Vigil Mechanism




Prolife Industries Limited has formulated a Code  of Conduct (the Code),  that  lays down the  principles and  standards that  should govern the  actions  of the  Company and  their employees. Any actual  or potential violation of the Code,  howsoever insignificant or perceived as such, would be a matter of serious concern for the Company. Section 177(9) of the Companies act, 2013 read  with  Rule 7 of the Companies (Meetings of Board and  its Powers) Rules, 2014 and Regulation 22 of  SEBI (Listing  Obligations and  Disclosure Requirements)  Regulations, 2015 provides for mandatory establishment of vigil  mechanism for the  Directors and  employees of the   Company  to  report  their   genuine  concerns  in  the   prescribed  manner.  SEBI  (Listing Obligations and  Disclosure Requirements) Regulations, 2015 provides for the establishment of a mechanism  called   Whistle   Blower   Policy  by  listed   entity,   enabling  stakeholders  including individual  employees and  their  representative bodies,   to  freely  communicate their  concerns about illegal or unethical practices to the management. It will also enable employees to report to the management instances of fraud or violation of the  Company’s code  of conduct or  ethics policy.  In line with  the  above  and  in order to comply with  the  mandatory requirement of the above  provisions, it is necessary to formulate a specific vigil mechanism/whistle blower policy for Prolife Industries Limited for use by its Directors, Officers and  Employees.


The  definitions  of  some   of  the   key  terms   used   in  this   Policy   are   given   below.   “Audit Committee” means the Audit Committee constituted by the Board of Directors of the Company in  accordance with  Section  177 of the  Companies Act,  2013 read  with  Regulation 18 of SEBI (Listing  Obligations and  Disclosure Requirements) Regulations, 2015. “Employee” means every employee of the Company (whether working in India  or abroad), including the Directors in the employment of the Company. “Code” means the Code  of Conduct. “Investigator(s)” mean  the person(s)  authorised,  appointed,  consulted  or  approached  by   the   Audit  Committee  and includes  the  Auditors of  the  Company and   the  Police.  “Protected  Disclosure” means  any communication made  in  good   faith   that   discloses  or  demonstrates  information  that   may evidence unethical or  improper activity.   “Subject”  means a  person against or  in  relation to whom a Protected Disclosure has  been  made or  evidence gathered during the  course  of an investigation. “Whistle Blower”  means an Employee making a Protected Disclosure under this Policy.


This  Policy  is  an  extension of  the  Code  of  Conduct. The  Whistle  Blower’s role  is  that  of a reporting  party  with   reliable   information.  They   are   not   required  or  expected  to  act   as investigator(s) or  finder(s) of  facts,  nor  would they  determine the  appropriate  corrective or remedial action  that  may  be warranted in a given  case. Whistle  Blowers  should not act on their own  in conducting any  investigative activities, nor  do  they  have  a right  to participate in any investigative activities other  than  as requested by the  Audit Committee or the  Investigator(s). Protected Disclosure will be appropriately dealt  with  by the Audit Committee.


All Employees of the Company are eligible to make  Protected Disclosures under the Policy. The Protected Disclosures will be in relation to matters concerning the Company.


While  it will be ensured that  genuine Whistle  Blowers  are given  complete protection from  any kind  of unfair treatment as herein set out,  any  abuse  of this  protection will attract disciplinary action.  Protection under this Policy would not mean  protection from  disciplinary action  arising out  of false or bogus  allegations made by a Whistle  Blower  knowing it to be false or bogus  or with  a mala  fide  intention. Whistle  Blowers,  who  make  three  or more  Protected Disclosures, which  have  been subsequently found to be mala fide, frivolous, baseless,  malicious, or reported otherwise than  in good  faith,  will be disqualified from  reporting further Protected Disclosures under this Policy. In respect of such  Whistle  Blowers,  the Company / Audit Committee would reserve its right  to take/recommend appropriate disciplinary action.


All Protected Disclosures should be addressed to Mr. Nikunj Soni an Independent Director of the Company and Chairman of the Audit Committee.

Below are contact details:-

Mr. Nikunj Soni

213, G.I.D.C. Panoli

Ankleshwar 394116

Gujarat, India

Tel. No.: 02646-272490

E-mail Id:

The  Protected Disclosures should  preferably be  reported in  writing so  as  to  ensure a  clear understanding of the  issues  raised. The  Protected Disclosures can  also  be  reported verbally, either  personally or over  telephone to the Chairman of the Audit Committee, which  should be followed by a written communication. All Protected Disclosures should be reported in writing by the complainant as soon as possible, not later than  30 days  after the Whistle  Blower becomes aware of the same  and  should either  be typed or written in a legible  handwriting in English or Hindi or regional language of place  of employment of the Whistle  Blower.  It is suggested that the  Protected Disclosure should be  forwarded under a  covering letter  which  shall  bear  the identity of the Whistle  Blower. The Chairman of the Audit Committee shall detach the covering letter  and  discuss the  Protected Disclosure with  Members of the  Audit Committee to decide further action  in the matter. If the Whistle  Blower  does  not wish  to reveal  identity he/she may feel free  to do  so without revealing identity. However the  disclosure has  to be complete and supported  by   facts   and   figures   to   enable   proper  scrutiny  and   investigation.  Protected Disclosures should be factual  and  not speculative or in the nature of a conclusion, and  should contain as much  specific information as possible to enable  proper assessment of the nature and extent  of the concern and the urgency of a preliminary investigative procedure.


The  Audit Committee may  at  its  discretion, consider  involving  any  Investigator(s)  for  the purpose  of   investigation. All Protected  Disclosures reported  under  this   Policy   will   be thoroughly investigated by  the  Investigator(s) appointed  by  the  Audit Committee who  will investigate the  matter under the  authorization of the  Audit Committee. The  decision of the Audit Committee to conduct an investigation, by itself is not an accusation and  is to be treated as  a  neutral fact  finding  process. The  outcome  of  the  investigation  may   not  support the conclusion of the Whistle  Blower that an improper or unethical act was committed. The identity of a Subject will be kept confidential to the extent  possible keeping in mind the legitimate needs of law and  the investigation. Subjects will normally be informed of the allegations at the outset of  a  formal   investigation  and   given   opportunities  for  providing  their   inputs  during  the investigation. This will be after  conclusion of the initial  review and  findings which  prima facie establish a need  for a formal  investigation. Subjects  shall  have  a duty to co-operate with  the Audit Committee or any  of the  Investigator(s) during investigation to the  extent  that  such  co- operation sought does  not merely require them  to admit guilt.  Subjects  have  a right  to consult with  a person or persons of their  choice,  other  than  the Investigator(s) and/or members of the Audit Committee and/or the  Whistle   Blower.  Subjects  shall  be  free  at  any  time  to  engage counsel at their  own  cost  to represent them  in the  investigation proceedings. Subjects  have  a responsibility not to interfere with  the investigation. Evidence shall  not be withheld, destroyed or tampered with,  and  witnesses shall not be influenced, coached, threatened or intimidated by the  Subjects.  Unless  there   are  compelling reasons not  to  do  so,  Subjects  will  be  given   the opportunity to respond to material findings contained in an investigation report. No allegation of  wrongdoing  against a  Subject  shall  be  considered as  maintainable unless there   is  good evidence in support of the allegation. Subjects have  a right  to be informed of the outcome of the investigation. If allegations are  not  sustained, the  Subject  should be consulted as  to whether public  disclosure of the investigation results would be in the best interest of the Subject and  the Company. The investigation shall  be completed normally within 45 days  of the  receipt of the Protected Disclosure.


No unfair treatment will be meted out to a Whistle  Blower by virtue of his/her having reported a Protected Disclosure under this  Policy.  The  Company, as  a policy,  condemns any  kind  of discrimination,  harassment,  victimization  or  any   other   unfair  employment  practice  being adopted  against Whistle   Blowers.   Complete protection will,  therefore, be  given   to  Whistle Blowers  against any  unfair practice like  retaliation, threat or  intimidation of  termination / suspension of service,  disciplinary action,  transfer, demotion, refusal of promotion, or the  like including any  direct   or  indirect use  of  authority to  obstruct the  Whistle   Blower’s  right   to continue to perform his duties / functions including making further Protected Disclosure. The Company will take steps to minimize difficulties, which  the Whistle  Blower may experience as a result   of  making the  Protected  Disclosure. Thus,  if  the  Whistle   Blower  is  required to  give evidence in  criminal or  disciplinary proceedings, the  Company will  arrange for  the  Whistle Blower  to receive  advice  about the  procedure, etc. The identity of the  Whistle  Blower  shall  be kept confidential to the extent  possible and  permitted under law. Whistle  Blowers are cautioned that  their  identity may  become  known for reasons outside the control of the Audit Committee (e.g. during investigations carried out  by Investigator(s)). Any  other  Employee assisting in the said investigation shall also be protected to the same extent  as the Whistle  Blower.


Investigator(s)   are   required  to   conduct  a   process  towards   fact-finding  and    analysis. Investigator(s) shall  derive their  authority and  rights from  the  Audit Committee when acting within the course  and  scope  of their  investigation. Technical  and  other  resources may be drawn upon as  necessary to  augment the  investigation. All  Investigators shall  be  independent and unbiased. Investigators will have  a duty of fairness, objectivity, thoroughness, ethical  behavior, and  observance of legal and  professional standards. Investigations will be launched only after a preliminary  review  which   establishes  that   a)  The  alleged  act  constitutes  an  improper  or unethical activity  or conduct and  b) The allegation is supported by information specific enough to be investigated.


If an investigation leads  the Audit Committee to conclude that  an improper or unethical act has been  committed, the  Audit Committee shall  recommend such  disciplinary or corrective action as  it  deems fit.  It  is  clarified that  any  disciplinary or  corrective action  initiated against the Subject as a result  of the findings of an investigation pursuant to this Policy shall  adhere to the applicable personnel or staff conduct and  disciplinary procedures.


The Investigator(s) shall submit a report to the  Audit Committee on a regular basis  about all Protected Disclosures referred to him / her / them  since the last report together with  the results of investigations, if any.


All written Protected Disclosures along with the results of investigation relating thereto shall be retained by the Company for a minimum period of seven  years.


The Company reserves its right to amend or modify this Policy in whole  or in part,  at any time without assigning any  reason whatsoever. However, no such amendment or modification will be binding on the Employees unless the same is notified to the Employees in writing.