*‘Sail Away’ on 2.5 to 30hp tiller-controlled models the price includes dealer pre-delivery charges. Tiller models 40HP and above excludes pre-delivery costs.
*Summer Steals promotional price on tiller models 70HP and above excludes pre-delivery costs.
“Manufacturer’s Suggested Retail Price” (MSRP) excludes fitting and associated costs.
‘Sail Away’ on Suzumar inflatable boat package includes the inflatable boat, outboard motor, and associated pre-delivery charges. Excludes trailer and fitment to a trailer.
^ Comparison rate is calculated on a secured consumer fixed rate loan of $30,000 for a term of 5 years. WARNING: This comparison rate is true only for the examples given and may not include all fees and charges. Different terms, fees or other loan amounts might result in a different comparison rate.
Information provided is factual information only, and is not intended to imply any recommendation about any financial product(s) or constitute tax advice. If you require advice you should consult a licensed financial or tax adviser.
Stratton Finance Pty Ltd Australian Credit Licence No.364340, AFCA Member, and FBAA Member.
Information is current as at 10/12/2024 and subject to change. Suzuki Australia Pty Ltd is a trademark of Suzuki (ABN 57 001 828 164).
All applications for credit are subject to lender assessment and eligibility criteria. Terms, conditions, fees and charges apply.
Suzuki Finance is a trading name of Suzuki Australia Pty Limited ABN 57 001 838 164 and has partnered with Stratton Finance ABN 63 070 636 903 Australian credit licence 364340 an asset finance broker that has access to a panel of lenders that offer marine and motor finance.
Suzuki Marine may receive a financial benefit for referrals that result in a settled loan with one of Stratton Finance’s panel of lenders.
*Interest rates range from 7% p.a. – 12.29% p.a.. (Comparison rates range from 7.9% p.a. – 13.61% p.a.^). The actual interest rate will depend on the borrower’s circumstances and financial situation.
^Comparison rates are calculated on a secured loan of $30,000 and a term of 5 years. WARNING: The comparison rate is true only for the examples given and may not include all fees and charges. Different terms, fees or other loan amounts might result in a different comparison rate.
Personal information is collected, used, stored and disclosed in accordance with Stratton Finance’s Privacy Policy (https://www.strattonfinance.com.au/privacy-policy) and Suzuki Finance’s Privacy Policy (https://www.suzukimarine.com.au/privacy).
Suzuki Australia Pty Limited (“SAPL”) is committed to a high standard of legal, ethical and moral business conduct as outlined in the Suzuki Group Code of Conduct. This includes complying with applicable laws, regulations and internal policies and rules. In line with this commitment, it is essential that the company provides a method for individuals to report on any matters of malpractice to the appropriate company officers. Raising such concerns is commonly referred to as whistleblowing.
The purpose of our Whistleblower Policy (this policy) is to encourage those in Australia who have information on misconduct that is relevant to SAPL to raise their concerns (that is, make a whistleblower disclosure) in the safety, security, protections and support that SAPL provides. In doing so, this supports SAPL’s values and Code of Conduct, as well as SAPL’s long-term sustainability and reputation.
Whistleblower reporting is an important tool for SAPL to identify misconduct that may not be uncovered unless there is a safe and secure way to disclose wrongdoing. All employees, suppliers / vendors, and Dealerships are expected to observe the highest standards of ethical conduct, integrity and behaviour during the course of their employment with SAPL.
SAPL is required to comply with its legal and regulatory obligations including the whistleblower provisions under the Australian Commonwealth Corporations Act 2001 and the Australian Taxation Administration Act 1953. For full details of whistleblower provisions, please refer to these laws (and any other applicable laws) with this policy summarising the key points.
This policy applies to and provides protections to Eligible Whistleblowers.
You are entitled to protection under the Corporations Act 2001 and if applicable the Taxation Administration Act 1953, if:
You will also be entitled to protection as an Eligible Whistleblower if you get advice from a legal practitioner on the operation of whistleblower protection laws.
Also, in more specific and limited circumstances where a matter is of public interest or there is an emergency, a report may be protected if it is made to a journalist or a member of Parliament. It is important that you understand the criteria for making a public interest or an emergency disclosure to be covered by the whistleblower protections. SAPL recommends that you contact an Eligible Recipient (listed on the next page) or an independent legal adviser before making a public interest or an emergency disclosure.
An Eligible Whistleblower is a person who is, or has been, any of the following:
A whistleblower can report what is called a Disclosable Matter if an Eligible Whistleblower has reasonable grounds to suspect that the information being disclosed is about:
Examples of disclosable matters that relate specifically to SAPL’s business operations and practices would include, but is not limited to, the following:
A personal work-related grievance that does not involve harm to whistleblower (or a threat of harm) is not a Disclosable Matter and is not protected under the Corporations Act 2001 or Taxation Administration Act 1953. A personal work-related grievance is one that relates to your current or former employment that has implications for you personally but does not have significant implications for SAPL (such as if you believe you have missed out on a promotion that you deserve or if you don’t like the managerial style of your supervisor).
However, a work-related grievance may still qualify for protection under the law and you may want to ask an Eligible Recipient at SAPL for advice. A personal work-related grievance may still qualify for protection if:
A whistleblower can report (anonymously if wanted) a Disclosable Matter to any of the following Eligible Recipients (that is, an individual who can receive a whistleblower disclosure):
An Eligible Whistleblower will still qualify for protection for a disclosure even if their disclosure turns out to be incorrect. However, anyone who knowingly makes a false report of a Disclosable Matter, or who otherwise fails to act honestly with reasonable belief in respect of the report may be subject to disciplinary action, including dismissal.
Without making a disclosure, an individual can also seek accurate and confidential information about the following from the external whistleblower reporting service of RSM Australia or the SAPL Whistleblower Protection Officers named above:
A whistleblower report or disclosure can be made (anonymously if wanted) to any of the listed Eligible Recipients listed in the previous section. In practical terms, you can make contact with either:
A disclosure can be made anonymously and still be protected under the Corporations Act.
A discloser can choose to remain anonymous while making a disclosure, over the course of the investigation, and after the investigation is finalised.
If a whistleblower wishes to make a disclosure anonymously, they might do so:
Legal protections a whistleblower has when making a disclosure (either internally or externally to Eligible Recipients) include the following:
SAPL will support and protect whistleblowers by means including:
Once a Disclosable Matter has been received from an Eligible Whistleblower, who has provided reasonable grounds for their belief that the Disclosable Matter has occurred, an investigation of that allegation(s) will begin as soon as practicable after the report has been received and assessed, within the timeframe so determined. The objective of an investigation is to determine whether there is sufficient evidence to substantiate or refute what is reported, and will generally involve the following process:
If SAPL determines that the information disclosed does not amount to a Disclosable Matter, the Eligible Whistleblower will be, if practicable, informed of that decision. In some instances, reports may not be able to be responded to, for example, because they are anonymous reports.
If an investigation is conducted, it will be conducted consistent with the principles of natural justice and procedural fairness including:
SAPL will ensure appropriate confidentiality is maintained in the disclosure handling and investigation process, and that appropriate records and documentation for each step in the process are maintained.
The findings of an investigation will be documented and reported to SAPL’s Whistleblower Protection Officers and appropriate Managing Director / Board of Directors and Suzuki Motor Corporation (SMC), subject to the considerations of privacy and confidentiality, with the confines of the law.
Investigations will be conducted promptly and fairly with due regard for the nature of the allegation and the rights of the people involved in the investigation. SAPL recognises the importance of balancing the rights of the Eligible Whistleblower and the rights of people against whom a report is made in ensuring fairness.
SAPL will ensure that, provided the claim was not submitted anonymously, the Eligible Whistleblower is kept informed of the progress and outcomes of the investigation of their allegation(s). This will be subject to the considerations of privacy of those against whom allegations are made, and considerations of confidentiality affecting SAPL.
Provided there are no restrictions or other reasonable bases for doing so, people against whom an allegation has been made will be informed of the allegation and will have an opportunity to respond to any allegation. That is, SAPL will take steps to ensure fair treatment of any person who is the subject of the Disclosable Matter report as well as the Eligible Whistleblower.
To ensure fair treatment of individuals mentioned in a disclosure, SAPL will, where applicable:
This policy is available on the SAPL Intranet and on the SAPL Internet website, and referred to where relevant by means including awareness training.
For any questions about this policy or making a whistleblower report or disclosure, please contact the nominated SAPL Whistleblower Protection Officer(s) (“WPO”) of:
