Ambulance Wish Singapore

Governance And Policies

Management and Avoidance of Conflict of Interest Policy

Ambulance Wish Singapore has a documented policy in place to manage and prevent conflicts of interest among Board members, staff and volunteers. Each Board member is obligated to disclose any conflicts of interest to the charity annually at the beginning of their term or as soon as such conflict or possibility of such conflict arises. As stated in the Board of Directors Terms of Reference, all Board members do not receive any remuneration.

Upon employment and on an annual basis, all employees are required to disclose any conflicts of interest. Furthermore, staff members are not involved in determining their own compensation.

In order to ensure transparency, any conflicts of interest related to contracts with vendors, affiliations with other organisations, joint ventures, recruitment, and remuneration of staff with close relationships must be fully disclosed. Individuals with conflicts of interest are excluded from participating in discussions and approvals regarding such transactions.

Reserve Management

Ambulance Wish Singapore relies on its reserves to ensure financial stability and support the growth of its activities. The Board intends to maintain reserves at a level that adequately meets the charity’s operational requirements. Regular assessments of the reserves are conducted to ensure they align with the ongoing obligations of the charity.

Whistleblowing

Ambulance Wish Singapore provides a platform for individuals to disclose any observed improprieties that involve our employees, without fear of reprisal.

All instances of whistleblowing will be independently reviewed and investigated, led by the Chair of the Audit & Compliance Committee.

Whistleblowers should report their concerns in good faith to: [email protected]

To enable Ambulance Wish Singapore to effectively investigate your concerns, the following information should be provided, where possible:

– Your contact information;
– Name(s) of person(s) involved;
– Your relationship with the reported person(s);
– Detailed description of the incident (including date, time, location, methods and action/ behaviour);
– Period of time the impropriety had been perpetuated;
– Has management been informed (if yes, please provide the notification date and contact information of the person notified);
– Physical evidence and any other information that may substantiate the incident.

We encourage whistleblowers to provide their names and contact numbers to facilitate investigations. The whistleblower’s identity and the concerns raised will be kept confidential, unless as required by the law to reveal to parties such as lawyers, the police or investigators.