Employee Well-being
GC is committed to becoming a Happy and Zero Accident Organization by providing a work environment and workspace that exceed legal safety requirements. At the same time, various projects have been organized to uplift employee’s happiness and well-being based on the principles of sustainability, which includes both their well-being while working with the company and after retirement.
The company adopts the principles of Thai Labor Standard (TLS 8001-2010) and international human rights standards as guidelines for employee care, placing employees' quality of life as a top priority. This includes providing fair compensation to ensure a living wage for employees and their families, as well as ensuring equal remuneration for men and women. Additionally, to support employees in achieving work-life balance, the company sets a maximum of 8 working hours per day and avoids or reduces overtime or excessive working hours unless absolutely. Employees are also entitled to annual paid leave in accordance with legal requirements. In the event of termination, the company sets minimum consultation and clear notification periods in all cases of mass terminations. Furthermore, the company has established a Welfare Committee in the workplace to oversee labor rights, employee welfare, and working conditions, as well as to listen to employees’ opinions and suggestions.
The company expresses its intention to apply this commitment throughout GC business and operations across supply chain. It also promotes the adoption of commitment by suppliers, contractors, and other key business partners to be aware of and committed to ensuring the well-being and sustainable quality of life for their employees.
In the past year, GC realizes the need to care for employees’ health and well-being. GC has supported the well-being of employees during such a time of crisis through various healthcare projects, with emphasis on ergonomics and stress management.
Employee Health & Well-Being Program
GC is aware of the changes in the current business sphere. In addition to developing employee skills and capabilities, GC also cares for their well-being and good working experience. GC has conducted many programs that support wide-range benefits as required by law and beyond legal requirements e.g., life insurance, health care, disability, parental leave, retirement provision, stockownership, etc., including a work from anywhere procedure. Moreover, GC adjusts to new work formats quickly and sustainably in line with GC’s business operations.
Work From Anywhere
To allow employees greater flexibility in their work and to align with changing work patterns while promoting quality of life, the company has implemented Work From Anywhere (WFA) as a work model starting from July 1, 2023. This applies to employees whose tasks can be effectively completed through information technology. The decision is at the direction of managers and above, and employees must be able to return to their respective offices (in Bangkok or Rayong) within 2 hours if needed.
Flexible Working Operations
We have policy to offer and support flexible working hours and to allow employees to work at home, so long as this can be done in a way that meets the needs of the business and there is continued compliance with the needs of employees and changes in circumstances.
Family Support
The company policies are also extended to cover the well-being of our employees and their families as well.
- GC provides 10 breast-feeding rooms in all company sites and support employees who are pregnant or recently have children.
- GC provides health insurance for employees and their families, with flexible healthcare benefits, allowing employees to choose medical coverage for their spouse, children, or parents.
- GC is considering expanding vaccine coverage to include vaccines such as the BCG vaccine for tuberculosis, the HPV vaccine which helps prevent cervical cancer, and the rotavirus vaccine (ROTA).
- GC also provide health assurance for employees and their families i.e. spouse and children. We also support tuition fees for employees’ children from kindergarten school to university (age not over 22 years old).
Paid Parental Leave
- Female employees have the rights to leave for childbirth, not more than 98 days and to receive wages during the leave but not to exceed 70 days, which is beyond Thai’s Labour Laws. If a pregnant employee holds a first class medical certificate that shows the employee cannot work on the usual duty, the employee has the right to ask an employer to change a job on a temporary basis before or after birth.
- Male employees have the rights to parental leave for take care of their family for up to three working days per child, which is beyond Thai’s Labour Laws and to receive wages on the day of leave.
- Employees can apply for additional personal leave or annual leave to care for family members (i.e., children, spouse, parents). The company will consider the suitability on a case-by-case basis.
- Employees are entitled to 15 days of annual leave each year. During the annual leave, employees will continue to receive their regular wages. This annual leave entitlement is separate from sick leave as required by law.
Compensation and Welfare Management
As a policy, GC offers competitive remuneration and benefits to its employees compared to leading companies in the same industry. The Company participates in the remuneration survey specifically for the petrochemical industry, which is GC’s benchmark, conducted by the benefit and compensation consultants every year, to obtain information and maintain competitiveness. The Company uses the survey data to determine employee compensation to ensure that all employees receive living wages that are at or above the cost-of-living estimates or relevant benchmarks, and sufficient to support both themselves and their families.
In addition, the appropriate remuneration is determined in accordance with the performance and duties to create utmost efficiency and effectiveness for both the Company and the employees. The salary structure is determined according to job level and position, taking into account fair remuneration regardless of gender. The Company also routinely monitors the gender pay gap to ensure equal remuneration for men and women.
Working Hours Practices
GC oversees and monitors employees' working hours in compliance with regulations, rules, and applicable laws, setting the working hours not to exceed 8 hours per day and ensuring that the total working hours do not exceed 48 hours per week, with employee health and occupational safety being the top priorities.
Moreover, GC does not encourage overtime work, work on holidays, or overtime on holidays, except in necessary cases. In such cases, total overtime hours must not exceed 36 hours per week. The Company ensures that employees are fairly compensated for overtime work based on the actual number of hours worked, which are accurately recorded in the system.
Additionally, GC has projects aimed at enhancing the work environment and atmosphere, These projects also aim to support well-being by promoting a happy working environment, focusing on health, mindfulness, and wealth. Examples include the Go Fie Together 2024, Happy Life, Well-Being, Medical Treatment Support, and NCD Clinic Plus.
Go Fit Together 2024
GC has implemented the Go Fit Together 2024
GC has implemented the “Go Fit Together” program to promote the physical and mental well-being of employees. Good health not only enhances employees’ quality of life, strengthens their bodies, reduces stress, and lowers long-term health risks, but also improves work performance and contributes to the overall success of the organization.
The “Go Fit Together” program features activities designed to encourage employees to exercise regularly, including a calorie-counting competition. This initiative not only motivates employees to care for their own health, but also fosters team engagement, strengthens relationships among colleagues, and supports effective collaboration. The Company is committed to building a strong foundation for employee wellness, promoting good health and happiness in both personal and professional life.
Happy Life
GC conducts Happy Life, which is one of the workplace stress management projects, to promote quality of life and EQ helps counseling employees with personal issues that may affect performance in areas such as anxiety, stress at work, conflict in the workplace and financial or legal anxiety by providing professional, confidential counseling on social and mental health issues. Participation is voluntary and typically self-referred.
GC’s Happy Life Service consists of three types; 1) Consulting by 24 hours telephone for promptly personal advice 2) Privately consulting on diverse stress management programs such as stress awareness, stop smoking, crisis management, etc. 3) Annual booth activity, to create awareness of their own mental state.
Well Being
GC has conducted numerous employee physical and mental health care programs by offering various special benefits, arranging activities to talk with medical personnel, and building fitness facilities (Sport & Health Initiatives) in Bangkok and Rayong areas to ensure employees’ happiness and well-being while they work with the organization. Examples of projects in the past year include:
Flexible Benefits
Employees can exchange their vacation days for points which can be used to redeem a variety of benefits according to each employee’s needs, such as medical expenses that are beyond the company’s coverage, health promotion expenses, utilities expenses and support for work-from-home, and costs related to knowledge development and quality of life promotion, etc. Also, GC has expanded options to support remote work and to accommodate different generations.
Health Talks
Organizing training sessions on common diseases in today’s society, such as heart health care, and care during changes in weather conditions and exposure to PM2.5 air pollution for employees by medical personnel who offer lectures and advice on how to live a proper life far from disease.
Growth Mindset for Success
Organizing knowledge-sharing activities and workshops to encourage employees to better understand themselves and raise awareness of the ongoing changes. These changes present significant challenges that require personal development and adaptation, alongside cultivating new habits that support sustainable growth and resilience amid continuous transformation.
GC Well Being Day 2024
Organizing activities to foster good relationships between executive management and employees through meetings and collaborative events. At the same time, the company promotes and supports employees in gaining holistic health knowledge covering physical health, mindfulness, and wealth. The focus is on encouraging behavioral changes related to consumption habits, exercise to prevent and address health issues, stress management, and effective financial management.
Medical Treatment Support
The Medical Treatment Assistance initiative has been carried out in conjunction with the annual employee health check-up program. Through this project, GC works to ensure that employees receive appropriate medical care in an effort to reduce their health risks, financial burden and treatment time. The Medical Treatment Assistance project is carried out under the following steps.
NCD Clinic Plus
Continuous analysis of employee health data reveals a rising trend in health risks related to non-communicable diseases (NCDs), with an increasing annual risk of cardiovascular diseases. Therefore, GC performs intensive health checkup for employees and categorizes them according to their risk of contracting such diseases in the future. In order to provide appropriate and effective healthcare measures, employees who have been assessed for health risks are classified into 3 groups, namely high risk, medium risk and low risk.
| Risk Group | Care Measures |
|---|---|
| High Risk |
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| Medium Risk |
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| Low Risk |
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Employee Engagement
In addition to ongoing employee well-being programs, GC also monitors the implementation results of such programs through employee satisfaction and employee engagement surveys. The surveys were prepared and developed according to the Kincentric Model which is a comprehensive multi-dimensional evaluation model. In the 7 Core Experience Elements, there are factors such as enabling tools and work processes, managing and support from supervisors, developing personnel, connecting internal relationships, recognizing through evaluation and rewards, leading by senior executives, and performing in company efficiency.
GC conducts an annual employee survey. The details of employee metrics used to measure employee engagement as well as examples of the assessment results in some dimensions are as follows:
| Dimension | Job Satisfaction |
|---|---|
| Sample of Metrics: |
|
| Result of Survey | 88% of respondents satisfied with the job. |
| Actions to Improve the Job Satisfaction Rate | Communication by senior executives through CEO Townhall activities helps convey the company's direction and strategy, motivating employees to drive operations towards the organization's goals. |
| Dimension | Purpose |
|---|---|
| Sample of Metrics |
|
| Result of Survey | 74% of respondents has a sense of purpose. |
| Action to Improve the Purpose Rate | Corporate Culture Promotion Project focusing on the professional collaboration between employees and their growth alongside the organization to create sustainability. Sub-projects include Leadership Showcase: Senior executives set a good example in fostering a company culture both within and across departments, GC Culture Camp: For new employees to understand the company culture, facilitating onsite reconnection among staff, Change Agent Showcase: Involving learning exchanges with recipients of the GC SPIRIT Award. |
| Dimension | Happiness |
|---|---|
| Sample of Metrics |
|
| Result of Survey | 78% of the respondents feeling happy in the workplace. |
| Action to Improve the Happiness Rate |
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| Dimension | Stress |
|---|---|
| Metrics |
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| Result of Survey | 73% of respondents feel capable of managing stress at work. |
| Actions to Improve the Stress Rate |
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Performance Summary
Based on the abovementioned performance and assessment results, employee engagement level in 2024 stood at 77%.
Employee Engagement Survey Result
Performance
Target
| Performance | Target 2024 |
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|---|---|---|---|---|---|
| 2021 | 2022 | 2023 | 2024 | ||
| Employee engagement Survey Result (%) | 72 | 65 | 65 | 77 | 68 |
| Employees who Responded to the Survey Ratio (%) | 98 | 97 | 98 | 99 | |
(%)