Back to Corporate
SET: AP
9.20 Baht
-0.05 (-0.54%)
TH

Whistleblower Policy

AP (Thailand) Public Company Limited places great importance on promoting transparency in its operations. The Company provides employees and stakeholders the opportunity to report directly to the Board of Directors regarding actions that may violate laws, the Company’s code of conduct, or internal control deficiencies. Accordingly, the Company has established channels for receiving whistleblower reports, procedures for handling them, and protective measures for whistleblowers to support anti-corruption efforts and good corporate governance principles.

Company refers to AP (Thailand) Public Company Limited and its subsidiaries.

Whistleblowing means information or evidence related to misconduct or inappropriate behavior, which may involve illegal acts, breaches of the Company’s business ethics, or actions suggesting fraud or corruption that could cause harm to the Company or its stakeholders.

Executive refers to the Company’s directors, Chief Executive Officer, Managing Director, Deputy Managing Directors, and Directors or equivalent positions.

Supervisor refers to employees who have authority to issue instructions, assign work, oversee operations, ensure compliance with company policies, and exercise disciplinary measures over company employees.

Employee refers to any employee as defined under the Company’s regulations.

External Parties refers to individuals and/or legal entities involved with the Company’s operations, including shareholders, customers, business partners, creditors, competitors, the broader society, etc.

Investigation Committee refers to individuals appointed by the Managing Director for a special assignment to investigate facts. The committee includes supervisors from relevant departments, Human Resources, Legal, and at least one additional member from another department.

The Company has established the following channels for receiving whistleblower reports:

  • The information reported must be truthful and clear, sufficient to allow an investigation to proceed. This may include serious misconduct, such as fraud or corruption directly or indirectly involving the Company, violations of the Company’s business ethics, or actions intentionally causing damage, reputational harm, or loss to the Company.
  • Information received through whistleblowing shall be treated as confidential, and the whistleblower’s identity will not be disclosed. The Company encourages whistleblowers to identify themselves to the receiving unit and provide clear and sufficient evidence. Whistleblowers will be granted protection, whether they are company employees or external parties.
  • In cases where the whistleblower’s identity is not disclosed, the Company shall evaluate the information and evidence based on the clarity and sufficiency of the facts. The Company reserves the right not to consider reports that lack identifiable witnesses, evidence, or sufficient details of misconduct for investigation. Additionally, the Company may decline to review reports where a thorough and fair investigation has already been conducted and no reliable or substantive evidence is found.
  • The timeframe for handling reports depends on the complexity of the issue and the sufficiency of documents and evidence provided by the whistleblower, as well as the supporting documents and explanations from the reported party.

The Company shall not take any unfair action against employees, staff, or external parties providing services to the Company as a result of honestly providing information, cooperating, or assisting in any way. This includes changes in job position, job duties, or workplace location, suspension, intimidation, interference with work, termination, or any other actions considered unfair treatment.

  • Whistleblowers who provide information in good faith will be protected. However, if it is found that the whistleblower report is false or maliciously intended to harm others, such as filing personal grievances, causing internal discord, or providing information for personal gain, the Company shall take disciplinary action under its work regulations and may pursue legal action to protect the reputation of the Company and affected individuals.
  • The Company shall not disclose the name, surname, address, or any other information that could identify the whistleblower or individuals cooperating in the investigation.
  • Individuals receiving whistleblower reports or involved in the investigation process must maintain confidentiality and are prohibited from disclosing information unless necessary. If disclosure is required, it must be done with due consideration for the safety of the whistleblower, cooperating parties, information sources, and other related individuals.
  • If a whistleblower or cooperating individual believes they may be at risk of harm or damage, they may request the Company to implement appropriate protective measures. The Company may also consider implementing protective measures proactively if it deems there is a risk to the safety or well-being of the individuals involved.
  • No one is permitted to retaliate, intimidate, or harass a whistleblower or cooperating individual who acts in good faith. Any violation shall be subject to disciplinary action in accordance with the Company’s rules and regulations.

  • Upon receiving a whistleblower report through the channels specified by the Company, the Internal Audit Department shall record the receipt of the report and notify the whistleblower (if applicable).
  • The Internal Audit Department is responsible for initially investigating the information and evaluating the basis of the whistleblower report thoroughly, to establish the facts within 30-60 days. The considerations are as follows:
    • If the matter is not complex:The Internal Audit Department, together with the Human Resources Department, shall handle it according to the Company’s regulations and report to the Audit Committee.
    • If the matter is complex and/or there is reasonable suspicion of serious wrongdoing: The Company shall appoint a Investigation Committee, consisting of supervisors from relevant departments, Human Resources, Legal, and at least one additional member from another department.
  • The results of the investigation shall be summarized and reported back to the whistleblower (if applicable). A summary of the investigation, including any disciplinary actions, shall be reported to the Executive Committee for approval. The Internal Audit Department shall compile and summarize all whistleblower reports and investigation results, present them to the Audit Committee quarterly, and the Audit Committee shall report to the Board of Directors for acknowledgment.

The whistleblower policy shall be reviewed at least once a year and updated (if necessary). Any updates shall be submitted to the Board of Directors for approval.