Employees are internal stakeholders that are significant to the company’s growth and sustainability. Employee stewardship is thus a key mission that requires a stern and continuous implementation process embedding ethical and governance principles as well as respect for human rights.
RATCH upholds fair labor practices and labor standards enshrined in national labor laws that are based primarily on the International Labor Organization standards. Fair practices concern labor management, work environment and use of labor, encompassing, for example, wage, working hours, holidays, leave, termination, treatment of female workers, prohibition of child labor, safety and occupational health, welfare for labor social security, and capacity building. All are to ensure their happiness, morale and preparedness to do their best in delivering quality products and services to customers, which will in turn enhance the company’s competitiveness and warrant job and social security for all employees.
The Company has complied by the Employment of Persons with Disabilities Act, B.E. 2550 and revised edition (2nd revision) B.E. 2556 that the employers or owners of the establishments who do not employ persons with disabilities at the proper proportions as prescribed in section 33, accordingly the company has continually contributed money to the fund pursuant for the promotion and development of the disable people’s quality of life on yearly basis.
| Code of Conduct |
- The Company prioritizes thorough and regular personnel management and development so that they have knowledge and ability.
- The Company provides fair remuneration and welfare that is comparable to other leading companies.
- The Company strictly complies with laws and regulations related to employees.
- The Company provides a safe and supportive working environment in accordance with the occupational health standards.
- The Company appoints transfers, awards and punishes, employees with equality, honesty, and justice based on each employee’s knowledge, ability, and suitability.
- The Company accepts comments and suggestions that are based on employees’ professional knowledge.
- The Company treats employees with respect to individuality and human dignity.
- The Company avoids any unfair actions that may affect the security of the employee’s work, threaten or create pressure on the mental state of the employee.
- Employees may file a complaint in the event that they do not receive justice from the specified system and process.
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| Employee Policy |
- To enhance good quality of working life by providing good working environment, occupational hygiene and safety comparable to international standards.
- To continuously develop knowledge and capabilities of the employees in order that they shall be prompt to serve the Company’s growth.
- To promote the employees’ occupational growth with regards to their capabilities and potentials.
- To properly and fairly manage the remuneration system and welfares.
- To encourage employees participation in developing organization.
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Achievements in 2022
Supervision on Human Resource Management
| Organizational body |
Roles and Duties |
| Board of Directors |
- Define vision and human resource management and executive development strategy, remuneration strategy, guidelines and processes that are clear, transparent, suitable and beneficial for the company’s selection, dismissal or termination of contracts with directors or high-level executives; and efficient evaluation process; monitor the implementation.
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| Human Resources and Remuneration Committee |
- Define the vision and strategy on human resource management and executive development plan; and supervise the implementation.
- Ensure the Board of Directors’ size and component are suitable to the operations and business context.
- Set clear, transparent and appropriate criteria, approach and process in the selection, dismissal and termination of directors and high-level executives.
- Select and nominate qualified persons for director and high-level executive positions.
- Prepare the succession plan for key executive positions, taking into account the importance of the positions, the selection and capability development.
- Set the remuneration policy and strategy concerning salary, meeting allowance, per diem, bonus or other benefits of Directors and high-level executives, based on the criteria that are clear, transparent and appropriately corresponding with the scope of responsibility and performance.
- Determine the guidelines, criteria and process for the assessment of directors and high-level executives’ performance, by benchmarking it against the annual targets based on business objectives as well as responsibility and involved risks.
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| Audit Committee |
- Ensure the internal control efficiency and effectiveness is sufficient and suitable.
- Monitor the compliance with laws relevant to the operations and the company’s regulations, policies and the Code of Conduct.
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| Chief Executive Officer and Function Chiefs |
- Implement the human resource management and remuneration strategies and monitor the implementation.
- Apply the human resource management and remuneration strategies set by the Board of Directors and the Human Resources Management and Remuneration Committee as operational guidelines on human resource and remuneration management.
- Define organizational human resource management and remuneration policy and strategy and monitor the implementation through the Human Resource Management Steering Committee.
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| Human Resources Management Steering Committee |
- Give recommendations relating to the human resource management policy and strategy, ensuring its alignment with the Board of Directors’ vision, business targets and policy.
- Review the human resource management criteria and procedure and ensure efficiency, fairness and transparency.
- Pre-qualify and select qualified persons for Executive Vice President positions or higher; and submit the names to the Human Resources and Remuneration Committee.
- Approve the appointment, promotion and transfer of department heads or employees holding lower positions.
- Consider the criteria and conditions of annual salary increase and annual bonus payments for department heads or employees holding lower positions.
- Consider and give opinions on the annual human resource development plan.
- Consider and give opinions on the Welfare Committee’s proposals on welfare and benefit improvement.
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| Human Resources Department |
- Set an efficient human resource strategy, policy, practice and standard in alignment with the company’s direction.
- Control and supervise personnel development and human resource management activities for alignment with the business direction and targets.
- Prepare a work plan, monitor the implementation and report the results.
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| Internal Audit Department |
- Assess the sufficiency and efficiency of the internal control system and the management system for enterprise risks.
- Audit the compliance with relevant policies, work plans, regulations, orders and laws as well as corporate governance principles.
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Employee health protection
RATCH promotes and supports the goal to become an organization that can satisfy employee needs, to attain a positive work environment and employee preparedness and ensure the physical and mental fitness for full efficiency. Actions in this regard are as follows:
- Provide welfares that supports social security and quality of living for employees and families. Being reviewed every 3 years.
- Provide a safe work environment and promote the safety and good health-oriented work culture via continuous training and activities. (Read more in Safety and Occupational Health Section.)
- Provide employees with health assistance and protection during the COVID-19 outbreak, via the following measures designed to protect employees and control and prevent the spread of the virus:
| Health Protection |
- Provide additional insurance coverage against COVID-19 on top of general health insurance
- Raise the limit on reimbursable medical expenses for employees at all levels in response to the current state of communicable disease outbreaks
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| Control and Preventive Measures |
- Set up screening points for body temperature measurement of all persons entering the premises
- Hand out face masks and Antigen Test Kit (ATK) to employees and demand test results prior to starting work
- Procure vaccines for employees and their families
- Disinfect frequently-touched points in office buildings, provide alcohol
- Find hospital beds for employees and/or family members tested positive for COVID-19
- Reduce office congestion by allowing employees to work from home; and arrange the hybrid workplace model that combines Work From Home and Work From Office and requires 14-day retrospective timeline reports prior to entering office buildings
- Prohibit physical meetings and allow only online meetings
- Arrange a drop point for the delivery of documents and parcels, which are disinfected before entering buildings
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| Facilitation and Flexible Workplace Master Plan |
- Apply technology that connects and facilitates employees and provide necessary computer programs for their access to information and database necessary for their work
- Shorten work processes and apply the digital approval process through work integration; as well as adjustments in work-related regulations in support of the Work From Home policy
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