The case sheds light on corruption in the workplace
The wife of Malaysia's former premier Najib Razak has been found guilty of three charges of corruption, according to reports, in relation to a bribery case on a RM1.25-billion hybrid solar project.
According to Bernama, Rosmah Mansor's was charged with one count of soliciting RM187.5 million and two counts of receiving bribes amounting to RM6.5 million from a managing director of a Malaysian company. She received the bribes in exchange of helping the company secure a solar power project for 369 rural schools in Sarawak.
At the courtroom, however, Mansor emotionally claimed innocence and underscored that she does not know the Malaysian company involved, and never solicited money from them.
"I have never solicited any money. Nobody saw me count the money and bring it upstairs," said Mansor as quoted by Bernama.
The judge from the High Court, however, did not believe her defence and called it "bare denial and unsubstantiated," reported the Agence France-Presse.
"The accused is found guilty of all three charges," said High Court Judge Mohamed Zaini Mazlan as quoted by AFP.
Mansor, who still faces 17 other charges involving tax evasion and money laundering, received a 10-year sentence on each of the three charges she was found guilty of. However, Bernama reported that her prison sentences will run concurrently, and she would only serve 10 years in jail.
The verdict came days after Mansor's husband, Razak, was sent to prison to serve his own 12-year jail term in relation to the multi-billion-dollar 1Malaysia Development Berhad scandal.
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Corruption in the workplace
The case of Razak also serves a lesson on workplace corruption for organisations. The Corrupt Practices Investigation Bureau (CIPB) previously told HRD that the HR department has a particular role in tackling this in the workplace.
"HR could establish mechanisms… like a whistle-blowing or internal audit channel which will underscore the management's strong stand of reporting corrupt offenders to the authorities," the CIPB previously told HRD.
It is also important that HR sets the done as early as the orientation for new recruits, according to the CIPB, in addition to the development of a training programme on compliance and ethics.
"During such training, the employees learn what constitutes corruption, are alerted of areas which are susceptible to corruption while being kept informed of the corruption prevention measures, systems and processes in their organisation," said the CIPB.
And if corruption is identified in the workplace, the bureau suggested taking the matter to the compliance departments of the company.
"HR may coordinate or refer the matter to the legal/compliance departments within the company (if any). Alternatively, the HR can make the necessary reports to local authorities when criminal conduct is suspected," said the bureau.