The corporate fraud policy is established to facilitate the development
of controls that will aid in the detection and prevention of fraud
against Liveupx Private Limited. It is the intent of Liveupx Private Limited to
promote consistent organizational behaviour by providing guidelines
and assigning responsibility for the development of controls and
conduct of investigations.
SCOPE OF POLICY
This policy applies to any irregularity, or suspected irregularity,
involving employees as well as shareholders, consultants, vendors,
contractors, outside agencies doing business with employees of such
agencies, and/or any other parties with a business relationship with
Any investigative activity required will be conducted without regard
to the suspected wrongdoer’s length of service, position/title, or
relationship to the Company.
Management is responsible for the detection and prevention of fraud,
misappropriations, and other irregularities. Fraud is defined as the
intentional, false representation or concealment of a material fact for
the purpose of inducing another to act upon it to his or her injury.
Each member of the management team will be familiar with the types
of improprieties that might occur within his or her area of responsibility and be alert for any indication of irregularity.
Any irregularity that is detected or suspected must be reported
immediately to the Director of Liveupx, who coordinates all
investigations with the Legal Department and other affected areas,
both internal and external.
ACTIONS CONSTITUTING FRAUD
The terms defalcation, misappropriation, and other fiscal irregularities
refer to, but are not limited to:
• Any dishonest or fraudulent act
• Misappropriation of funds, securities, supplies, or other assets
• Impropriety in the handling or reporting of money or financial
• Profiteering as a result of insider knowledge of company activities
• Disclosing confidential and proprietary information to outside
• Disclosing to other persons securities activities engaged in or
contemplated by the company
• Accepting or seeking anything of material value from contractors,
vendors, or persons providing services/materials to the Company.
Exception: Gifts less than $50 in value.
• Destruction, removal, or inappropriate use of records, furniture,
fixtures, and equipment; and/or
• Any similar or related irregularity
Irregularities concerning an employee’s moral, ethical, or behavioural
conduct should be resolved by departmental management and the
Employee Relations Unit of Human Resources.
If there is any question as to whether an action constitutes fraud, contact the Director of liveupx for guidance.
The Human Resource Unit has the primary responsibility for the
investigation of all suspected fraudulent acts as defined in the policy.
If the investigation substantiates that fraudulent activities have occurred, the Human Resource Unit will issue reports to appropriate
designated personnel and, if appropriate, to the Board of Directors
through the Audit Committee.
Decisions to prosecute or refer the examination results to the
appropriate law enforcement and/or regulatory agencies for
independent investigation will be made in conjunction with legal
counsel and senior management, as will final decisions on disposition
of the case.
The Human Resource Unit treats all information received
confidentially. Any employee who suspects dishonest or fraudulent
activity will notify the Human Resource Unit immediately, and should
not attempt to personally conduct investigations or interviews/interrogations
related to any suspected fraudulent act (see REPORTING
PROCEDURE section below).
Investigation results will not be disclosed or discussed with anyone other
than those who have a legitimate need to know. This is important in
order to avoid damaging the reputations of persons suspected but
subsequently found innocent of wrongful conduct and to protect
the Company from potential civil liability.
AUTHORIZATION FOR INVESTIGATING SUSPECTED FRAUD
Members of the Investigation Unit will have:
• Free and unrestricted access to all Company records and
premises, whether owned or rented; and
• The authority to examine, copy, and/or remove all or any
portion of the contents of files, desks, cabinets, and other
storage facilities on the premises without prior knowledge or
consent of any individual who might use or have custody of
any such items or facilities when it is within the scope of their
Great care must be taken in the investigation of suspected
improprieties or irregularities so as to avoid mistaken accusations
or alerting suspected individuals that an investigation is under way.
An employee who discovers or suspects fraudulent activity will
contact the Human Resource Unit immediately. The employee or other
complainant may remain anonymous. All inquiries concerning the
activity under investigation from the suspected individual, his or
her attorney or representative, or any other inquirer should be
directed to the Investigations Unit or the Legal Department. No
information concerning the status of an investigation will be given
out. The proper response to any inquiries is: “I am not at liberty to
discuss this matter.” Under no circumstances should any reference be
made to “the allegation,” “the crime,” “the fraud,” “the forgery,”
“the misappropriation,” or any other specific reference.
The reporting individual should be informed of the following:
• Do not contact the suspected individual in an effort to determine
facts or demand restitution.
• Do not discuss the case, facts, suspicions, or allegations with anyone unless specifically asked to do so by the Legal Department or
Human Resource Unit.
If an investigation results in a recommendation to terminate an
individual, the recommendation will be reviewed for approval by the
designated representatives from Human Resources and the Legal
Department and, if necessary, by outside counsel, before any such
action is taken. The Human Resource Unit does not have the authority
to terminate an employee. The decision to terminate an employee is
made by the employee’s management. Should the Human Resource
Unit believe the management decision inappropriate for the facts
presented, the facts will be presented to executive level management
for a decision.
The Director of Liveupx is responsible for the administration,
revision, interpretation, and application of this policy. The policy will
be reviewed annually and revised as needed.
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