Ample is committed to adhere to the highest standards of ethical, moral and legal conduct of business operations. To maintain these standards, the company encourages its employees who have concerns about suspected misconduct, to come forward and express these concerns without fear of punishment or unfair treatment. The policy aims to provide an avenue for employees to raise concerns of any violations of legal or regulatory requirements, incorrect or misrepresentation of any financial statements and reports, etc.

  • Team members of the company.
  • Team members of other agencies deployed for the company’s activities working from any of the company’s offices or any other location.
  • Contractors, vendors, suppliers or agencies (or any of their team members) providing any material or service to the company under the policy. These stakeholders may fall into any of the customers of the company.
  • Any other person having an association with the company.
  • Abuse of authority.
  • Breach of contract.
  • Negligence causing substantial and specific danger to public health and safety.
  • Manipulation of company data/records.
  • Financial irregularities, including fraud or suspected fraud or deficiencies in internal control & check or deliberate error in preparation of financial statements or misrepresentation of financial reports.
  • Any unlawful act whether criminal/civil.
  • Pilferation of confidential/propriety information.
  • Deliberate violation of law/regulation.
  • Wastage/misappropriation of company funds/assets.
  • Breach of company policy, or failure to implement or comply with any approved company policy.

Lakshmi Gopu
Senior Manager – HR Operations & Admin
lakshmi.gopu@ample.co.in

Abhishek Bhatnagar
Sr. Manager, Retail Sales – BOSE
abhishek.bhatnagar@ample.co.in

Bijas M S
Senior Manager – Operations
bijas.muraleedharan@ample.co.in

Asit Vrajlal Bhole
General Manager – Enterprise
asit.bole@ample.co.in

Priya D Surana
Senior Cluster Manager – Retail Sales
priya.surana@ample.co.in

Disclosures should be made to voa@ample.co.in. Disclosures may also be submitted to the Whistle Blower Committee or directly to the CEO, when the Whistleblower feels it necessary under the circumstances. However, disclosures against any team member in Strategic Job Responsibility Band or the Business Unit Heads or the Executive Directors should be sent directly to the CEO of the Company.

Important Note: Disclosures must be made within 90 days from the date of the incident. Submissions beyond this timeframe will not be considered. 

Whistle Blower Committee will

  • Conduct the enquiry in a fair & unbiased manner.
  • Ensure complete fact-finding.
  • Maintain strict confidentiality.
  • The whistleblower’s complaint must be acknowledged within 48 hours of receiving the complaint.The investigation must be closed within 3 months of receiving the complaint.
  • If the person accused by the whistleblower is found guilty, the Whistleblower Committee must take action within 2 months there after. 
  • The Whistleblower Committee must reach out to the whistleblower after the initial investigation. If the latter does not engage with them, the committee must use due diligence to decide if the allegations are genuine, malicious, or misguided. If authentic, the investigation will continue. If malicious or misguided, the committee is empowered to drop the case.
  • Decide on the outcome of the investigation, whether an improper practice has been committed and if so by whom.
  • Recommend an appropriate course of action, including possible disciplinary measures and preventive measures to be taken.
  • Recommend an appropriate course of action – suggest disciplinary action that may dismissal and other preventive measures.
  • The committee must inform the Head of Department/Reporting Manager and the legal team about the complaint and keep them appraised on the progress of the investigation via email.
  • Minute committee deliberations and document the final report and action.

If the malpractice constitutes a criminal offence, the committee will bring it to the notice of the CEO and take appropriate action including reporting the matter to the police. The CEO of the company may at his discretion, participate in the investigations of any disclosure.

The Whistleblower Committee must acknowledge and update the whistleblower at every stage of the enquiry via email unless the result of the investigations and its recommendations is subject to obligations of confidentiality.

  • Name, address and contact details of the whistleblower
  • Employee ID should be mentioned if the whistleblower is an employee
  • Brief description of the Malpractice, giving the names of those alleged to have committed or about to commit a malpractice.
  • Specific details such as time and place of occurrence also need to be mentioned

What should I do if I face any retaliatory action or threats of retaliatory action as a result of making a Disclosure?

If you face any retaliatory action or threats of retaliatory action as a result of making a disclosure, please inform the Whistle Blower Committee in writing immediately. He/she will treat reports of such actions or threats as a separate disclosure and investigate the same accordingly and may also recommend appropriate steps to protect you from exposure to such retaliatory action and ensure implementation of such steps for your protection.

In exceptional cases, where the whistleblower is not satisfied with the outcome of the investigation carried out by the committee, he/she can make a direct appeal to the CEO of the company.

An employee who knowingly makes false allegations of unethical & improper practices or alleged wrongful conduct shall be subject to disciplinary action, up to and including termination of employment, in accordance with company rules, policies and procedures. Further this policy may not be used as a defence by an employee against whom an adverse personnel action has been taken independent of any disclosure of intimation by him and for legitimate reasons or cause under company rules and policies.