Employee Management

Human Resources Management Policy

EGCO Group places strong emphasis on effective personnel management and workforce well-being, aligning its practices with the Labor Protection Act B.E. 2541 and amendments, and the Personal Data Protection Act B.E. 2562. The Human Resource policy and regulation outline EGCO Group commitment to ensuring fair and equitable treatment, adhering to practices that promote diversity, equal remuneration, and the support of freedom of association. Key aspects of EGCO’s labor practices include:

Section 1: General

Section 2: Employment, Appointment, and Relocation of Employee

Section 3: Working Hours and Holidays

Section 4: Leave Entitlement and Regulations

Section 5: Compensation Management

Section 6: Overtime Work and Work on Holidays

Section 7: Travel Expenses

Section 8: Welfare and Employee Benefits

Section 9: Employee Development

Section 10: Performance Evaluation

Section 11: Code of Conducts, Discipline, and Disciplinary Penalties

Section 12: Appeal and Grievance Mechanism

Section 13: Termination of Employment and Compensation Payment

Section 14: Enforcement and Announcement

Scope of Application:

EGCO’s labor practices commitment covered its own operation and extended to suppliers, contractors, and partners, as stated in EGCO Group’s Supplier Codes of Conduct, encouraging them to uphold these principles.

Employment & Compensation

EGCO practices equal and fair recruitment and compensation for all gender across employee types—regular, probationary, and contract-based—based on qualifications and job responsibility. It ensures equal remuneration for men and women and clearly defines wage scales. Wages are confidential and paid monthly, with applicable tax deductions. The company supports paving a living wage through competitive and role-aligned salary structures. Employees are paid during annual leave and other entitled leaves.

Working Hours & Overtime Management

Standard working hours are Monday to Friday, 08:00–17:00, with a one-hour break. The company may assign shift work or special working schedules, but sets maximum working hours not exceeding 48 per week. Overtime work is permitted only when necessary and must be approved, except in emergencies. EGCO commits to avoiding or reducing overtime or excessive working hours through clear authorizations and fair compensation rates.

Leave Entitlements

Employees are entitled to various paid and unpaid leaves, including:

• Sick leave: up to 30 working days per year
• Annual leave: 10 days (accruable up to 20 days)
• Personal leave: up to 6 working days
• Maternity leave: up to 98 days with 45 days paid
• Paternity leave (legal spouse): up to 5 paid working days
• Leave for ordination or Hajj: up to 100 paid days (once only)
• Leave for sterilization and military duty

EGCO pays workers for annual leave and other leave types as prescribed, ensuring employees are not financially disadvantaged during their absence.

Termination & Consultation Process

Termination of employment includes retirement, resignation, or dismissal. Employees must notify their intent to resign at least one wage period in advance. In cases of restructuring, relocation, or redundancy, the company sets minimum consultation or notice periods before mass terminations, with advance notification of at least 60 days or payment in lieu. Severance pay is calculated based on tenure, up to a maximum of 400 days. Additional compensation is provided for redundancies due to technology adoption or relocation affecting livelihood.

Workplace Conduct & Disciplinary Measures

EGCO promotes a code of ethics that emphasizes professionalism, integrity, cooperation, and respect. Disciplinary actions range from verbal warnings to dismissal based on the severity and recurrence of misconduct. Grounds for dismissal without severance include fraud, gross negligence, serious misconduct, or unauthorized absences exceeding three consecutive workdays.

Welfare & Development

The company provides suitable welfare benefits, supports employee development through training, and fosters career advancement. Supervisors are expected to support staff learning and performance improvement.

Grievance & Appeal Mechanisms

EGCO ensures fair treatment through structured grievance and appeal processes. Employees may appeal disciplinary actions or raise complaints regarding workplace conditions, management behavior, or peer relations. Appeals must follow formal timelines and be resolved within 30 working days. The company guarantees non-retaliation and protection for complainants and participants who act in good faith.

This regulatory framework demonstrates EGCO’s commitment to responsible employment practices, employee dignity, and alignment with international labor standards by paving a living wage, ensuring equal remuneration, limiting working hours, and respecting consultation rights during workforce transitions.