Employee's Remuneration and Welfare Policy
The company has an Employee Remuneration and Welfare policy and adheres to basic rights that employees are supposed to receive by taking into consideration appropriateness, fairness, knowledge, ability, as well as the individual performance of each employee. This policy aligns with the company's short-term and long-term operational results, as well as the industry average. Furthermore, employee compensation must be suitable for business expansion and the growth of the company.
Guidelines
- The employees’ remunerations should be appropriate to the business expansion and the Company’s growth, by taking into account the ability to pay the said remuneration, such as the annual performance evaluation, the Company's strategic plan evaluation for the period of 3 years or 5 years, etc.
- Total remuneration which the employees received in cash from the Company are salary and other income, bonus, providence fund and professional fee.
- Established provident fund in the Company’s name for all the Company’s employees. The employees can contribute at 5-15% of their salaries since starting investment, while the Company shall contribute to the fund at the amount 5-10% of employees’ salaries, depending on their working duration. The purposes are for the employees’ capabilities to select individual investment as appropriate.
- The Company has provided various benefits for employees according to the law.
- The Company has adjusted and increased its welfare and fringe benefit offering to the employees, for example, healthcare payments, group life and accident insurance and annual health check for employees, and other types of financial and non-financial assistance such as funds for the funeral arrangements of employees, their parents, children or legal spouse, the marriage, the monk ordinations, emergency loan, preparing reliable sources providing the loan with special interest rate for housing, etc.