Sustainability management in the social dimension
1) Human rights policy
The Company respects the dignity of employees in the Company’s workplace and the Company will work to ensure that the employees of the Company have the right to personal safety as well as having the right to have a safe workplace that is clean and hygienic. The Company has established a human rights policy with details as follows;
Practices
Impact Assessment
The Company conducted a human rights risk assessment and found that in the past year, it did not find any significant human rights risks that could have a serious impact on the Company. However, the Company continued to monitor and conduct human rights risk assessments while complying with relevant regulations as required by law.
Complaint Mechanism and Impact Mitigation Measures
The Company has established a complaint mechanism and impact mitigation measures that may arise from human rights violations or unfair labor treatment to ensure that the Company’s human rights management is effective in controlling the impact by providing a channel for those affected by dissatisfaction or unfairness to file a complaint through the investigation process and consider the process of settling the complaint, including a fair remedy process for all parties.
Whistleblowing Channel
Target
There are no complaints related to human rights violations.
Performance
The Company regularly monitors and evaluates operations according to laws, regulations, and procedures related to human rights. The Company appoints representatives of employees to perform work in accordance with the Thai Labor Standards (Mor Ror Tor. 8001), to coordinate and communicate with senior executives, and to take actions related to compliance with the requirements of Thai labor standards. And approved the establishment of Workplace Welfare CommitteeW under the Labor Protection Act B.E.2541 (1998) for supervison, consultation, complaint and discussion for the employees and the Company on welfare, benefits or changes in rules and regulations that impact employees. In 2023, the Company had no human rights complaints.
Major human rights disputes over the past three years
The Company has not had a major human rights dispute in the last 3 years.
Holiday Rights Information
Details |
Unit |
legal rights |
Rights that the Company given to employees |
||
2023 |
2022 |
2021 |
|||
The number of days for child support for female employees |
days |
98 |
98 |
98 |
98 |
employees taking maternity leave and receiving child support |
persons |
|
4 |
12 |
4 |
Employees returning to work after taking maternity leave and receiving child support |
persons |
|
4 |
11 |
3 |
Employees returning to work after taking maternity leave and receiving child support and continuing to work for the Company for a period of 12 months |
persons |
|
4 |
11 |
3 |
Traditional holidays
|
days |
not less than 13 days per year |
16 |
16 |
16 |
Annual vacation
|
days |
not less than 6 days per year |
6-12 |
6-10 |
6-10 |
Business leave |
days |
3 |
6 |
6 |
6 |
2) Recruitment policy, compensation and benefits management, development and treatment of employees
The Company believes that the employees of the Company are valuable resources and are one of the main factors that will lead the Company to achieving its goals and success. The Company treats employees fairly based on human rights principles and take the employees’ needs into consideration to create a good relationship between employees and the Company. The Company aims to support and promote the development of knowledge, competence, skills as well as continuously enhancing of the potential of employees at all levels while managing to achieve stability and progress in the career of employees.
Practices
Target
There is no complaints related to labor.
Performance
The Company has recruited with a selection system and has conditions for efficient, equitable, and fair employment. The Company evaluates performance and administers remuneration by considering the suitability of the roles, duties, responsibilities, and abilities of employees individually, and all employees are developed at all levels. In 2023, the Company has no labor complaints
Major labor disputes in the past 3 years
The company has not had a major labor dispute in the last 3 years.
Employees as December 31,2023
Level |
Male |
Female |
Total |
||||
persons |
(%) |
persons) |
(%) |
persons |
(%) |
||
Employees at Bangkok Office |
|
|
|
|
|
||
|
Executive and Manager |
9 |
0.98 |
9 |
0.98 |
18 |
1.96 |
|
Supervisor |
2 |
0.22 |
5 |
0.55 |
7 |
0.77 |
|
Professional staff |
13 |
1.42 |
23 |
2.51 |
36 |
3.93 |
|
Operational staff |
7 |
0.77 |
2 |
0.22 |
9 |
0.99 |
Employees at Chumporn Office |
|
|
|
|
|
|
|
|
Executive and Manager |
7 |
0.77 |
5 |
0.55 |
12 |
1.32 |
|
Supervisor |
27 |
2.95 |
13 |
1.42 |
40 |
4.37 |
|
Professional staff |
34 |
3.72 |
36 |
3.93 |
70 |
7.65 |
|
Operational staff |
476 |
52.02 |
247 |
26.99 |
723 |
79.01 |
Total |
575 |
62.85 |
340 |
37.15 |
915 |
100 |
Employee data by age range
Age |
Male |
Female |
Total |
||||
persons |
(%) |
persons) |
(%) |
persons |
(%) |
||
50 years old and above |
80 |
16.95 |
44 |
4.81 |
132 |
14.43 |
|
30-50 years old and above |
318 |
60.45 |
191 |
20.87 |
509 |
55.62 |
|
Less than 30 years old |
169 |
22.60 |
105 |
11.48 |
274 |
29.95 |
|
Total |
575 |
56.84 |
340 |
37.16 |
915 |
100 |
In 2023, the Company is required to employ 9 disabled employees (according to the number of employees as of October 1, 2022, with a total of 915 employees). The Company has hired four disabled employees at the operational level and has completely sent money to the Fund for Promotion and Development of the Life of Persons with Disabilities in the amount of 598,600 baht.
Remark: According to the Empowerment of Persons with Disabilities Act (No. 2) B.E. 2556 (2013)
New employee for 2023
Level |
Male |
Female |
Total |
||||
persons |
(%) |
persons |
(%) |
persons |
(%) |
||
Employees at Bangkok Office |
|
|
|
|
|
|
|
|
Executive and Manager |
3 |
2.26 |
2 |
1.50 |
5 |
3.76 |
|
Supervisor Professional staff |
0 7 |
0.00 5.26 |
0 9 |
0.00 6.77 |
0 16 |
0.00 12.03 |
|
Operational staff |
0 |
0.00 |
1 |
0.75 |
1 |
0.75 |
|
Disabled |
0 |
0.00 |
0 |
0.00 |
0 |
0.00 |
Employees at Chumporn Office |
|
|
|
|
|
|
|
|
Executive and Manager |
0 |
0.00 |
0 |
0.00 |
0 |
0.00 |
|
Supervisor Professional staff |
0 11 |
0.00 8.27 |
1 7 |
0.75 5.26 |
1 18 |
0.75 13.53 |
|
Operational staff |
61 |
45.86 |
31 |
23.31 |
92 |
69.17 |
|
Disabled |
0 |
0.00 |
0 |
0.00 |
0 |
0.00 |
Total |
82 |
61.65 |
51 |
38.34 |
133 |
100 |
Employee resignations in 2023
Level |
Male |
Female |
Total |
||||
persons |
(%) |
persons |
(%) |
persons |
(%) |
||
Employees at Bangkok Office |
|
|
|
|
|
|
|
|
Executive and Manager |
2 |
1.53 |
2 |
1.53 |
4 |
3.81 |
|
Supervisor Professional staff |
0 6 |
0.00 4.58 |
0 14 |
0.00 10.69 |
0 20 |
0.00 19.05 |
|
Operational staff |
1 |
0.76 |
1 |
0.76 |
2 |
1.90 |
|
Disabled |
0 |
0.00 |
0 |
0.00 |
0 |
0.00 |
Employees at Chumporn Office |
|
|
|
|
|
|
|
|
Executive and Manager |
3 |
2.29 |
1 |
0.76 |
4 |
3.81 |
|
Supervisor Professional staff |
4 6 |
3.05 4.58 |
0 6 |
0.00 4.58 |
4 12 |
3.81 11.43 |
|
Operational staff |
48 |
36.64 |
37 |
28.24 |
85 |
80.95 |
|
Disabled |
0 |
0.00 |
0 |
0.00 |
0 |
0.00 |
Total |
70 |
53.44 |
61 |
45.56 |
131 |
100 |
Employee Relationship Promotion and Retention
The Company encourages the participation of employees at all levels and sectors through various forms of activities, such as Town Hall Meeting for employees to meet and exchange ideas between employees and senior management and Walk Rally for employees to work together as a team. After the sudden changes caused by the COVID-19 crisis, the Company has strengthened its strategy to retain talented employees within the organization. This starts from the first day of work by educating employees, regularly communicating with employees, executives, and organizational leaders, encouraging employees at all levels to develop themselves and adapt to the changing business environment, and building engagement within the organization to retain employees, which is an important resource in driving sustainable business growth.
Practices
Practices
In 2023, the Company implemented the following:
Resignation Rate of Full-time Employees
The annual turnover rate of employees as of December 31, 2023, was 11.48% which was decreased from previous year 12.43% . In 2024, the Human Resources Management Department has a plan to organize employee relations activities to build employee engagement with the organization and build teamwork skills between departments, including planning the employee engagement survey to know the views of employees on the Company, and factors affecting employee engagement and satisfaction, in order to use these data to create a plan to improve the internal management system to be more effective and help reduce resignation rates.
Details |
Units |
2023 |
2022 |
Total number of employees voluntarily resigned |
persons |
105 |
107 |
Percentage of total number of employees voluntarily resigned to all employees |
% |
11.48 |
12.43 |
Number of male employees voluntarily resigned |
persons |
61 |
64 |
Percentage of male employees voluntarily resigned |
% |
6.67 |
12.05 |
Number of female employees voluntarily resigned |
persons |
44 |
43 |
Percentage of female employees voluntarily resigned |
% |
4.81 |
13.03 |
Significant labor disputes to the business |
yes / no |
no |
no |
3) Policy for training development for directors, executives and employees.
The Company realizes and recognizes the value of personnel at all levels from their first step of entering to work in the organization. Therefore, the Company places importance to human resource development and continually promotes the growth of employees at all levels with a variety of human resource development approaches. A suitable annual training plan is set for the Board of directos, the management and employees at various levels including the importance of preparing successors to support important positions that will be retired within 5 years within the organization. It is also to provide opportunities for internal personnel to learn and grow. Furthermore, the Company emphasizes regular training to provide knowledge on skills used in the production process and in the area of occupational safety. Such personnel development is conducted as training both inside and outside of the organization in order to promote personnel to have skills, knowledge, ability, and to be ready to drive the organization towards the target goals. In addition, the Company places importance on training and instilling employees of all levels to be aware of the anti-corruption issue. It is the main policy that must be operated and reviewed to be carried out on a regular and continuous basis.
Operational framework for sustainable development of employee skills and career opportunities
The Process of developing high-potential employees
Performance in the Past Year
In 2023, the Company provided internal and external training to employees at all levels to foster comprehensive employee potential development and organized a Leadership Development Program to prepare executives, who are the key forces of the Company to deal with future challenges.
Training for Director in 2023 -None-
Hours of training for employees
Details |
Units |
2023 |
2021 |
2021 |
Hours of training |
Hours |
23,089 |
11,637 |
6,033 |
Hour goal |
Hours/Person/Year |
6 |
6 |
6 |
Average Hours |
Hours/Person/Year |
29.12 |
15.70 |
8.82 |
By gender |
|
|
|
|
Male |
Hours/Person/Year |
17.79 |
12.99 |
5.03 |
Femaie |
Hours/Person/Year |
11.32 |
14.36 |
12.55 |
Level |
|
|
|
|
Executive and Manager |
Hours/Person/Year |
2.94 |
17.68 |
9.70 |
Supervisor |
Hours/Person/Year |
6.37 |
50.85 |
15.96 |
Supervisor |
Hours/Person/Year |
19.80 |
9.86 |
5.87 |
Training expenese |
Baht/year |
1,975,757 |
519,944 |
114,310 |
Remark : The training courses include the following: Personal Data Protection Law, Occupational Safety and Health, and Environmental Conditions at Work, Knowledge of Corporate Business, Production Processes, ISO, GMP, HACCP, RSPO, Policies and Practices regarding Anti-Corruption Measures, Corporate Ethics, Leadership Development Program (LDP) courses such as LDP 102 Excellent Manager, Communication for High Performance, Introduction to FSSC 22000 V.6 Requirements, Proper Use and Maintenance of the Hook Lift, Effective Meeting and Communication, etc.
Successor Development Training in 2023
The Company prioritizes the creation of successors to accommodate important positions that are about to retire by dividing them into two groups: urgent groups that will retire within 3–5 years and continuous positions. The Company will select high-potential employees within the organization to provide internal personnel with opportunities to learn and grow at their professional level to become executives of the organization.
In 2023, the Company developed a new tool to be used in the recruitment process for successors. There were meetings of the management to clarify the assessment process and individual development planning for successors. The meeting is set to be held on a quarterly basis to monitor and evaluate the development of successors, and a summary report must be regularly prepared to be presented to the Executive Committee.
Successor |
Supervisory |
Executive |
Total |
Urgent Positions |
11 persons |
7 persons |
18 persons |
Ongoing Positions (potential employees for development in executive or supervisory positions) |
18 persons |
11 persons |
29 persons |
4) Occupational Safety, Health and Environment Policy
The Company is concerned for the life and health of all employees, including the environment and community. So, in order to clarify the practices and use them as a guideline for operation in safety, occupational health and environment to maximize the benefit, the Company has established the policy on safety, occupational health and environment at work as follows;
1) Safety, occupational health, and environment is the responsibility of the employees at all levels to be taken seriously.
2) Communicate and disseminate information and support operations on safety, occupational health and environment to create the right understanding among the operators, involved parties and stakeholders.
3) Strictly comply with the laws and regulations on safety, occupational health, and environment as part of the work. It is everyone’s duty to be involved in safety operations.
4) Take actions to ensure that all operations are safe, with a good working environment and suitable for employees, trade partners and the community.
5) Strengthen good relations with the community and stakeholders both inside and outside the organization.
Target, accidents of employees to the strike must be “zero”:
In 2023, there was one work stoppage due to an accident. The corrective measures for the causes of the accident have been successfully implemented.
Performance in 2023:
1) The Company established the Safety, Occupational Health, and Environment Committee in accordance with the Ministerial Regulations to set standards for the management of safety, occupational health, and the working environment B.E. 2549 (2006). Executives were appointed to represent employers and employees to represent employees to consider work safety policies and plans to prevent and reduce accidents for employees and third parties who come to work, and to promote and support safety activities and training, as well as appropriately organized activities promoting employee welfare
2) The Company has focused on the main tasks and campaigns to promote and raise awareness for all employees in the organization to participate in safety and the environment by adhering to the principles of compliance with the requirements of relevant laws and customer requirements to ensure safety, occupational health, and the environment, as well as providing regular training on safety, occupational health, and the environment. Moreover, the Company allowed external agencies to assess whether safety and occupational health are carried out in accordance with the law or not, as well as monitor the corrective actions.
3) The Company conducts fire drills on a monthly basis due to the impact on life and property for both employees and the Company. The drills provide employees with expertise, knowledge, and understanding in the use of firefighting tools and equipment, as well as processes that will help them work together in the event of a fire.
4) The Company remains aware of and focuses on being free from an accident in various aspects, whether it is caused by working with machinery or by fire, which is an incident that has a significant impact on the Company, employees, and surrounding communities. In 2023, the Company reviewed and improved the safety work by conducting the 5S assessment in the organization in order to make the work area more pleasant and reduce the risk of accidents due to unsafe working areas. The assessment was conducted every month, and the results of corrective actions were monitored.
Action : Analyze and investigate the cause of the accident to lead to corrective measures and prevent the problem from recurring along with preparing an incident report and actions taken as preventative or corrective methods.
Improvement : Improve the measures for fire prevention and other emergencies that may occur within the Company, including measures to take care of environmental issues that may affect employees and surrounding communities. The QR code system has been developed to be used to verify and monitor risk areas in each department to reduce the risk of incidents.
: Act to correct various risk points within the Company area to reduce the risk of accidents or incidents.
Monitoring : Incorporate the policy as an organizational key performance indicator (KPI), set a target for accidents and environmental issues in the organization goals and set a measure of performance (KPI) of the organization on a monthly basis and report to the management’s acknowledgment.
Training on safety, occupational health and environment in 2023
Course |
Target |
Total |
Training hours |
|
Safety for Supervisor |
Supervisor level |
47 person |
12 Hrs. |
47 person |
Safety forAdministrative |
Executive level |
24 person |
12 Hrs. |
24 person |
OIC Act for employees |
Employees |
724 person |
6 Hrs. |
724 person |
Work accident.
Detail |
Units |
2022 |
2021 |
2020 |
Working day |
Days |
365 |
365 |
365 |
Machine Operation |
Hours |
200,000 |
200,000 |
200,000 |
An accident |
|
|
|
|
Male |
Persons |
2 |
8 |
5 |
Femail |
Persons |
0 |
0 |
0 |
Absence due to accident |
|
|
|
|
Male |
Persons |
0 |
1 |
5 |
Female |
Persons |
0 |
0 |
0 |
Loss of organs or disability due to accident |
|
|
|
|
Male |
Persons |
0 |
0 |
0 |
Female |
Persons |
0 |
0 |
0 |
Fatal accident |
|
|
|
|
Male |
Persons |
0 |
0 |
0 |
Femail |
Persons |
0 |
0 |
0 |
Fires |
Times |
0 |
0 |
0 |
Disputes over the treatment of creditors over the past 3 years.
The Company has not had any major creditor treatment disputes in the past three years.
5) Creditor’s treatment policy.
The Company has a policy of treating creditors with equality, fairness, and transparency by strictly adhering to various conditions as follows:
The Target of the Number of Complaints from Creditors is “Zero”
In 2023, the Company did not receive any complaint from creditors.
Performance in the Past Year
The Company could pay debts to creditors according to the conditions and within the specified period. It could strictly comply with the terms and conditions of the contract and financial commitments, including repayment of principal, interest, and other collateral under the relevant contract. There was no use of dishonest methods to conceal information or facts that may have caused damage to creditors. In the event of the Company’s failure to comply with any of the conditions, the Company will promptly notify the creditors in advance in order to jointly seek solutions.
Disputes over the treatment of creditors over the past 3 years.
The Company has not had any major creditor treatment disputes in the past three years.
6) Policy on treatment of customers, service providers and competitors.
The Company has a policy of treating customers, service providers and competitors with equality, fairness, and transparency by strictly adhering to the various conditions as follows;
Less than 10 customer complaints goal in 2023.
There were nine customer complaints on the record which was still within the goal limit. The company conducted a meeting to identify the errors and preventive measures to reduce customer complaints. For the four complaints, the company already investigated and sent replacement products according to the amount of damage under the company’s responsibility.
Guidelines for Developing Customer Satisfaction
The Sales and Marketing Department sends an annual satisfaction assessment form to customers to make an assessment on the sales staff’s services, packaging, and product quality and standards, the transport driver’s service, transportation quality, and the services of accountants. The form is used to gather information, opinions, problems, and recommendations from customers to be used as a guideline to improve and develop products, services, and work systems in each department and each process to meet the maximum needs and expectations of customers.
Customer Satisfaction Assessment
The Sales and Marketing Department sent an assessment form to each group of customers with 193 targets. 191 respondents were surveyed. In the past year, customers were satisfied with the Company at 88.99%, which is the average satisfaction with the product and packaging at 90.87%, which is higher than the previous year in terms of oil and packaging quality. Service satisfaction was 88.62%, an increase from 0.68% the previous year.
Detail |
Units |
2023 |
2022 |
2021 |
The customer satisfaction index |
% |
88.99 |
88.01 |
87.18 |
Number of complaints regarding product defects |
Case |
9 |
9 |
4 |
Number of complaints regarding health and safety issues |
Case |
0 |
0 |
0 |
Number of complaints regarding sales and marketing communication |
Case |
0 |
0 |
0 |
Number of complaints regarding personal or customer information leaks |
Case |
0 |
0 |
0 |
Number of complaints regarding legal compliance |
Case |
0 |
0 |
0 |
Treatment disputes over customers, service providers and competitors over the past three years.
The Company has had no disputes over the treatment of customers, service providers and major competitors in the past 3 years.
7) Policy for using copyrighted software packages.
The Company has a policy to pay close attention to the principles of good governance in business operations. This includes compliance with the rules for using software packages that are valid by copyright. In order to perform according to such good governance principles, the Company has issued the following guidelines;
This is to ensure that all computers of the Company only contain the software that has been purchased under the license by the Company.
The Company does not encourage employees to use/adopt software packages that violate the copyright of the Company’s computers. This is a serious offense under law and may cause damage to the organization in the future. If any employee violates this regulation and uses pirated programs in the workplace with the Company’s computer, that employee will be subject to disciplinary action by the Company. The employee shall also take responsibility personally if the copyright owner takes any legal actions.
Target
No employees bring unlicensed software packages to use on the Company’s computers.
Performance in the Past Year
The Information System Department annually monitors the use of programs on employees’ computers. There was the installation of a system to determine the installation of programs. When the system is installed on the Company’s computers, there will be an encryption system to allow the installation by the information officer every time the programs are installed.
Disputes over the use of prefabricated programs have not been copyrighted in the last 3 years.
The Company has had no dispute over the use of major non-licensed finished programs in the past 3 years.
8) Privacy Policy
The Company recognizes the importance of the protection of personal information, which is a fundamental right to privacy that must be protected in accordance with the Constitution of the Kingdom of Thailand B.E. 2560 (2017) and to ensure that the Company’s operations comply with the international principles of personal information protection and the Personal Data Protection Act B.E. 2562 (2019), while also being in line with the principles of good corporate governance.
The Company has strictly followed the relevant regulations by appointing a personal data controller to make decisions about the collection, use, or disclosure of personal data. Providing the security measures for personal data are provided to prevent others from using or disclosing personal information, and the Personal Information Protection Office will be notified in the case of a personal data violation.
Target
The Company was not prosecuted for infringement of personal data rights.
Performance in the Past Year
The Company conducted training and educated employees at all levels on the personal data protection policy, along with coordinating with all agencies to express its intention to employees, customers, partners, or persons related to the business in regard to the preservation of personal data rights of customers, partners, or persons related to the Company’s business to ensure that the Company does not disclose the information of employees, customers, partners, or persons related to the business to other persons. In the event that the Company is required to disclose personal information, it must obtain the consent of employees, customers, partners, or persons related to the Company’s business in all cases.
Dispute Regarding Violation of Personal Data Disclosure Rights in the Past 3 Years:
The company has not been involved in any disputes related to the violation of personal data disclosure rights in the past 3 years.
9) Social responsibility policy.
The Company has operated the Corporate Social Responsibility (CSR) project continuously under the business development of sustainable growth coupled with care for the environment and the safety of the community along with providing sincere assistance to the society as well as being able to operate with the community and gain sustainable recognition. The Company’s operation covers both operations in business processes and beyond business processes to create a balance between economy, environment, and society, starting from within the organization and expanding to nearby communities. The Company’s employees have contributed their effort to help promote and organize various activities to drive the mentioned project forward.
The Company has a community relations activity plan in order to be a part of activities for the community and society around the Chumphon Office. In 2023, the total budget of 736,188 baht was used for the following activities;
Target
The Company organized activities to take care of the environment and the safety of the community and provided social assistance for an area within 5–10 kilometers around the plant, as well as attending village meetings around the plant area to listen to problems, suggestions, and complaints to be used for further improvement, correction, or development of the community and society.
Performance in the Past Year
The Company organized activities to take care of the environment and the safety of the community, provided social assistance for an area within 5–10 kilometers around the plant as planned, and regularly attended village meetings. However, the Company did not receive any complaints from the community. Moreover, the Company also participated in community development activities, which are regularly held in each village community.