SSPML is promoted by Dr.S.Rajkumar , who is in the paper industry for the last 30 years. He is a post graduate in commerce and has been associated with the Company as managing director since the incorporation of the company in 1991. He has wide experience in marketing, management and administration and has indepth knowledge in paper industry. He is exercising overall control and supervision over various activities of the company in cooperation with the other managerial personnel.
Dr. S. Rajkumar (Managing Director)
Mr. V.V.Mangeswara Rao (Director - Operations )
Mr. S. Subramoniam, Director
Mr. S. Giridhar, Director
Mrs. E. Kamalam, Director
Mr. T. S. Anantharaman, Director
Mr. U. Gururaja Bhat, Independent Director
Mr. K.Aravindakshan . Nomeneet Director
M/s.Balan & Co., Ernakulam, Cochin -11
Federal Bank Limited
Industrial Development Bank of India
Bank of India
1. ITC Badrachalam, Andra Pradesh.
2. Lakshmi Tulasi, Andhra Pradesh.
3. Godavari Papers, Andhra Pradesh.
4. Rolex Papers ,Andhra Pradesh.
5. Andal Paper & Boards Pvt. Ltd, Tamilnadu.
6. Kumaravel Papers, Tamilnadu.
7. Kumar Raja Paper, Tamilnadu.
8. Vaikundu Paper & Boards Pvt. Ltd, Tamilnadu.
9. Malu Paper Mills
10. Bazargoan Paper & Boards.
11. Ajay Paper Mills, Tamilnadu.
12. Sri Hari Venkideswara Papers, Tamilnadu.
13. Blumount Paper Mills, Tamilnadu.
14. Travancore Paper Mills Pvt.Ltd, Kerala.
15. Hindustan Newsprint Ltd, Kerala
16. Sree Sakthi Paper Mills Ltd, Kerala.
57/2993, "Sree Kailas"
Paliam Road, Ernakulam, Cochin -16 , Kerala
Tel : 0484 -2373230,2382182
Fax : 0484- 2370395
Email : firstname.lastname@example.org
Web : www.sreekailas.com
Kraft Paper Unit I
Industrial Development Area
Muppathadom , Edayar, Aluva -02,
Tel : 0484 -2540622,2555451
Year of inception
Fourdrinier Paper Machine
Duplex Board Unit
Kanjirapilly, Pariyaram, Chalakudy ,Thrissur - 21,
Tel :0487 -2746229, 2747527
Year of inception
Multilayer board machine
Kraft Paper Unit II
Industrial Development Area Muppathadom , Edayar, Aluva -02,
Tel : 0484 -2540622,2555451
Year of inception
Multi fourdrinier paper machine
WHISTLE BLOWER POLICY
1.1 The Company believes in the conduct of the affairs of its constituents in a fair
and transparent manner by adopting highest standards of professionalism,
honesty, integrity and ethical behavior.
1.2 The Company is committed to developing a culture where it is safe for all
employees to raise concerns about any poor or unacceptable practice and any
event of misconduct.
1.3 Section 177 read with Rule 7 of The Companies (Meetings of Board and its
Powers), 2014 and revised Clause 49 of the Listing Agreement, inter-alia,
provides, a mandatory requirement, for all listed companies to establish a
mechanism called “Vigil Mechanism(Whistle Blower Policy)” for directors and
employees to report concerns about unethical behavior, actual or suspected
fraud or violation of the Company’s code of conduct or ethics policy.
1.4 The purpose of this policy is to provide a framework to promote responsible
and secure whistle blowing. It protects directors and employees wishing to raise
a concern about serious irregularities within the Company.
1.5 The policy neither releases directors and employees from their duty of
confidentiality in the course of their work, nor is it a route for taking up a
grievance about a personal situation.
2.1 This Policy is for the Directors and the Employees as defined hereinafter.
2.2 The Policy has been drawn up so that the Directors and Employees can be
confident about raising a concern. The areas of concern covered by this Policy are
summarized in paragraph 5.
3.1 “Director” means a Director on the board of the Company whether whole-time
3.2 “Disciplinary Action” means any action that can be taken on the completion of
/during the investigation proceedings including but not limiting to a warning,
imposition of fine, suspension from official duties or any such action as is
deemed to be fit considering the gravity of the matter.
3.3 “Employee” means every employee of the Company.
3.4 “Protected Disclosure” means a concern raised by a written communication
made in good faith that discloses or demonstrates information that may evidence
unethical or improper activity.
3.5 “Subject” means a person against or in relation to whom a Protected
Disclosure is made or evidence gathered during the course of an investigation.
3.6 “Whistle Blower” is someone who makes a Protected Disclosure under this
3.7 “Whistle Officer” or “Committee” means an officer or Committee of persons
who is nominated/appointed to conduct detailed investigation.
3.8 “Ombudsperson” will be the chairman of the Audit Committee for the
receiving all complaints under this Policy and ensuring appropriate action.
4. The Guiding Principles
4.1 To ensure that this Policy is adhered to, and to assure that the concern will be
acted upon seriously, the Company will:
4.1.1 Ensure that the Whistle Blower and/or the person processing the Protected
Disclosure is not victimized for doing so;
4.1.2 Treat victimization as a serious matter including initiating disciplinary
action on such person/(s);
4.1.3 Ensure complete confidentiality.
4.1.4 Not attempt to conceal evidence of the Protected Disclosure;
4.1.5 Take disciplinary action, if any one destroys or conceals evidence of the
Protected Disclosure made/to be made;
4.1.6 Provide an opportunity of being heard to the persons involved especially to
5. Coverage of Policy
5.1 The Policy covers malpractices and events which have taken place/ suspected
to take place involving:
1. Abuse of authority
2. Breach of contract
3. Negligence causing substantial and specific danger to public health and safety
4. Manipulation of company data/records
5. Financial irregularities, including fraud, or suspected fraud
6. Criminal offence
7. Pilferation of confidential/propriety information
8. Deliberate violation of law/regulation
9. Wastage/misappropriation of company funds/assets
10. Breach of employee Code of Conduct/Ethics Policy or Rules
11. Any other unethical, biased, favoured, imprudent event .
5.2 Policy should not be used in place of the Company grievance procedures or be
a route for raising malicious or unfounded allegations against colleagues.
6.1 While it will be ensured that genuine Whistle Blowers are accorded complete
protection from any kind of unfair treatment as herein set out, any abuse of this
protection will warrant disciplinary action.
6.2 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.
6.3 Whistle Blowers, who make any Protected Disclosures, which have been
subsequently found to be mala fide, frivolous or malicious shall be liable to be
prosecuted under Company’s Code of Conduct.
7. Manner in which concern can be raised
7.1 Employees can make Protected Disclosure to Ombudsperson, as soon as
possible but not later than 30 consecutive days after becoming aware of the same.
7.2 Whistle Blower must put his/her name to allegations. Concerns expressed
anonymously WILL NOT BE investigated.
7.3 If initial enquiries by the Ombudsperson indicate that the concern has no
basis, or it is not a matter to be investigation pursued under this Policy, it may be
dismissed this stage and the decision is documented.
7.4 Where initial enquiries indicate that further investigation is necessary, this
will be carried through either by the Ombudsperson alone, or by a Whistle
Officer/Committee nominated by he Ombudsperson for this purpose. The
investigation would be conducted in a fair manner, as a neutral fact-finding
process and without presumption of guilt. A written report of the findings would
7.5 Name of the Whistle Blower shall not be disclosed to the Whistle
Officer/Committee unless required for the purpose of investigation.
7.6 The Ombudsperson/Whistle Officer/Committee shall:
i) Make a detailed written record of the Protected Disclosure. The record will
a) Facts of the matter
b) Whether the same Protected Disclosure was raised previously by anyone, and
if so, the outcome thereof;
c) Whether any Protected Disclosure was raised previously against the same
d) The financial/ otherwise loss which has been incurred / would have been
incurred by the Company.
e) Findings of Ombudsperson/Whistle Officer/Committee;
f) The recommendations of the Ombudsperson/Whistle Officer/Committee on
ii) The Whistle Officer/Committee shall finalise and submit the report to the
Ombudsperson within 15 days of being nominated/appointed, unless more time
is required under exceptional circumstances.
7.7 On submission of report, the Whistle Officer /Committee shall discuss the
matter with Ombudsperson who shall either:
i) In case the Protected Disclosure is proved, accept the findings of the Whistle
Officer /Committee and take such Disciplinary Action as he may think fit and
take preventive measures to avoid reoccurrence of the matter;
ii) In case the Protected Disclosure is not proved, extinguish the matter;
ii) Depending upon the seriousness of the matter, Ombudsperson may refer the
matter to the Committee of Directors (Whole-time Directors) with proposed
disciplinary action/counter measures. The Committee of Directors, if thinks fit,
may further refer the matter to the Audit Committee for necessary action with its
proposal. In case the Audit Committee thinks that the matter is too serious, it can
further place the matter before the Board with its recommendations. The Board
may decide the matter as it deems fit.
7.8 In exceptional cases, where the Whistle Blower is not satisfied with the
outcome of the investigation and the decision, s/he can make a direct appeal to
the Chairman of the Audit Committee.
8.1 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 Blower.
Complete protection will, therefore, be given to Whistle Blower against any unfair
practice like retaliation, threat or intimidation of termination/suspension of
service, disciplinary action, transfer, demotion, refusal of promotion,
discrimination, any type of harassment, biased behavior 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.
8.2 The identity of the Whistle Blower shall be kept confidential.
8.3 Any other Employee assisting in the said investigation or furnishing evidence
shall also be protected to the same extent as the Whistle Blower.
The Whistle Blower, the Subject, the Whistle Officer and every one involved in
the process shall:
a. maintain complete confidentiality/ secrecy of the matter
b. not discuss the matter in any informal/social gatherings/ meetings
c. discuss only to the extent or with the persons required for the purpose of
completing the process and investigations
d. not keep the papers unattended anywhere at any time
e. keep the electronic mails/files under password
If any one is found not complying with the above, he/ she shall be held liable for
disciplinary action as is considered fit.
A quarterly report with number of complaints received under the Policy and their
outcome shall be placed before the Audit Committee and the Board.