Employment of persons with disabilities or other disadvantaged groups
Employment
Promotion and Support for Employment of People with Disabilities. The company places importance on improving the quality of life and creating equal opportunities for people with disabilities, in line with the Disability Quality of Life Promotion and Development Act B.E. 2550 (2007) and its amendments (No. 2) B.E. 2556 (2013). People with disabilities are provided with fair compensation, benefits, and rights equivalent to those of other employees. They are also assigned suitable tasks that enable them to work comfortably and safely, allowing them to support themselves and their families.
In 2024, the group supported the employment of people with disabilities in the workplace and hired a total of 11 individuals under Section 33 of the Act. Let me know if you need further adjustments!
Examples of Social Responsibility Activities (CSR-After-Process) of the Group of Companies
“Missing People, Boonterm Helps Find” Project: This initiative is aimed at raising awareness about missing persons and aiding society. It has been running for the third consecutive year, as part of a collaboration with the Mirror Foundation, to serve as a channel for finding missing people.
“Boonterm Cares for the Earth” Project: This activity involves recycling plastic bottles, where 10,000 empty bottles are transformed into 450 blankets.
“Welfare Fun Fin” Project: This project provides neck, shoulder, and back massages to support visually impaired individuals.
“Social Employment Project for Persons with Disabilities”
“Cheerful Box” Project
The group is committed to supporting the empowerment of people with disabilities, enabling them to be self-reliant and improve their quality of life through the “Cheerful Box” project. Every 1-2% of the sales from drinks sold in “Tao Bin” vending machines, part of the 50 machines in the “Cheerful Box” project, will be allocated to support the mission of improving the lives of underprivileged people with disabilities. This initiative is run through Kidkadee Social Enterprise Co., Ltd., a social enterprise established by the Social Innovation Foundation, which leads fundraising efforts and collaborates with partners nationwide to select people with disabilities for the program. The subsidiary company is responsible for installing all the “Tao Bin” vending machines, and the funds raised will drive the mission of assisting people with disabilities to access job opportunities and professions in their local areas, as well as improving living conditions for those with disabilities to enhance their well-being.
Forth Corporation Public Company Limited and its subsidiaries place the highest importance on respecting human rights, particularly in preventing the use of child labor. This is a fundamental labor principle that the Company strictly adheres to promote the proper development of youth and prevent exploitation through unfair labor practices.
The Company has a clear policy prohibiting the employment of children below the legal minimum age. It also forbids hiring children to perform work that may affect their safety, health, ethics, or education.
Employee Age Verification
During the recruitment process, the Company strictly verifies and confirms the identity and age of job applicants to ensure that all employees meet the minimum age requirements as stipulated by labour laws.
Supply Chain Management
The Company establishes guidelines for suppliers and subcontractors, requiring compliance with labour laws related to the prohibition of child labour. Regular supply chain audits are conducted to prevent any indirect involvement with child labour.
Awareness Raising
The Company conducts training and disseminates information regarding the prohibition of child labour to employees, as well as communicates this policy to its suppliers, in order to jointly elevate ethical standards within the industry.
Monitoring and Reporting
The Company has an internal audit system to regularly assess risks and ensure compliance with the child labour prohibition policy. Additionally, it provides a secure grievance mechanism for anyone who observes actions that violate this policy.
Personnel are considered valuable resources of the Company. For the organization to grow sustainably, it must consist of capable personnel who can adapt to changes. Therefore, the Company focuses on both developing employee potential and caring for employees by providing good benefits to motivate them. This joint effort drives the organization towards sustainable growth.
1. Annual Performance Evaluation
The Company regularly conducts annual performance evaluations to measure employee achievements against set goals, including work results, competencies, and behaviors aligned with the Company’s core values. The evaluations are used for developing employee potential, planning career advancement, and fairly considering rewards and recognition.
2. Compensation and Benefits
Employees of the Company and its subsidiaries receive various forms of compensation, including overtime pay and annual bonuses based on Key Performance Indicators (KPIs). They are also entitled to benefits such as provident funds, social security funds, accident insurance, life insurance, and health insurance. The Company provides financial assistance in the event of the death of an employee or their spouse, parents, or children. Additional benefits include allowances for working in provinces, employee uniforms, and annual company and subsidiary social events.
For more details, please refer to Section 2: Corporate Governance Structure and Key Information on Directors (Employee Information).
3. Employee Engagement Assessment
The Company regularly conducts employee engagement and satisfaction surveys using standardized tools to gather feedback. The results are analysed to improve policies, management practices, and various activities aimed at fostering a participative work environment, enhancing employee engagement, and reducing turnover rates.
The Company has a policy to develop itself into a learning organization to support business growth and keep pace with current economic and social changes. The Company encourages employees to enhance their knowledge and skills by focusing on knowledge transfer within the organization from experienced and expert personnel, alongside learning from external sources.
Learning is developed through hands-on practice, knowledge transfer via on-the-job training and teamwork, as well as external learning opportunities. These include personal development training and general seminars, such as Basic First Aid and CPR, EMC personnel tracking system training, risk management courses for accounting and finance systems, international business service improvement training, courses on developing creative thinking and innovation presentation techniques, and Customer Relationship Management (CRM) system training for improved customer relations, among others.
In 2024, employees within the group averaged 105.62 training hours per person.
The Company places great importance on building strong relationships among the Company, senior management, and employees at all levels through various engagement activities. These include annual New Year celebrations, yearly merit-making ceremonies, dress-up and festive events, among others. The Company also conducts surveys and gathers employee feedback to exchange ideas and perspectives, using insights to improve operational approaches and processes for greater effectiveness.
Additionally, the Company regularly assesses employee engagement and satisfaction through an Employee Engagement Survey and plans to continue this practice annually.