Environmental policy
Paitoon Paper Box Company Limited recognizes that employees are valuable assets and are crucial in driving the organization towards sustainable success and growth. Therefore, the company prioritizes fair treatment of employees based on respect for human rights, safety rights, and legal rights that employees must receive, to enhance quality of life and employee engagement with the company.
The company has established employment policies and human rights practices in accordance with human rights respect guidelines and standards, including labor laws of the countries where the company operates. These policies apply to Paitoon Paper Box Company Limited's business operations and its affiliates, and are extended to business partners for application in their business operations, with details as follows:
- Respect for Human Rights
Executives and employees have a duty to comply with human rights principles, adhere to the rule of law, and perform their duties under the principles of respecting human dignity, rights, and freedoms, treating all parties equally, and not violating others' personal rights through verbal harassment, threats, or physical abuse.
- Non-Discrimination
The company respects differences and treats employees equally, not engaging in or supporting discrimination in employment, wage payment and work compensation, benefits, training and development opportunities, promotion considerations, termination or retirement, and does not interfere with, obstruct, or take any action affecting employees' rights or practices due to differences in race, nationality, ethnicity, skin color, ancestry, religion, language, social status, gender, age, disability, political views, marital status, personal attitudes regarding gender, HIV infection, labor union membership, employee committee membership, political party preferences, or other personal views.
- Freedom of Association and Negotiation
The company respects employees' rights to associate, participate or not participate in activities, engage in collective bargaining, select or elect representatives, and facilitate equal treatment of these representatives with other employees, with no punitive measures that pressure or coerce such employees.
- Harassment and Sexual Abuse Including Violence
The company has measures to prevent employees from being harassed, abused, and sexually harassed through verbal expression, gestures, physical contact, or any other means, including violence. If employees are violated in any way, the company will strictly enforce disciplinary action against offenders according to company work regulations and may pursue legal action to protect company employees from such issues.
- Social and Labor Responsibility
The company is committed to ensuring all employees work under standardized conditions with protection and fair treatment on a social basis and in accordance with labor law provisions regarding labor protection, welfare, labor relations, occupational safety and health, and working environment regulations, following work regulations that are regularly reviewed and updated as appropriate.
- Forced Labor
The company does not engage in or support forced labor in any form and does not demand or accept money or retain identification cards or any personal documents from employees as security, whether during job application, after employment, or as a condition of employment, unless such actions do not conflict with the law.
- Child Labor
The company does not hire or support the hiring of children under 15 years of age and will not allow or support child labor in the company under any circumstances. The company supports the employment of teenagers (ages 15-18) with wages equivalent to regular workers. The company will strictly control operations to comply with laws or customer requirements. Teenage workers will not perform hazardous work as defined by law and will not work night shifts to prevent health hazards or be in environments that may cause health and safety risks, including impacts on compulsory education.
- Female Labor
The company does not allow female employees to perform work hazardous to health or body as specified by law. The company provides pregnant employees with work or environments that are not harmful to health and safety during pregnancy. The company will not terminate employment, demote, or reduce benefits of female employees due to pregnancy.
- Compensation
The company will pay wages, work compensation, and benefits in various forms to employees not less than legally required, on schedule, and will provide written information about wages and work compensation received in each period in a format that employees can understand the various components. The company will not make wage deductions in any case unless such actions do not conflict with the law.
- Working Hours
The company sets normal working hours not exceeding legal limits and ensures overtime hours comply with legal requirements. Employees have the right to accept or refuse overtime work without any punishment.
- Occupational Health, Safety, Environment, and Facilities
The company will implement, promote, support, maintain, and continuously improve to create a safe working environment, prevent impacts on the health of employees and related parties, and focus on maintaining, preventing, and reducing environmental impacts from company activities and related parties, complying with laws. Additionally, the company will provide hygienic restrooms and toilets, clean drinking water, appropriate first aid supplies, clean and sanitary dining areas and food storage facilities that are adequate and convenient.
- Discipline and Punishment
The company will not use inappropriate verbal punishment methods, physical and mental punishment, including not forcing, threatening, pressuring, or physically harming employees. Disciplinary offenses and punishments are specified in work regulations.
- Complaints and Grievances
The company has a process for receiving employee complaints and grievances related to work operations in cases where employees are oppressed, discriminated against, rights violated, or become victims of others. Employees can file complaints through the complaint box or company LINE account. Such complaints will be protected, and if life is affected, there is a right to receive appropriate remedies. Complaints will be kept confidential to prevent impacts on complainants.
- Communication
The company has processes to communicate various information to ensure all employees are informed of relevant topics through various channels such as employee orientation, training, bulletin boards, weekly Morning Talk meetings, company LINE groups, and other appropriate communication channels.
Announced for general acknowledgment Announced on July 10, 2024 Mr. Panjapol Muangsiri Managing Director