Social Policy and Guidelines

The Company has set a policy for social management which includes respect for human rights, there is no employment of youth under 15 years of age fair treatment of labor including participation in community and social development including hygiene and education development. The Company strictly adheres to labor laws and emphasizes on diversity in our hiring practices, encompassing nationality, ethnicity, gender, and age. Currently, the Company employs a diverse workforce including Thai, Chinese, Burmese, and Indian nationals. The proportion of female workforce for staff level is at 61% and 39% of male. For the Head of Department, the Company employs 50% female and 50% male, and for the executive level with 33% female and 67% male.

In addition, the Company also has a policy on various matters related to the stakeholders are:

Sexual and other unlawful harassment and workplace

RCL is committed to maintaining a working environment that is free of unlawful discrimination. In keeping with this commitment, RCL will not tolerate harassment of its staff, vendors, suppliers or business associates. Harassment consists of unwelcome conduct, whether verbal, physical or visual, that is based upon a person's protected status, such as race, color, region, sex, age, ancestry, national origin, disability, marital status or any other characteristics protected by law.

Sexual harassment consists of any sexual activities, verbal, physical violation or use of obscenities, initiated by one employee on another, and in doing so, creates distress or an intimidating hostile or offensive work environment. Employees must be aware that certain behavior can be deemed as harassment, even though it may be unintentional.

In addition, RCL prohibits workplace violence, some examples of which are not limited to include threats, intimidation, assaults, possession, distribution or usage of firearms, explosives, dangerous materials, other weapons, drugs or being under the influence of drugs while working in/for RCL.

If any employee believes that he/she or other person was harassed or threatened, he/she should report the incident to his / her superior or a representative from the Human Resource Department as soon as possible. The management shall then investigate such claim and take appropriate action accordingly. Every employee must refrain from any of such undesirable behavior.

This condition is deemed to be part of the employment contract for all staff. Any employee who violates this code will be subject to appropriate severe disciplinary action, without any exception, including termination of employment without any severance pay.

This policy also extends to cover employee's behavior towards business customers, contractors and/or suppliers.

Relationship with fellow

The Company is committed to provide a conducive working environment for its employees. In doing so, RCL expects full cooperation from all staff within RCL. Therefore, in order to promote and maintain such unity, employees must

• endeavor to maintain cordial relationship among colleagues and wherever possible, to provide assistance to fellow colleagues.


• treat subordinates with fairness and compassion, groom and develop them for their career advancement by imparting work-related knowledge, and where possible, provide training and opportunities to increase their knowledge and experience.


• adopt an open-minded attitude to receive the opinion of fellow colleagues as well as their recommendations relating to work, and if practical, deliberate on the feasibility of such, for the benefit of RCL's operations.


• implement the supervisor's recommendations and observe protocol of the organization and be respectful, considerate and polite to others.


• abstain from the disclosure of other employees' personal or work-related information, and avoid passing any undesirable remarks that may be detrimental to fellow colleagues.


• must not deliberately withhold any information with an intention to hinder fellow colleague's performance of his / her duties.


• treat fellow colleagues with fairness in the exact manner in which one would wish to be treated in a similar situation and give due honor and respect to others, for example, not to claim other's credit as his / her own.

Anti-Corruption

Perform duty with honesty, integrity and fairness, and avoid any acts that may be construed as otherwise. Employees:

• must not use or permit others to use his / her job-related authority, directly or indirectly, to seek personal benefits or benefits for others.


• (including his / her family), must refrain from giving or accepting gifts, cash, services, or other benefits from any individuals doing, or seeking to do business with RCL, except on traditional events or occasions. However, this is permissible if the cost of such benefits is not substantial in value and the act itself is not construed as a bribe or kickback.


• must abstain from being lavishly entertained by any individual doing or seeking to do business with RCL.


• are prohibiting from disclosing or utilizing RCL's non-public information which could have an effect on RCL's share /stock price, with an intention of seeking profit or benefiting from the trading of or tipping others to trade in RCL shares / stock, directly or indirectly. (Please refer to Insider Trading posted in the RCL's website.)

Whistle Blower

Protection for Employees Who Inform on or Disclose of Wrongful Conduct or Non-Compliance

• Complaints or Information The corruption or any action that violates the laws, regulations or the Code of Conduct that affects the reputation, image, value, financial status of the Company or conflicts with the business operation policy and is related to high-ranking executives.


• Channels of complaint or giving information
  2.1   Send an e-mail to complaints@rclgroup.com
  2.2   Complain verbally or in writing to President
  


• Procedure for Investigating Facts
  3.1   The person handling complaints will be the one to investigate the facts or may authorize a person or group of persons to investigate the facts.
  3.2   If the investigation reveals that a violation did occur and affects the reputation, value and image of the organization, the person handling complaints shall submit the matter to the Executive Directors and present to the Audit Committee consecutively for consideration of courses of action according to company rules and regulations
  


• Protection of the Complainant or Informant
  4.1   The protection will be provided immediately the complaint is submitted. 4.2   The Company will regard the related information as secret and will disclose only so much of it as necessary to ensure the safety of the complainant. 4.3   If the complainant believes that he/ she will not be safe or incur harm, he/she may ask the Company to provide appropriate protection, or the Company provides such protection without the complainant’s request if it is believed that danger or harm is likely to occur.

In addition, the Company has published a policy to protect complainants. Those who provide information or whistle-blowers about corruption, illegal activities and the Whistle Blower Policy on the Company's website www.rclgroup.com.

Social Operating Results