Conduct by the Company or any of its directors, employees and third parties will be considered to be improper when it does not meet the Company’s regulatory obligations or where it may otherwise be considered illegal, fraudulent, unethical, corrupt or inconsistent with the Company’s internal policies.
Examples of improper conduct include but are not limited to:
Chubb 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.
The Company 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 (“Protected Reporting”).