Whistle Blowing System
Since 2010, the Company has built a web-based violations reporting system known as WBS (Whistle Blowing System). The implementation of the Company's Whistle Blowing System was authorized based on letter of decision of the President & CEO of the Company dated 13 August 2012 and was completed by letter of decision of the President & CEO dated 30 January 2014.
WBS (Whistle Blowing System) is a refinement system for handling reports of alleged corruption, collusion and nepotism, which has been implemented since 2006 and is adapted to the WBS Guidelines issued by the National Committee on Governance. WBS Development is one of the Company's efforts to uphold business ethics, work ethics, as well as an effort to combat corruption. The WBS system allows Insan Garuda Indonesia and other stakeholders to report alleged violations and fraud and other forms of ethical violations that occurred in the Company.
People can make an online report through a web-based system in website address: whistleblower.garuda-indonesia.com In the implementation of WBS, the Company has a policy that guarantees the protection of the identity of the complainant and will use a variety of ways to maintain the confidentiality of the identity of the complainant. This protection guarantee is intended to encourage reporting of violations that occurred in the Company and to ensure the safety of the complainant and his/her family.
The Company has established Business and Work Ethics that among others regulating anti-corruption. The anti-corruption policy has been agreed between the management and workers' union with the inclusion of one article in the Collective Bargaining Agreement regarding the rights and obligations of the parties. While the consequences for violations of anti-corruption policy are set in the human capital manual. Corruption-related violations can be categorized as disciplinary violation level II or even level III.
The Company has also signed a Memorandum of Understanding between the Company and the Corruption Eradication Commission (KPK) on 10 February 2011, to implement the Gratuity Control Program in the Company. Gratuity Control Program is an initiative program that has been implemented in order to internalize the values of SINCERITY, especially the values of honesty and integrity as well as good corporate governance principle.
Gratuity Control policy is based on the provision that each employee of the company is not allowed to accept gratuities and must make a report (disclosure) to the Company (when receiving any form of gifts since in difficult situation to refuse or decline). The Company has issued regulations concerning gratuity control through the Decision Letter of the President & CEO of the Company.
Wealth Report of State Officials (LHKPN)
Board of Commissioners, Board of Directors, Vice President, General Managers of Branch Offices, Officers and Chairmen of Procurement Units and the Board of Directors of Subsidiaries, are obliged to submit a wealth report to the Corruption Eradication Commission (KPK).
The Handling of Conflict of Interest
In light of the efforts to implement Good Corporate Governance (GCG), including the implementation business and work ethics as well as the efforts to eradicate corruption, collusion and nepotism (KKN) within the premises of Company, the Company is determined to create the company's operations which upholds business and work ethics and practices and which is free from corruption and conflicts of interest.
Conflict of Interest is a circumstance or condition in which there is a discrepancy between the interests of the Company and Garuda Indonesia's Personnel in individual or collective manner which potentially leads to abuse of position/title and/or which may affect the quality and objectivity of the tasks performed or decisions made that could be detrimental to the Company.
The Company has issued regulations concerning Guidelines for Handling of Conflict of Interest. The types of conflict of interest situations in the Company shall include, among others, gratification, misuse of company's confidential information, prohibited concurrent holding of positions, abuse of office, commercialization of the services, and so on. Garuda Indonesia's personnel must be familiar with various types of conflict of interests, the causes of which, how to prevent it and what actions should be taken and how to report conflict of interest situations.
In order to ensure that the handling of conflicts of interest is brought to the attention of all Garuda Indonesia's Personnel and all stakeholders associated with the Company, all Senior Staff in the Company shall act as a role model in enforcing the handling of conflicts of interest, and shall socialize and supervise and monitor the implementation of the Guidelines for Handling of Conflict of Interest.
Any violation to the provisions of the Guidelines for Handling of Conflict of Interest will be subject to sanctions applying as provided for in the Collective Employment Agreement (PKB) and/or the prevailing regulations.
Guidelines for the Handling of Conflict of Interest