Our Commitment: OmG Mediacom Group Ventures is built on integrity. We believe that ethical behaviour, honesty and accountability are the foundation of everything we build. Every person who works with us, for us, or alongside us has not just the right, but the responsibility to speak up when something is wrong. This policy ensures that raising a concern is never a career risk and that every concern is taken seriously.
You can and should raise a concern under this policy if you witness, experience or have reasonable grounds to suspect any of the following within OmG Group or involving any party working on our behalf:
This policy covers all permanent employees, contractors, interns, freelancers and third-party vendors working with or on behalf of OmG Mediacom Group Ventures.
You can report through any of the following channels. Choose whichever feels safest and most appropriate for your situation:
Confidential Email
Write directly to our confidential reporting mailbox, monitored only by senior leadership and HR Head:
speakup@omgmediacom.com
You may write anonymously. Emails are encrypted and access is restricted.
Anonymous Written Report
Drop a written, unsigned note addressed to the Group HR Director at any OmG office location. Physical drop-boxes are available at every office. You will not be identified.
External Escalation
If internal channels feel unsafe or your concern relates to senior leadership, you may report externally to India's National Human Rights Commission (NHRC) or the relevant State Labour Commissioner.
Full Confidentiality
Your identity will be protected to the fullest extent possible. We will not disclose who raised a concern unless legally required or with your explicit consent. Anonymous reports receive the same serious treatment as named ones.
Zero Retaliation
Anyone who raises a concern in good faith — regardless of whether it is ultimately substantiated — is fully protected from retaliation. Any act of retaliation is itself a disciplinary offence and will be treated as seriously as the original complaint.
Swift Acknowledgement
All concerns raised through official channels will be acknowledged within 48 hours (2 working days). You will receive confirmation that your report has been received and assigned for investigation.
Fair & Impartial Investigation
Every concern will be investigated by individuals with no conflict of interest. If the concern implicates senior leadership, an independent external investigator may be appointed. Findings are final and binding on the company.
Acknowledgement — Within 48 Hours
We confirm receipt of your report and provide a unique reference number (for non-anonymous reports). You are told who will be handling the investigation and their title.
Preliminary Assessment — Within 7 Working Days
The HR Director and a senior leader conduct a preliminary review to categorise the concern, identify any immediate protective actions needed, and assign a lead investigator.
Full Investigation — Within 30 Working Days
A structured investigation takes place — interviews with relevant parties, review of documentation, and collection of evidence. All parties have the right to be heard. Complex cases may take longer; you will be updated if timelines extend.
Outcome & Action
Findings are presented to the Group MD/CEO and HR Director. Where misconduct is confirmed, disciplinary action follows — up to and including termination, recovery of losses, or referral to law enforcement.
Appeal
If you believe the investigation was not conducted fairly, you may appeal to the Group's external legal counsel within 15 working days of the outcome. Appeals are handled independently and their conclusions are final.
This policy is designed for genuine, good-faith concerns. You do not need to be certain that wrongdoing has occurred — a reasonable belief is sufficient. We will never penalise someone for raising a concern that, after investigation, turns out to be unsubstantiated.
However, deliberately submitting a false or malicious report in order to harm another person is itself a serious disciplinary offence and will be dealt with accordingly.
This policy complements applicable Indian legal protections for whistleblowers, including:
Where applicable law provides greater protection than this policy, the law prevails.
OmG Mediacom has a constituted Internal Complaints Committee (ICC) as required under the POSH Act for all allegations of sexual harassment. The ICC operates independently of this Right to Speak framework. Contact details for the ICC Presiding Officer are available from the HR Director on request.
This policy is owned by the Group HR Director and reviewed annually, or immediately following any material change in law or organisational structure. All employees are required to acknowledge this policy during onboarding and at each annual review cycle.
Speak Up Contact
📧 speakup@omgmediacom.com
📧 career@omgmediacom.com
OmG Mediacom Group Ventures · Bengaluru, Karnataka, India