REPH Incident Reporting Process (IRP)

REPH Incident Reporting Process (IRP) recommends employees to raise suspected violations of the company policies or laws, operational issues, and support related
concerns to one of several communication channels and follow the different levels as stated when reporting incidents. We uphold integrity in our communications as
we practice an open door policy. All reported concerns are treated in a highly confidential and timely manner. Proper investigation and due process for disciplinary
cases are strictly observed at all levels of the escalation process.

Report Categories Reported to:

• Violation(s) of Company Policies and Procedures, RELX Code of Ethics and Level 3
Business Conduct, and Philippine Labor Code (example: potentially serious Operations Support
theft, fraud or financial improprieties, or accounting irregularities; potentially Operations
criminal conduct e.g., bribery, antitrust, etc.)
Director Operations Director and/or • HR Director
• Matters concerning Senior Leader/Manager • Finance Director
Managing Director/General
• Any other matters not cited on this chart but likely to lead to negative • Technology Director
Manager
publicity/huge impact to REPH. • PPI or BSO Director

• Violation(s) of Company Policies and Procedures, and recurring Next Level Manager • Functional Support
issues that are not resolved at Level 1 (example: serious /sensitive Managers in HR,
violation(s), inappropriate behavior or unprofessional conduct including Admin/Facilities, Finance,
Level 2
retaliation, dishonesty, harassment, discrimination) PPI, Legal, Technology and
• Inappropriate behavior or unprofessional conduct concerning Next Level Manager BSO
immediate superiors
• Level 2-3 Support and Technical Concerns

• Violation(s) of Company Policies and Procedures Immediate Superior • HR Partners, Functional

(example: misuse of data/technology, operations- Support Supervisors in
related concerns) Level 1
HR, Admin/Facilities,
• Inappropriate behavior or unprofessional conduct
concerning R&F employee
Immediate Superior Finance, PPI, Legal,
Technology, and BSO
• Level 1 Support and Technical Concerns

Determining when a matter is “serious” requires an exercise of sound judgment. A matter likely is serious if it involves more than one accused violator; a vendor,
customer or other third party; and/or substantial monetary values. In instances wherein the report concerns the person/function at the level in question, the matter
should be escalated to the next level superior.

We strictly forbid any form of retaliation or disciplinary action in response to honest and good faith report of possible violations.
In situations where you are in doubt, please coordinate with your HR Partners.

CONFIDENTIAL