Human Resource and Labor Practice

Recruitment and Employment

The Company has established clear employment regulations, requiring that employees must be at least 18 years old in compliance with the Company’s policy against child labor. The Company considers qualifications, knowledge, and skills that match the job requirements as defined by the Company, while ensuring equal opportunities without restrictions or discrimination based on gender, skin color, race, religion, or social status, wages and compensation. Throughout the recruitment and employment process, it is appropriately based on job responsibilities, knowledge, skills, and experience to attract talent and remain competitive in the labor market.

Employment of Retired Employee

The Company has established regulations for employee retirement and details on retirement compensation. Employees who reach the age of 60 (based on their identification card) will be considered retired from the Company. Employees who turn 60 during a given year are required to work until the last day of that year, with their employment ending on January 1 of the following year. Alternatively, employees who turn 60 on any day of the month and wish to terminate their employment within that month are required to work until the last day of that month, with their employment ending on the 1st day of the following month. Retirement compensation will be calculated up to the last working day, and any other compensation owed to the employee will be prorated based on their length of service during that year and paid according to the terms and schedule set by the Company.

Compensation

In addition to monetary compensation for employment, the Company provides additional benefits and privileges beyond the basic legal requirements to all employees without discrimination. These benefits are allocated fairly based on job responsibilities. The Company also considers paying annual bonuses to employees based on the Company’s performance and individual employee performance. In 2024, the Company provided total compensation to employees, including salaries, meeting allowances, subsidies, overtime pay, and per diem allowances, amounting to THB 323,227,475.18. Apart from wages, the Company has established a Provident Fund managed by Land and Houses Fund Management Co., Ltd. As of December 31, 2024, the fund had a total of 154 members. Employees receive a Company contribution of 3% to 8% of their wages, totaling THB 14,778,228. Members can choose their contribution rate to the fund between 3% to 15%, upon termination of membership, employees will receive their accumulated contributions, Company contributions, and the net average return in accordance with the fund’s terms and conditions.

The Company’s working hours comply with the legal requirements regarding working days, working hours, break periods, weekly holidays, public holidays, annual leave. The Company also grants various types of leave with wage entitlements in accordance with legal requirements, including sick leave, personal leave, maternity leave, monk ordination leave, military service leave, and training leave. In addition to these legally mandated types of leave, the Company also provides additional leave for religious ceremonies, the death of an employee’s parent, spouse, or child, religious practice leave, and leave to care for a spouse after childbirth. These provisions are outlined in the Company’s work regulations for Saha Pathana Inter-Holding Public Company Limited.

Performance Evaluation and Compensation Determination for Executives and Employees

The performance evaluation of executives and employees helps assess the effectiveness of each employee’s and executive’s performance. This assessment provides valuable insights for planning the development and training of employees and executives to enhance their qualifications, skills, and work potential. It also supports human resource development analysis. Therefore, the Company allows all employees to participate in setting their own work development plans in collaboration with their supervisors. This approach promotes two-way communication, enabling supervisors and employees to exchange ideas and discuss solutions together. It also helps identify opportunities for improving work processes to increase efficiency and align with the targets and directions of both the department and the Company.

Employee Potential Development

The Company prioritizes and recognizes the importance of enhancing the potential and promoting the diverse knowledge and skills of employees across various professional fields. This effort aligns with the Company’s organizational strategy and human resource management plan, regarded as a critical mission. The Company strives Saha Pathana Inter-Holding Public Company Limited 110 Sustainability Report 2024 to create a learning-centric environment and focuses on developing the potential of its personnel. This includes preparing employees and equipping them with essential skills that align with future business directions, opportunities, and challenges. These initiatives are in line with the strategic workforce development plan, which emphasizes “Value” under the principle of “Opportunity.” The Company aims to provide employees with opportunities to create value for themselves within the organization. Furthermore, the Company ensures equality in treating all employees, across all levels, by fostering self-development through attentive care and comprehensive support.

Succession Planning

The Company recognizes and proactively prepares for workforce continuity through succession planning to prevent shortages in critical positions. This ensures business continuity and readiness for future expansion. Additionally, the Company identifies and develops successors for key managerial roles, especially for positions nearing retirement or those that could disrupt business operations. The emphasis is placed on internal recruitment before seeking external candidates where qualification and competency criteria are defined, and selection processes involve various tools for testing and evaluation. The assessment criteria focus on 2 key aspects: Performance Appraisal and potential assessment which aims to create career advancement opportunities for high-performing employees with consistent achievements.