LABOR-MANAGEMENT COMMUNICATION CHANNELS

Labor-Management Meeting _^Quarterly

Disseminate information on the Company’s future development, operational strategies, significant updates, and measures to ensure that employees understand and provide feedback. Also, facilitating communication, coordination, and resolution of labor-management related issues and grievances.

Departmental Meeting _^Monthly

Conducted monthly to disseminate Company operational strategies and major updates, allowing employees to provide feedback.

Employee Welfare Committee _^Quarterly

Employee welfare planning, coordination, and utilization.

Occupational Safety and Health Committee _^Monthly

Meets quarterly to review, coordinate, and suggest occupational health and safety-related matters.

Performance Evaluation and Interview _{^{Twice a year}}

Through performance interviews, employees can reflect on their work issues so that the Company can clearly express work requirements and expectations and provide timely counseling and assistance.

EGAT values the employees’ right to association. However, due to the absence of a request from the labor union to negotiate a collective bargaining agreement, one has not been signed to date. Additionally, in the event of changes in company operations, EGAT adheres to legal requirements by providing different notice periods for employees with varying lengths of service: 10 days’ notice for those with over 3 months but less than a year, 20 days for those with over one year but less than three years, and 30 days for those with three years or more.

RESPECT FOR DIVERSITY AND INCLUSION

In addition to providing equal protection regardless of gender, religion, or race, EGAT actively promotes inclusivity and respect through various systems, activities, and training programs. To uphold gender equality, EGAT has implemented a flexible working hours system, allowing employees with children under the age of three to request adjustments to their work schedules as needed.

In 2024, EGAT organized a Vietnamese Employees Care Day for Vietnamese employees, inviting foreign labor agency representatives and Vietnamese colleagues to participate together, aiming to enhance understanding of different cultures. Approximately 24 employees from the Guanyin Branch participated in this event. Furthermore, EGAT also hosted a Family Day, allowing employees to bring their family and friends to visit the company, bridging the gap between the workplace and home. Around 900 people attended the Family Day event.

Family Day

Vietnamese Employees Care Day

Prevention and Handling of Sexual Harassment, Sex Discrimination, and Bullying

To prevent and address workplace harassment, gender discrimination, and bullying, EGAT has established regulations and procedures such as the “Directions for Prevention and Management of Unlawful Infringement in the Performance of Duties”. In 2024, new employees received training on gender equality and sexual harassment prevention, with a total of 500 participants. During the same year, one case of sexual harassment was reported and addressed in accordance with internal procedures.

Sexual Harassment and Sex Discrimination Complaints and Handling Procedures

1. Investigation
   If necessary, a “Sexual Harassment Investigation Task Force” will be established within 7 days of the date of the complaint, and the investigation and deliberation will begin.
2. Follow-up and Notification Resolution
   For sexual harassment cases, if the complainant is an employee of the Company and the complaint is found to be substantiated, the complainant will be subject to disciplinary measures or otherwise dealt with in accordance with the relevant provisions of the Company’s management rules and regulations.
   A decision should be made within 1 month from the date of receiving the complaint, with a possible extension of 10 days, if necessary, limited to two extensions, and the parties involved should be notified.
3. Objections and Appeals
   If the complainant or the person against whom the complaint is filed has any objections to the resolution of the complaint, he/she may file a written complaint within 20 days from the day after he/she receives the written notice.

Handling of sexual harassment and gender discrimination cases

In 2024, EGAT recorded one case of workplace sexual harassment. Following investigation, the complaint was not substantiated; however, personnel reassignment was implemented to separate the complainant and the respondent into different work areas as a preventive measure.

Bullying Complaint Procedures and Handling Procedures

1. Investigation
   Upon receiving a complaint, the Company takes immediate action. If the case is deemed valid, an Anti-Bullying Committee must be formed within 3 working days to begin investigation and review.
2. Follow-up and Notification Resolution
   For bullying cases, if the respondent is a Company employee and the allegation is found to be substantiated, disciplinary action or other appropriate measures will be taken in accordance with the Company’s internal management regulations, based on the severity of the case.
   A resolution must be reached within 30 working days from the date the complaint is accepted, with the outcome and any planned corrective actions clearly communicated to both the complainant and the respondent.
3. Objections and Appeals
   If either the complainant or the respondent disagrees with the resolution, they may file an appeal within 20 working days upon receiving the notification.