Page 170 - 56-1 One Report 2022 EN

Part 2 Corporate Governance

6.) Protecting and Respecting Employee’s Privacy

The Company respects the privacy of all its employees. Therefore, there is a policy to keep employees’ personal
information safe and will be used according to the Personal Data Protection Act of 2019 (PDPA). In this regard, the
company explains and creates an understanding of data privacy protection whether collecting personal information,
using personal information or disclosing any of that information without consent and in accordance with PDPA
regulations.

7.) Merit Compensation
The Company implements a job evaluation system to determine the value or worth of a particular job concerning
other jobs within the organization to provide merit compensation. Regular salary and benefits surveys are conducted
to benchmark the Company against the market, while the cost-of-living index is considered to ensure that
compensation packages and rewards are reasonable and competitive. The Company considers it a high priority to
provide equitable rewards through a meritocratic system and ensure that compensation is in line with the market
by using the following “3P” principle (Position, Performance, and Person):
i. Pay for Position: based on fair comparisons to create internal equity by determining the value of a
particular job and job benchmarking against the external market.

ii. Pay for Performance: based on individual, team, and organization performance and rewarded through
an annual merit-based salary increase and bonus.
iii. Pay for Person: based on each employee’s knowledge, skills, expertise, professional qualifications, and
level of competency.

The Company also uses a performance management system, which aims to align business objectives at all levels
and help employees understand their value and contribution to the organization. This system also reinforces
individual accountability for achieving goals, tracks individual and organizational performance results, and
facilitates feedback and coaching to develop competencies and improve performance.

Performing work with honesty is a significant factor in performance appraisal, rewards, and promotion consideration.
The Company will not compromise with an employee proven to have any behavior associated with corruption.

8.) Employee Well-Being
The Company places consistent priority on employee well-being. In addition to providing a safe and healthy working
environment as required under occupational health, safety, and environment legislation, the Company also aims to
improve the overall quality of life for its employees by providing appropriate welfare for all employees at all levels.
The Company prioritizes employee satisfaction and retention by promoting the advancement of productive
employees and providing opportunities for growth. To foster stability, morale, and a high quality of life, the Company
implements effective communication channels, offers incentives and special benefits, ensures safety and
occupational health in the workplace, and supports initiatives to strengthen relationships between employees and
executives at all levels. These efforts not only attract and retain talented individuals, but also align with the
company's commitment to compliance with applicable laws and regulations.

In 2022, to provide knowledge and improve health quality for our employees, the Company has various measures
to prevent the Covid-19 epidemic, periodically educates employees about how to protect themselves and live with

Part 2 page 46