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Corporate desk of Manipal Hospitals - Bangalore
Overview

Manipal Hospitals is one of India's foremost multi-specialty healthcare providers catering to both Indian and international patients. We are a part of the Manipal Education and Medical Group (MEMG), a leader in the areas of education and healthcare. With more than 5000 operational beds, our commitment to the overall well-being of an individual is at the core of everything we do. Through our network of hospitals and experienced team of medical professionals, we provide quality and affordable healthcare to everyone.

Our Core Values

At Manipal Hospitals, we are devoted towards clinical excellence, patient-centricity, and ethical practices. Our commitment to clinical excellence is palpable in the high calibre of our team of medical practitioners. Our nursing staff and paramedical professionals are highly competent and provide great support to our clinical team Our healthcare services are aligned towards our patients’ needs. Creating a compassionate and supportive environment for patients and their caregivers is of utmost importance to us. Our patient-first approach has earned us the goodwill of patients not just from within India, but also from across the world including the Middle East, Africa, and South-East Asia. We attach the highest importance to ethical practices which is evident in our professional conduct, honesty, trust, and confidentiality.

Our Expertise

We offer an integrated range of healthcare services from out-patient treatment and diagnostics to advanced clinical care which also extends to personalised home-care services. We keep pace with the latest technological breakthroughs in medical science and equip our hospitals with state-of-the-art facilities on par with global standards. From the simplest to the most complex medical problems, we deliver the most cutting-edge treatment. We serve thousands of patients through our network of hospitals every day and offer quality healthcare to people from India and overseas. Through our association with the Manipal Foundation and other NGOs, we provide affordable healthcare services to the less privileged sections of the society.

Executive Leadership

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Dr. H Sudarshan Ballal - Chairman, Manipal Health Enterprises Pvt. Ltd
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Mr. Dilip Jose - Managing Director & Chief Executive Officer, Manipal Health Enterprises Pvt. Ltd.
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Mr. Karthik Rajagopal - Chief Operating Officer, Manipal Health Enterprises Pvt. Ltd.
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Mr. Sameer Agarwal - Chief Financial Officer, Manipal Health Enterprises Pvt. Ltd.
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Mr. Partha Das - VP & Head – Human Resources, Manipal Health Enterprises Pvt. Ltd.
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Mr. Sojwal Vora - Vice President – Supply Chain Management, Manipal Health Enterprises Pvt. Ltd.
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Mr. Nandkishor Dhomne - Chief Information Officer, Manipal Health Enterprises Pvt. Ltd.
Annual Returns

According to the provisions of Section 92(3) of the Companies Act, 2013-

“Every company shall place a copy of the annual return on the website of the company, if any, and the web-link of such annual return shall be disclosed in the Board’s report.”

The annual return of Manipal Health Enterprises Private Limited for the financial years shall be placed on the website in due course.

Name Year Report
MHEPL-Form MGT-7 2023-2024 View Report
MHBPL-Form MGT-7 2023-2024 View Report
MHPL-Form MGT-7 2023-2024 View Report
MHDPL-Form MGT-7 2023-2024 View Report
MHEIPL-Form MGT-7 2023-2024 View Report
MHEPL-Form MGT-7 2022-2023 View Report
MHBPL-Form MGT-7 2022-2023 View Report
MHPL-Form MGT-7 2022-2023 View Report
MHDPL-Form MGT-7 2022-2023 View Report
MHJPL-Form MGT-7 2022-2023 View Report
MHBPL-Form MGT-7 2021-2022 View Report
MHDPL-Form MGT-7 2021-2022 View Report
MHJPL-Form MGT-7 2021-2022 View Report
MHPL-Form MGT-7 2021-2022 View Report
MHBPL-Form MGT-7 2020-2021 View Report
MHDPL-Form MGT-7 2020-2021 View Report
MHJPL-Form MGT-7 2020-2021 View Report
MHPL-Form MGT-7 2020-2021 View Report
MHEPL-Annual Return 2020-2021 View Report
MHBPL-Form MGT-7 2019-2020 View Report
MHDPL-Form MGT-7 2019-2020 View Report
MHJPL-Form MGT-7 2019-2020 View Report
MHEPL-Annual Return 2019-2020 View Report
Whistle Blower Policy
Purpose

The purpose of the 'Whistle Blower Policy' is to provide employees a platform to report to the management instances of unethical behavior, actual or suspected, fraud or violation of the Organization's code of conduct ,ethical practices or any other policy including the Anti-Bribery & Anti-Corruption policy. MHEPL promotes highest standards of professionalism, honesty, integrity and ethical behavior among its employees, associates & business partners.

Scope

All employees of the Organization are eligible to make Protected Disclosures under the Policy. The Protected Disclosures may be in relation to matters concerning the Organization or any other Manipal Group Unit.

Terms
  • Whistle Blower is an individual who identifies & reports to the Organization, any facts on ethical violation in the interest of the Organization or its members, as per her/ his understanding.
  • Protected disclosure is the fact that an individual may report as outlined above.
  • Advisory Committee is the binding authority which shall be responsible for assessing, investigating and deciding on the validity of any protected disclosure. It is also the Organizational body for advising any further action following the investigation as appropriate .The Advisory Committee comprises of the VP & Head HR, Chief Operating Officer, and Head - Legal & Compliance.
Role of a "Whistle Blower"
  • The Whistle Blower's role is that of a reporting party with reliable information. They are not required or expected to act as investigators or finders of facts, nor would they determine the appropriate corrective or remedial action that may be warranted in a given case.
  • Whistle Blowers should not act on their own in conducting any investigative activities, nor do they have a right to participate in any investigative activities.
Procedure
  • All Protected Disclosures should be emailed to whistleblower@manipalhospitals.com or sent to the advisory committee members in a confidential envelope through post/hand delivery.
  • If the disclosure is done verbally, it should be captured in writing so as to ensure a clear understanding of the issues raised and should either be typed or written in a legible handwriting in English, Hindi or in the regional language of the place of employment of the Whistle Blower. Such verbal complaints can be registered with the respective Unit- HR Head.
  • The Unit HR Head shall discuss the Protected Disclosure with Members of the Advisory Committee and if deemed fit, process it further for investigation.
  • Protected Disclosures should be factual and not speculative or in the nature of a conclusion, and it should contain as much specific information as possible to allow for proper assessment of the nature and extent of the concern and the urgency of a preliminary investigative procedure
  • The Whistle Blower forwarding such Protected Disclosure must disclose her/his identity in the covering letter. Anonymous disclosures will not be entertained by the HR- Manager as it would not be possible for her/him to interview the Whistle Blower.
Protection
  • No unfair treatment will be meted out to a Whistle Blower by virtue of her/his having reported a Protected Disclosure under this Policy. Complete protection will, therefore, be given to Whistle Blowers against any unfair practice like retaliation, threat or intimidation of termination/suspension of service, disciplinary action, transfer, demotion, refusal of promotion, or the like including any direct or indirect use of authority to obstruct the Whistle Blower's right to continue to perform her/his duties/functions including making further Protected Disclosure.
  • The identity of the Whistle Blower shall be kept confidential to the extent possible and permitted under law. Whistle Blowers are cautioned that their identity may become known for reasons outside the control of the Advisory Committee (e.g. during investigations carried out by the Investigators).
  • Any other Employee assisting in the said investigation shall also be protected to the same extent as the Whistle Blower.
Investigation
  • Investigation is a fact-finding and analysis process. Investigators shall derive their authority and access rights from the Advisory Committee when acting within the course and scope of their investigation.
  • Technical and other resources may be drawn upon as necessary to augment the investigation. All Investigators shall be independent and unbiased both in fact and as perceived. Investigators have a duty of fairness, objectivity, thoroughness, ethical behaviour, and observance of legal and professional standards.
  • Investigations will be launched only after a preliminary review which establishes that:
    • The alleged act constitutes an improper or unethical activity or conduct, or
    • The allegation is supported by information specific enough to be investigated, or matters that do not meet this standard may be worthy of management review, but investigation itself should not be undertaken as an investigation of an improper or unethical activity.
Disqualification
  • While it will be ensured that genuine Whistle Blowers are accorded complete protection from any kind of unfair treatment, any abuse of this protection will warrant disciplinary action. 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.
  • Whistle Blowers, who make three or more Protected Disclosures, which have been subsequently found to be frivolous, baseless, malicious, or reported otherwise than in good faith, may be counselled/warned appropriately.
Decision
  • If an investigation leads the Advisory Committee to conclude that an improper or unethical act has been committed, the Committee shall direct the management of the Organisation to take such disciplinary or corrective action as it deems fit.
Reporting
  • The Advisory Committee shall submit a report to the MD&CEO on a regular basis (monthly), about all Protected Disclosures referred to it with results of investigation.
Retention of Documents
  • All Protected Disclosures in writing or documented along with the results of investigation relating thereto shall be retained by the Organisation for a minimum period of seven years.

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