes grievances, complaints or concerns about:

  • matters which are trivial or frivolous or malicious or vexatious in nature or motivated by personal agenda or ill will;
  • matters pending or determined through CUCKOO’s disciplinary proceedings; and
  • matters pending or determined through any tribunal or authority or court, arbitration or other similar proceedings.


Everyone has a right to whistleblow any known or suspected incidences of improper conduct of CUCKOO or any of its directors, employees and third parties.

Reporting concerns can help CUCKOO improve processes and solve problems quickly. Such individual is referred to as “Whistleblower”.

Reporting concerns can help CUCKOO improve processes and solve problems quickly. Such individual is referred to as “Whistleblower”.


We take whistleblowing seriously and your concern matters to us. We would like to hear from you if any of your disclosure is related to improper conducts or practices occurring within or related to CUCKOO. Any disclosure can be made to any of the following dedicated reporting channels:

Complete the Whistleblowing Form and then send it to compliance@cuckoo.com.my. To facilitate an investigation into the alleged wrongdoing, where possible and applicable, the following information should be included when making a disclosure:

  • a) Brief description of themisconduct;
  • b) The date and location of the incidence;
  • c) The identity of the wrongdoer;
  • d) Particulars of witnesses, if any;
  • e) Supporting evidence and/or documents;
  • f) Other useful details to facilitate screening and action to be carried out

Where possible, the Whistleblower is encouraged to disclose his/her personal details to enable the relevant parties conducting the investigation to contact the Whistleblower for further information:

  • a) Name; and
  • b) Contact details – email address and/or telephone number.


CUCKOO commits to ensure that all disclosed information, including the identity of the Whistleblower shall be treated with strict confidentiality. Investigation will be carried out by the appropriate party. During the investigation, the investigator may reach out to the Whistleblower for additional information and/or documents to assist in the investigation.

Should the Whistleblower not be able to substantiate its allegations with reliable evidence, the Company may not be able to act on it. Once the investigation has been completed, the finding will be shared to Whistleblower (except where the Whistleblower is not contactable).

Appropriate corrective or disciplinary action, up to and including termination, will be taken where a finding of improper conduct is made.


CUCKOO is committed to ensure that Whistleblower is not disadvantaged in any way for raising genuine concerns about known or suspected improper conduct.

A Whistleblower will be protected from harassment, retaliation, victimization and recrimination, where they make a report in good faith and where it can be demonstrated that there are reasonable grounds for the belief that improper conduct has occurred.


The Whistleblower who wishes to withdraw his/her report is required to write to compliance@cuckoo.com.mytogether with supporting reason(s) for the withdrawal. Notwithstanding such withdrawal, CUCKOO reserves the right to proceed with investigation on the matters arising from the report.