December 14, 2022

SK MAGIC RECEIVES EPF BEST EMPLOYER AWARD 2022

DEC 2022 – SK MAGIC RECEIVES EPF BEST EMPLOYER AWARD 2022

• Recognised as EPF Best Employer 2022 among the top 48 companies in Klang Valley.

• Pioneer in providing a voluntary contribution to informal workers.

KUALA LUMPUR, 13 DEC 2022 – SK magic has recently been awarded the Best Employer Award 2022 (Anugerah Majikan Terbaik 2022) by Employees Provident Fund (EPF) or Kumpulan Wang Simpanan Pekerja (KWSP) in Pullman Hotel, Bangsar. This award is in recognition of employers who have shown exemplary compliance towards their employees’ EPF contributions for the year 2021/2022.

SK magic was one of the top 48 companies from over 212,000 of companies in the Klang Valley to be awarded. Being a first timer in the running towards creating a holistic working environment for the employees, SK magic upholds unwavering commitments and diligence in remitting Employees Provident Fund (EPF) contributions while remaining strongly compliant towards regulatory requirements.

Andy Kim, Managing Director of SK magic Malaysia receives a recognition from Employees Provident Fund (EPF) as one of the Best Employer 2022.

SK magic works hard to provide its employees the finest working environment possible through competitive wage packages, possibilities for professional career advancement, and attractive rewards and perks. SK magic is pioneered to voluntarily contribute EPF scheme to our sales agents which are categorized under informal sector. Facilitating retirement security is aligned with the company’s overall strategy in attracting and retaining the best talents in the market possible. The company believes that this is one of the crucial aspects for job seekers and talents to consider prior to taking up a job.

“We at SK magic are grateful to have thrived despite the adversities of the year before, rendering this acknowledgement an even more humbling experience. This prestigious recognition received is a tribute of our dedication to making sure that our employees and sales agents have access to adequate welfare facilities and also better plan for future retirement wellbeing,” said Andy Kim, Managing Director of SK magic Malaysia.

“In the push for developing and establishing a welcoming work environment for our people, SK magic remains committed in innovating the ways of providing work-life benefits to employees and sales agents. We are a people-first company and will always be as we believe each of the team member plays a vital role in the growth of the company and everyone has their own unique ways of contributing,” he added.

SK magic’s goal is to develop a network of agile employees – formal and informal to achieve a highly collaborative organisation for the new-age workforce. This award serves as a prod to spur the company forward and follow the success of its people-first HR strategies in achieving economical, operational and business objectives to create a future-ready workforce, especially in this post-pandemic era.

For more information, visit SK magic’s official website at http://www.skmagic.com.my or SK magic’s social media platforms, Instagram @myskmagic_ and Facebook page @myskmagic.

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WHISTLEBLOWING POLICY AND PROCEDURES

BACKGROUND AND PURPOSE

SK Magic Retails Malaysia Sdn Bhd (“Company”) is committed to the values of transparency, integrity, impartiality and accountability in the conduct of its business and affairs and in its nature of work.

This Policy provides any persons acting in good faith to raise concerns and disclose actual or potential wrongdoings or misconduct in the Company. These wrongdoings or misconduct include but are not limited to:

violation of laws and regulations,
unethical behavior or breach of Company’s Code of Ethics,
giving, solicitation or acceptance of bribes,
acts that adversely affect the interests or values of the Company
unauthorized disclosure of Company information,
falsification of reports or documents,
fraud, theft, embezzlement or misuse of Company assets,
improper or undesirable personal behavior or misdeeds which seriously impacts our Company’s business or reputation,
sexual or other forms of harassment; and
attempts to cover any of the aforementioned.

PROCEDURES AND REPORTING

A whistleblower is encouraged to make a report of the wrongdoing when the whistleblower becomes aware and reasonably believes in good faith that a wrongdoing is likely to happen, is being committed or has been committed.

The whistleblower needs to demonstrate that the whistleblower has reasonable grounds for the concerns. However, the whistleblower is not expected to first obtain substantial evidence of proof beyond reasonable doubt when making a disclosure. If the whistleblower knows as a matter of fact that there are reasonable grounds of suspicion that a wrongdoing is going to take place, such genuine concerns is encouraged to be raised at an early stage.

A disclosure of a wrongdoing can be made via a report. The following particulars in the report:

Details and description of the wrongdoing, including, its nature, the date, time, and place of its occurrence and the identity of the alleged person(s) involved. (A disclosure may be made even if whistleblower is not able to identify the identity of the person(s) involved)
Any other particulars such as witnesses, if any; and or documentary evidence, if any.

INVESTIGATION

The Company shall conduct its own internal investigations comprising appropriate and suitably qualified personnel to investigate the concerns disclosed in the whistleblowing report in a fair and objective manner and to ascertain whether it is related to a Wrongdoing or excluded from the scope of this Policy. Thereafter, the qualified investigation personnel shall make general recommendations to the Managing Director and/or Board of Directors.

The Managing Director and/or Board of Directors has the authority to make the final decisions including, but not limited to the following:

consideration under other internal procedures or disciplinary procedures including suspension, termination (if appropriate and applicable);
suspending the alleged wrongdoer or any other implicated person to facilitate any fact finding;
obtaining any other assistance (ie, legal advise or external auditors); and
referral to the police or any other appropriate enforcement authority.

If the wrongdoing involves any of the Board of Directors, the recommendation shall also be made to the Board of Directors of SK Group Korea for decision.

In the event, the whistleblower is implicated or discovered to be or have been involved in any wrongdoing, the whistleblower may also be investigated.

CONFIDENTIALITY AND PROTECTION UNDER THE POLICY

The Company shall endeavour to keep the personal details provided by the Whistleblower confidential unless:-

the whistleblower participated in the wrongdoing;
the whistleblower expressly agrees otherwise, and provides his agreement in writing; or
otherwise required by law for any purpose of proceedings.

NOTICE

Please take notice that this policy is not intended for employees to lodge employee grievances or appeal on disciplinary procedures. Employees can report employee grievances or lodge appeals on disciplinary procedures through the Company’s human resources department.

This Whistleblowing Policy may be updated or amended from time to time.

Dear Valued SK magic Customer,

If your SK magic product is affected by flood, please follow the necessary step for us to replace your damage product.

1) Take the picture of the affected of SK magic product and send it to us at callcentre@skmagic.com.my

2) Our magic engineer will schedule a house visit to conduct inspection and product service.

3) Make a police report and submit to SK magic for warranty claim purpose within 1 month.

4) Please contact us at 1800-18-7878 or e-mail us at callcentre@skmagic.com.my for further assistance.

December 14, 2022

SK MAGIC RECEIVES EPF BEST EMPLOYER AWARD 2022

WHISTLEBLOWING POLICY AND PROCEDURES

SK magic cares

SK magic
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