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SET: AP
10.50 Baht
-0.10 (-0.94%)
TH

Whistleblower Policy

AP (Thailand) PCL and affiliated company prioritize the whistleblowing process, allowing employees and stakeholders to report to the Board of Directors any information which is in contrary or in doubt against the law, ethics, violation of right or fault in the internal control system. The whistleblowing channels, procedures, operation and whistleblower protection measure including those who participate in truth interrogation are set in place. For this reason, the Company has established the Whistleblowing Policy to be consistent with the Anti-Corruption Policy in accordance with the good corporate governance.

The Company means AP (Thailand) Public Company Limited and affiliated company

Clue means the information relates to behaviors of a person which may be illegal or contrary to the Company's business ethic, including any acts which are intended to corrupt, fraud, or that may cause damages to the Company or any other entity.

Executives means directors, chief executive officer, chief director, vice chief director, and chief executive officer, or equivalent position and higher.

A supervisor is an employee who has an authority to order, supervise, or control work in order to ensure consistency with the Company policy, as well as to have an authority to impose the disciplinary measure issuing a penalty to employees.

Employee means an employee according to the company's regulations.

Third parties include shareholders, customers, suppliers, creditors, competitors, and the general society.

The Fact Interrogation Committee is a person appointed by the Chief Director to investigate a fact. The board includes a supervisor from related departments, a delegation from Human Resources, the Legal Department, and at least one director from other departments.

The Company has provided channels for reporting information as follows:

  • The clue information must be true, precise for further investigation. It could cover the behavior which is considered as severe offense, for example, corruption related to the Company both directly or indirectly, violation of the Company's business ethics, intentional act to cause defamation, damages to the reputation or loss of benefit to the Company.
  • The information received will be kept confidential, where names of whistleblowers remained anonymous. However, the Company encourages whistleblowers to show themselves to the department receiving the information they are receiving. They should provide adequate information and evidence. The whistleblowers are protected under our measure regardless of our employees or the third party.
  • If the identity is not disclosed, the Company will consider the existing fact or evidence to be adequate and precise. The information reported without sufficient witness, evidence or wrongful act for further investigation will not be considered. This should include the matter which has been considered through roughly and fairly, but without significant and reliable evidence.
  • The duration for processing depends on the complexity of the matter and adequacy of the evidence received from the whistleblower, as well as evidence and explanation of the complainant.

The Company refrains from any unfair treatment toward its employees, contractors or temporary staffs such as change of position, work scope, or place of work, suspend work, threatening, disturbing, dismissal or any other action defined as unfair treatment based on the ground that such person provide information, cooperate or help in good faith.

  • The whistleblower in good faith will be protected. A false reporting with an intentional to cause damages to the other, for example, a complaint on personal matter or a complaint made with an intention to cause division against within the organization, is subject to the disciplinary penalty under the work regulation, and will be prosecuted according to the law in order to protect the Company's reputation and those being accused.
  • The Company will not disclose name, surname, address or other information which identifies the identity of a whistleblower or those who participate in the fact investigation.
  • A recipient of information or a person involves in the fact investigation process must keep relevant information confidential and may disclose as deemed necessary, taking into consideration the safety and damages of the whistleblower or those who participate in the fact investigation process, source or information or associated persons.
  • In case a whistleblower or those who participate in the fact investigation feel unsafe or potential damages, such person may require from the Company to impose an appropriate protection measure. Moreover, when it is considered that the matter is likely to cause collateral damages or insecurity, the Company may impose a protective measure without request from the said person.
  • Any person that responses to the whistleblower or those who participate in the fact investigation process in good faith is subject to the disciplinary penalty under the Company regulation.
  • Those who are suffered or damaged from the clue reporting process will be compensated by the Company with proper and fair treatment, case by case.

  • After receiving a reporting via various channels provided, the Internal Audit will record the matter and notify the whistleblower (if any).
  • The Internal Audit is responsible for searching considering the cause of reporting in a primary stage, strictly to find out the truth within 30 - 60 days. Followings are the consideration criteria.
    • Simple case - the Internal Audit and Human Resource proceed in accordance with the Company regulation and report to the Audit Committee.
    • Complex case and/or in doubt in severe offense - the Company will appoint a Fact Interrogation Committee which includes a supervisor from related departments, a delegation from Human Resource, Legal Department and at least 1 director from other departments.
  • The fact interrogation process is summarized and reported to the whistleblower (if any). The operation result and penalty issued is reported to the Executive Committee for consideration and approval. Eventually, the Internal Audit will collect and summarize the case and investigation result and submit to the Audit Committee on a quarterly basis. After that, the Audit Committee will report to the Board of Directors for acknowledgement.