Social responsibility policy

Sustainability management in the social dimension

1)      Human rights policy

The Company respects the dignity of employees in the Company’s workplace and the Company will work to ensure that the employees of the Company have the right to personal safety as well as having the right to have a safe workplace that is clean and hygienic. The Company has established a human rights policy with details as follows;

• Policy on the use of forced labor : The Company does not engage in or support all forms of forced labor and will not request or receive insurance deposits, identity cards, or any other identification documents from employees, whether upon entering work or accepting to work or as a condition of admission to work, unless otherwise exempted by law. The Company will not use physical punishment or threats of violence or other forms of physical, sexual, psychological, or verbal abuse as a disciplinary or controlling measure.
• Child Labor Policy : The Company will not employ or encourage the recruiting of children under the age of fifteen and will not provide or support child labor to do work that is detrimental to health or in an environment that may pose danger to health and safety.
• Policy on the use of female labor : The Company must not allow female employees to do work that is harmful to health or body as required by law. The Company must arrange for pregnant female employees to work or be in an environment that is not harmful to the health and safety of pregnancy. The Company will not terminate employment, demote, or reduce the benefits of female employees because of their pregnancy.
• Discrimination Policy : The Company does not commit or encourage discrimination in employment, wages and work compensation payments, welfare, opportunities for training and development, consideration for promotion, termination, or retirement from work. The Company will not interfere, interrupt, or take any action which affects the exercising of rights or practices of the employees on account of differences in nationality, religion, language, age, gender, marital status, personal sexual orientations, disability, HIV infection, being an AIDS patient, being a union member, being on an employee committee, preferences on political parties, or other personal ideas.
• Policy on Freedom of Association and Collective Bargaining : The Company will respect employees’ rights in association, collective bargaining, selection or election of facilitating representatives, and will treat that representative equally to any other employee.
• Social responsibility and labor policy : The Company is committed to ensuring that all employees of the Company perform their work with standards under protection and fair treatment on the basis of society and according to the provisions of the labor law on labor protection, labor welfare, labor relations and safety, occupational health and working environment, and related regulations which will be reviewed regularly to develop and improve accordingly.
• Policy on employee responsibility in relation to harassment and or sexual harassment, including the use of violence against women : The Company has measures to prevent employees of the Company from being harassed and sexually harassed by expression of words, gestures, physical contact or by any other methods, including the use of violence against women. If an employee is threatened and/or being sexually harassed, the Company will take strict disciplinary action against those who violate the Company’s regulations on working.

Practices

• Strictly comply with all laws, regulations, policies, and procedures related to human rights.
• Regularly review policies, management plans, and follow-up on human rights performance.
• Disclose the Company’s human rights information accurately and transparently.
• Educate and support activities raising awareness of human rights.
• Provide channels for complaints of human rights violations and treatment of workers to find ways to prevent and mitigate their impacts.

Impact Assessment

The Company conducted a human rights risk assessment and found that in the past year, it did not find any significant human rights risks that could have a serious impact on the Company. However, the Company continued to monitor and conduct human rights risk assessments while complying with relevant regulations as required by law.

Complaint Mechanism and Impact Mitigation Measures

The Company has established a complaint mechanism and impact mitigation measures that may arise from human rights violations or unfair labor treatment to ensure that the Company’s human rights management is effective in controlling the impact by providing a channel for those affected by dissatisfaction or unfairness to file a complaint through the investigation process and consider the process of settling the complaint, including a fair remedy process for all parties.

Whistleblowing Channel

• The notification channel for violations and complaints is the CPI Hotline system via telephone number 02-034-0284. This is an information/complaint channel service operated independently by an external service provider on behalf of “Chumporn Palm Oil Industry Public Company Limited.”
• In cases where employees suspect or reasonably believe there is any misconduct or violation, employees can report directly to their supervisors in their respective departments immediately. Alternatively, they may submit complaints to the following individuals: supervisors at all levels, the Director of Internal Audit, the Director of Human Resources Management, the Company Secretary, or the Company’s Board of Directors.

Target

There are no complaints related to human rights violations.

Performance

The Company regularly monitors and evaluates operations according to laws, regulations, and procedures related to human rights. The Company appoints representatives of employees to perform work in accordance with the Thai Labor Standards (Mor Ror Tor. 8001), to coordinate and communicate with senior executives, and to take actions related to compliance with the requirements of Thai labor standards. And approved the establishment of Workplace Welfare CommitteeW under the Labor Protection Act B.E.2541 (1998) for supervison, consultation, complaint and discussion for the employees and the Company on welfare, benefits or changes in rules and regulations that impact employees.  In 2024, the Company had no human rights complaints.

Major human rights disputes over the past three years

The Company has not had a major human rights dispute in the last 3 years.

Holiday Rights Information

Details	Unit	legal rights	Rights that the Company given to employees
			2024	2023	2022
The number of days for child support for female employees	days	98	98	98	98
employees taking maternity leave and receiving child support	persons		6	12	4
Employees returning to work after taking maternity leave and receiving child support	persons		5	11	3
Employees returning to work after taking maternity leave and receiving child support and continuing to work for the Company for a period of 12 months	persons		5	11	3
Traditional holidays	days	not less than 13 days per year	17	16	16
Annual vacation	days	not less than 6 days per year	6-12	6-10	6-10
Business leave	days	3	6	6	6

 

2)      Recruitment policy, compensation and benefits management, development and treatment of employees

The Company believes that the employees of the Company are valuable resources and are one of the main factors that will lead the Company to achieving its goals and success. The Company treats employees fairly based on human rights principles and take the employees’ needs into consideration to create a good relationship between employees and the Company. The Company aims to support and promote the development of knowledge, competence, skills as well as continuously enhancing of the potential of employees at all levels while managing to achieve stability and progress in the career of employees.

Practices

• Recruit with an efficient selection system and employment conditions that are equal and fair to acquire employees who are fully qualified, of quality and honesty that meet the standards required by the Company.
• Evaluate performance and manage remuneration based on the suitability of roles, duties and responsibilities and the competence of individual employees. Provide fair and proper welfare to employees, including taking care and improving welfare to be appropriate and up to date in line with the performance of the Company and the conditions of the economic, social and employment market in the same industry.
• To provide the development to employees of all levels and lines of professions thoroughly, sufficiently, and continuously on the basis and the suitability of roles, duties and responsibilities. The Company will cultivate employees to have a sense of morality, volunteer spirit, conservation of nature, community, and environment, and to be aware of anticorruption of all forms.
• Promote and foster a culture of teamwork to build unity and solidarity of the organization along with cultivating and creating awareness among employees to have work discipline.
• Cultivate employees awareness and encourage employees to perform their work in a safe and hygienic manner. Create a good working environment and conditions so that employees can work happily as if they were a family and are able to manage the balance between work life and personal life appropriately.
• Ensure management is done according to the standards of the occupational health and safety management system, including an environmental management system in line with international standards for the superior quality of life of employees.
• To care for employees thoroughly, equally, and fairly, to honor, respect and protect the personal rights of employees from being violated to support and promote the right of expression and expressing opinions of employees, as well as to consider and respect the difference in their point of views.
• Provide a complaint system and various channels for whistleblowing of behaviors that are inconsistent with the Company’s code of conduct or all forms of corruption. In addition, there is a system to protect such employees or complainants from being harassed, punished, or suffering from complaints (Whistleblower Policy).
• Promote and provide various channels for disseminating information and news to employees in order for employees to acquire information so that they have the knowledge and understanding of business operations and are informed of the Company’s business performance on a regular basis.

Target

There is no complaints related to labor.

Performance
• The Company has recruited with a selection system and has conditions for efficient, equitable, and fair employment.
• The Company evaluates performance and administers remuneration by considering the suitability of the roles, duties, responsibilities, and abilities of employees individually.
• All employees are developed at all levels.
• In 2024, the Company has no labor complaints

Major labor disputes in the past 3 years

The company has not had a major labor dispute in the last 3 years.

Employees as December 31,2024

Level		Male		Female		Total
		persons	(%)	persons)	(%)	persons	(%)
Employees at Bangkok Office
	Executive and Manager	10	1.20	11	1.32	21	2.51
	Supervisor	6	0.72	11	1.32	17	2.03
	Professional staff	7	0.84	10	1.20	17	2.03
	Operational staff	7	0.84	2	0.24	9	1.08
Employees at Chumporn Office
	Executive and Manager	9	1.08	2	0.24	9	1.08
	Supervisor	40	4.78	31	3.71	71	8.49
	Professional staff	36	4.31	36	4.32	72	8.61
	Operational staff	398	47.61	218	26.08	616	73.68
Total		513	61.36	323	38.64	836	100

 
Employee data by age range

Age		Male		Female		Total
		persons	(%)	persons)	(%)	persons	(%)
50 years old and above		81	9.69	45	5.38	126	15.07
30-50 years old and above		292	34.93	182	21.77	474	56.70
Less than 30 years old		140	16.75	96	11.48	236	28.23
Total		513	61.36	340	38.64	836	100

In 2024, the Company is required to employ 9 disabled employees (according to the number of employees as of October 1, 2023, with a total of 914 employees). The Company has hired four disabled employees at the operational level and has completely sent money to the Fund for Promotion and Development of the Life of Persons with Disabilities in the amount of 598,600 baht.

Remark:        According to the Empowerment of Persons with Disabilities Act (No. 2) B.E. 2556 (2013)

• Article 33: Employers or business operators and government units shall employ persons with disabilities according to the nature of work in the ratio of 1 disabled person per 100
• Article 34: Employers or business operators who fail to employ persons with disabilities according to Article 33 shall contribute money to the fund at the minimum wage rate multiplied by 365 days and the number of disabled persons they are required to employ.

New employee for 2024

Level		Male		Female		Total
		persons	(%)	persons	(%)	persons	(%)
Employees at Bangkok Office
	Executive and Manager	1	1.09	0	0.00	1	1.09
	Supervisor Professional staff	0 3	0.00 3.26	0 1	0.00 1.09	0 4	0.00 4.35
	Operational staff	0	0.00	0	0.00	0	0.00
	Disabled	0	0.00	0	0.00	0	0.00
Employees at Chumporn Office
	Executive and Manager	1	1.09	0	0.00	1	1.09
	Supervisor Professional staff	0 7	0.00 7.61	2 9	2.17 9.78	2 16	2.17 17.39
	Operational staff	44	47.83	24	26.09	68	73.91
	Disabled	0	0.00	0	0.00	0	0.00
Total		56	60.87	36	39.13	92	100

Remark The Human Resources Department has implemented the policy of hiring government employees by considering the work history of the applicants in order to select and present for approval the hiring of new employees. In 2024, the Company did not select and hire government employees as Company employees, and the new employees approved for hiring as Company employees have not been government employees in the past 2 years.

Employee resignations in 2024

Level		Male		Female		Total
		persons	(%)	persons	(%)	persons	(%)
Employees at Bangkok Office
	Executive and Manager	1	0.76	1	0.76	2	1.69
	Supervisor Professional staff	0 1	0.00 0.76	0 3	0.00 2.29	0 2	0.00 3.39
	Operational staff	0	0.00	0	0.00	0	0.00
	Disabled	0	0.00	0	0.00	0	0.00
Employees at Chumporn Office
	Executive and Manager	1	0.76	0	0.00	1	0.85
	Supervisor Professional staff	2 10	1.53 7.63	3 6	2.29 4.58	5 62	0.85 4.24
	Operational staff	61	46.56	29	22.14	90	76.27
	Disabled	0	0.00	0	0.00	0	0.00
Total		76	58.02	42	32.06	118	100

Employee Relationship Promotion and Retention

The company encourages employee involvement at all levels through various activities, such as organizing Town Hall Meetings for employees to exchange ideas with senior management, Walk Rally activities to promote teamwork The company also promotes learning within the organization by organizing study visits on topics such as machinery, safety, and the environment. Strategies are in place to retain talented employees, starting from their first day of work, through ongoing training, communication with employees, management, and organizational leaders in a consistent and transparent manner. Employees at all levels are encouraged to develop themselves and adapt to changing business environments, while fostering strong internal bonds to retain employees, who are vital resources for driving the business toward sustainable growth.

Practices

• Rewarding and giving good praise are positive motivators that make employees feel motivated to do their work and that what has been done is correct according to the Company’s methodology.
• Giving employees opportunities to suggest methods and ideas to get involved in the work so that they feel that they are part of the Company’s success.
• Organizing an onboarding program for new employees to learn and understand the production process from upstream to downstream, as well as the essence of the business they are working with.
• Increasing online communication channels so that employees at all levels can access information, make complaints, or seek advice anytime and anywhere.
• Communicating to enable employees to understand and see their career growth path to the path of becoming corporate executives.

Practices

In 2024, the Company implemented the following:

• Organized the professional palm plantation management programs as part of the Onboarding Program in order to enable employees to learn and understand the source and maintenance of palm plantations to provide the highest quality yield.
• Created a communication channel via Line OA under the name “CPI Connext” as a communication channel accessible to all employees.
• Organized activities to communicate with talent pool employees to understand their career development path and growth path to management positions in the organization.
• Organized a Town Hall Meeting by selecting a group of operational-level employees to participate in listening and exchanging ideas between employees and the management.
• Organized a Walk Rally to build relationships with employees and give employees the opportunity to express their likes and dislikes within the organization for further improvement.
• Organized study visits to provide employees with opportunities to exchange knowledge between organizations and build networks for knowledge sharing.
• The company has used the Training Road Map as an important guideline to create Individual Development Plans (IDP) to ensure continuous potential development, with the following steps:
   Identify the skills and competencies required for each position.
   Define a training roadmap to build knowledge and experience in appropriate stages.
   Incorporate various learning methods, such as training, job coaching, and hands-on projects.
  

Employee Turnover Rate
The employee turnover rate for the year 2024, as of December 31, 2024, was 11.72%, an increase from the previous year’s rate of 11.48%. Although the turnover rate has slightly increased compared to 2023, it is still lower than the average turnover rate of the agriculture and food industry, which is 17%. The company aims to reduce the turnover rate to remain below the industry average while enhancing human resource management to support the organization’s long-term sustainability and growth.

Details	Units	2024	2023	2022
Total number of employees voluntarily resigned	persons	98	105	107
Percentage of total number of employees voluntarily resigned to all employees	%	11.72	11.48	12.43
Number of male employees voluntarily resigned	persons	61	61	64
Percentage of male employees voluntarily resigned	%	7.30	6.67	12.05
Number of female employees voluntarily resigned	persons	37	44	43
Percentage of female employees voluntarily resigned	%	4.43	4.81	13.03
Significant labor disputes to the business	yes / no	no	no	no

3)      Policy for training development for directors, executives and employees.

The Company realizes and recognizes the value of personnel at all levels from their first step of entering to work in the organization. Therefore, the Company places importance to human resource development and continually promotes the growth of employees at all levels with a variety of human resource development approaches. A suitable annual training plan is set for the Board of directos, the management and employees at various levels including the importance of preparing successors to support important positions that will be retired within 5 years within the organization. It is also to provide opportunities for internal personnel to learn and grow. Furthermore, the Company emphasizes regular training to provide knowledge on skills used in the production process and in the area of occupational safety. Such personnel development is conducted as training both inside and outside of the organization in order to promote personnel to have skills, knowledge, ability, and to be ready to drive the organization towards the target goals. In addition, the Company places importance on training and instilling employees of all levels to be aware of the anti-corruption issue. It is the main policy that must be operated and reviewed to be carried out on a regular and continuous basis.

Operational framework for sustainable development of employee skills and career opportunities

• Emphasis on the recruitment of personnel whose attributes align with the work and corporate values, including preparing them before becoming employees.
• Developing the capability of the personnel after being appointed as employees.
• Development of high-potential personnel and future succession planning.
• Evaluation of the implementation of employee capabilities development.
• Care and opportunities for retired personnel.

The Process of developing high-potential employees

• Selection of employees who meet the primary criteria.
• Capacity assessment.
• Performance summary.
• Report on selection results and capacity development plan.
• Assessment and monitoring of development progress.
• Reporting the development progress to the Board.

Performance in the Past Year

In 2024, the Company provided internal and external training to employees at all levels to foster comprehensive employee potential development and organized a Leadership Development Program to prepare executives, who are the key forces of the Company to deal with future challenges.

Training for Director in 2024 
Dr.Apichai Boontherawara
• ESG in the Baordroom : A Pratical Guide to Board (ESG) No. 3/2024
• Board Nomination and Compensation Program No. 19/2024

Hours of training for employees

Details	Units	2024	2023	2021
Hours of training	Hours	32,976	23,089	11,637
Hour goal	Hours/Person/Year	21	6	6
Average Hours	Hours/Person/Year	33.61	29.12	15.70
By gender
Male	Hours/Person/Year	27.63	17.79	12.99
Femaie	Hours/Person/Year	43.85	11.32	14.36
Level
Executive and Manager	Hours/Person/Year	72.60	2.94	17.68
Supervisor	Hours/Person/Year	90.63	6.37	50.85
Supervisor	Hours/Person/Year	28.42	19.80	9.86
Training expenese	Baht/year	2,156,920	1,975,757	519,944

Remark :   
The training courses include the following: Personal Data Protection Law, Occupational Safety and Health, and Environmental Conditions at Work, Knowledge of Corporate Business, Production Processes, ISO, GMP, HACCP, RSPO, Policies and Practices regarding Anti-Corruption Measures, Corporate Ethics, Leadership Development Program (LDP) courses such as LDP 102 Excellent Manager, Communication for High Performance, Introduction to FSSC 22000 V.6 Requirements, Proper Use and Maintenance of the Hook Lift, Effective Meeting and Communication, Observational journey etc.

Information on operations and results of promoting knowledge to employees in line with environmental management policies and practices

Course	Training methods	2024
		Person	% of total employees
Water Management Course	Organize training	4	0.41%
Electrical Management Course	Organize training	24	2.45 %
Sustainable Palm Oil Production Management Course (RSPO)	Organize training	428	43.63 %
Environmental Management Course	Organize training	365	37.21 %

CEO and Senior Executive Succession Plan
The Board of Directors has assigned the Executive Committee to create a succession plan for key senior management positions or individuals eligible for senior management roles, with regular reviews of the plan. The guideline and selection criteria will be based on knowledge, experience, and expertise relevant to the company’s business. Internal personnel will be evaluated first, with those receiving good performance assessments being selected. A training program will be developed to prepare selected individuals for succession to the Chief Executive Officer and senior management positions. The Human Resources Management team will report progress to the Executive Committee and then to the Board of Directors. In 2024, training programs were conducted to prepare selected individuals for succession as planned.

Performance Evaluation of the Chief Executive Officer
The Board of Directors has assigned the Executive Committee to establish a framework for the annual performance evaluation of the Chief Executive Officer and senior executives, considering their responsibilities and associated risks. The evaluation criteria will be based on the company’s performance, as defined by key performance indicators (KPIs), as well as the execution of duties and responsibilities assigned. For the evaluation process, the Chief Executive Officer is required to plan and set business goals and performance targets for the company, which will serve as performance indicators, and present them for review by the Executive Committee. The Chief Executive Officer will report the company’s performance and results to the Executive Committee every month and provide a quarterly report to the Board of Directors. In 2024, the Chief Executive Officer’s performance met the established criteria and targets.

Successor Development Training in 2024

The company prioritizes the development of successors to fill key positions that will soon retire. These positions are divided into critical positions for retirement within 3–5 years and sustained positions. High-potential employees within the organization are selected to provide opportunities for learning and growth, enabling them to advance in their careers toward executive positions within the company.
In 2024, the company continued the successor development program to ensure the continuity of key positions to establish stability in organizational management and prepare for a smooth transition of positions in the future.

Operational Process
1) Target Group Classification
• Critical Positions: Positions with a planned retirement within 3–5 years
• Sustained Positions: Positions that are strategically important in the long term
2) Selection and Consideration of Successors
The company uses the 9-Box Grid as the main tool to assess the potential and performance of employees. The criteria are divided into two areas:
• Potential: The ability to develop and grow into higher positions
• Performance: The success in achieving past performance goals
3) Establishment of the Career Committee
To enhance efficiency and transparency in the selection process, the company has established the Career Committee, consisting of senior executives from various departments to:
• Review and approve the list of successors
• Review and oversee individual development plans
• Monitor the progress of successors’ development
4) Continuous Plan Adjustment
The company evaluates successors regularly every quarter. The Career Committee will decide on any changes or additions to the list of successors to align with the situation and the performance of each individual.
5) Individual Development Plan: IDP
• Create an individual development plan for successors, covering the necessary skills, knowledge, and abilities.
• Use training, mentoring, and special projects to develop their potential.

Monitoring and Reporting Results
• The company holds quarterly meetings to track the development progress of successors.
• Evaluation results and progress reports are continuously presented to the Executive Committee.

Performance Results
• Successors in the critical positions group are regularly monitored and their development plans are adjusted based on evaluations.
• In the sustained positions group, new successors are added to some positions to align with the 9-Box Grid criteria and the readiness of individuals.

Future Goals
The company is committed to developing a flexible and efficient succession process to ensure stability in management roles and promote long-term sustainability for the organization.
This information reflects the company’s dedication to preparing for and ensuring continuity in key positions, creating value for the organization and shareholders in the future.

Successor	Supervisory	Executive	Total
Urgent Positions (potential employees for development to replace employees who are retiring within the next 3–5 years)	7 persons	4 persons	11 persons
Ongoing Positions (potential employees for development in executive or supervisory positions)	22 persons	11 persons	33 persons

 

4)      Occupational Safety, Health and Environment Policy

        The Company is concerned for the life and health of all employees, including the environment and community. So, in order to clarify the practices and use them as a guideline for operation in safety, occupational health and environment to maximize the benefit, the Company has established the policy on safety, occupational health and environment at work as follows;

1)    Safety, occupational health, and environment is the responsibility of the employees at all levels to be taken seriously.

2)    Communicate and disseminate information and support operations on safety, occupational health and environment to create the right understanding among the operators, involved parties and stakeholders.

3)    Strictly comply with the laws and regulations on safety, occupational health, and environment as part of the work. It is everyone’s duty to be involved in safety operations.

4)    Take actions to ensure that all operations are safe, with a good working environment and suitable for employees, trade partners and the community.

5)    Strengthen good relations with the community and stakeholders both inside and outside the organization.

Target, accidents of employees to the strike must be “zero”:
In 2024, No accidents that cause work stoppages.

Performance in 2024:

1)    The Company established the Safety, Occupational Health, and Environment Committee in accordance with the Ministerial Regulations to set standards for the management of safety, occupational health, and the working environment B.E. 2549 (2006). Executives were appointed to represent employers and employees to represent employees to consider work safety policies and plans to prevent and reduce accidents for employees and third parties who come to work, and to promote and support safety activities and training, as well as appropriately organized activities promoting employee welfare
2)    The Company has focused on the main tasks and campaigns to promote and raise awareness for all employees in the organization to participate in safety and the environment by adhering to the principles of compliance with the requirements of relevant laws and customer requirements to ensure safety, occupational health, and the environment, as well as providing regular training on safety, occupational health, and the environment. Moreover, the Company allowed external agencies to assess whether safety and occupational health are carried out in accordance with the law or not, as well as monitor the corrective actions.

3)    The Company conducts fire drills on a monthly basis due to the impact on life and property for both employees and the Company. The drills provide employees with expertise, knowledge, and understanding in the use of firefighting tools and equipment, as well as processes that will help them work together in the event of a fire.

4)    The Company remains aware of and focuses on being free from an accident in various aspects, whether it is caused by working with machinery or by fire, which is an incident that has a significant impact on the Company, employees, and surrounding communities. In 2023, the Company reviewed and improved the safety work by conducting the 5S assessment in the organization in order to make the work area more pleasant and reduce the risk of accidents due to unsafe working areas. The assessment was conducted every month, and the results of corrective actions were monitored.

Action               :      Analyze and investigate the cause of the accident to lead to corrective measures and prevent the problem from recurring along with preparing an incident report and actions taken as preventative or corrective methods.

Improvement    :      Improve the measures for fire prevention and other emergencies that may occur within the Company, including measures to take care of environmental issues that may affect employees and surrounding communities. The QR code system has been developed to be used to verify and monitor risk areas in each department to reduce the risk of incidents.

                         :      Act to correct various risk points within the Company area to reduce the risk of accidents or incidents.

Monitoring        :      Incorporate the policy as an organizational key performance indicator (KPI), set a target for accidents and environmental issues in the organization goals and set a measure of performance (KPI) of the organization on a monthly basis and report to the management’s acknowledgment.

Training on safety, occupational health and environment in 2024

Course	Target		Total	Training hours
Safety for Supervisor	Supervisor level	63 person	12 Hrs.	63 person
Safety forAdministrative	Executive level	21 person	12 Hrs.	21 person
OIC Act for employees	Employees	772 person	6 Hrs.	772 person
Initial fire extinguishing	Employees	42 person	772 person	42 person

Work accident.

Detail	Units	204	2023	2022
Working day	Days	365	365	365
Machine Operation	Hours	200,000	200,000	200,000
An accident
Male	Persons	0	2	2
Femail	Persons	0	0	0
Absence due to accident
Male	Persons	0	1	0
Female	Persons	0	0	0
Loss of organs or disability due to accident
Male	Persons	0	0	0
Female	Persons	0	0	0
Fatal accident
Male	Persons	0	0	0
Femail	Persons	0	0	0
Fires	Times	0	0	0

Disputes over the treatment of creditors over the past 3 years.

The Company has not had any major creditor treatment disputes in the past three years.

5)      Creditor’s treatment policy.

The Company has a policy of treating creditors with equality, fairness, and transparency by strictly adhering to various conditions as follows:

• The Company has treated all creditors of the Company with equality, fairness, and transparency without taking advantage of the Company’s creditors.
• The Company does not use fraudulent methods or conceal any vital information or facts that may cause damage to creditors.
• The Company complies with the terms of the various agreements that have been made with all types of creditors strictly and honestly, especially regarding guarantee conditions, capital management and in the event of a default.
• Repay the loan with interest to all types of creditors completely and on the agreed deadline.

The Target of the Number of Complaints from Creditors is “Zero”

In 2024, the Company did not receive any complaint from creditors.

Performance in the Past Year

The Company could pay debts to creditors according to the conditions and within the specified period. It could strictly comply with the terms and conditions of the contract and financial commitments, including repayment of principal, interest, and other collateral under the relevant contract. There was no use of dishonest methods to conceal information or facts that may have caused damage to creditors. In the event of the Company’s failure to comply with any of the conditions, the Company will promptly notify the creditors in advance in order to jointly seek solutions.

Disputes over the treatment of creditors over the past 3 years.

The Company has not had any major creditor treatment disputes in the past three years.

  

6)      Policy on treatment of customers, service providers and competitors.

The Company has a policy of treating customers, service providers and competitors with equality, fairness, and transparency by strictly adhering to the various conditions as follows;

• The Company believes in the free trading and free competition system; thus, the Company strictly abides by all laws related to trade and business operations.
• The Company does not support invasive economic activities including conducting businesses that are unfair, unethical, and illegal in all forms.
• The Company has established clear and concrete guidelines that are to be practiced equally when dealing with all customers, business partners and competitors, based on facts and reasons. This is to ensure fairness, transparency, and accountability in all cases.

Less than 10 customer complaints goal in 2024.
There were eleven customer complaints on the record. The company conducted a meeting to identify the errors and preventive measures to reduce customer complaints. For the four complaints, the company already investigated and sent replacement products according to the amount of damage under the company’s responsibility.

Guidelines for Developing Customer Satisfaction

The Sales and Marketing Department sends an annual satisfaction assessment form to customers to make an assessment on the sales staff’s services, packaging, and product quality and standards, the transport driver’s service, transportation quality, and the services of accountants. The form is used to gather information, opinions, problems, and recommendations from customers to be used as a guideline to improve and develop products, services, and work systems in each department and each process to meet the maximum needs and expectations of customers.

Customer Satisfaction Assessment
The Sales and Marketing Department sent an assessment form to each group of customers with 195 targets. 195 respondents were surveyed. In the past year, customers were satisfied with the Company at 89.67%, which is the average satisfaction with the product and packaging at 90.38%, which is equal from the previous year in terms of oil and packaging quality. Service satisfaction was 89.53%, an increase from 0.68% the previous year.

Detail	Units	2024	2023	2022
The customer satisfaction index	%	89.67	88.99	88.01
Number of complaints regarding product defects	Case	0	9	9
Number of complaints regarding health and safety issues	Case	0	0	0
Number of complaints regarding sales and marketing communication	Case	0	0	0
Number of complaints regarding personal or customer information leaks	Case	0	0	0
Number of complaints regarding legal compliance	Case	0	0	0

Treatment disputes over customers, service providers and competitors over the past three years.

The Company has had no disputes over the treatment of customers, service providers and major competitors in the past 3 years.

7) Policy on Fair and Non-Discriminatory Procurement Practices
The company emphasizes the principles of good corporate governance, conducting business with transparency, and avoiding unfair competitive advantages. To ensure a transparent, fair, and auditable procurement process, as well as building trust with stakeholders through operations, the company has established the following procurement practices policy:
1) Procurement is conducted with a focus on value for money, efficiency, and effectiveness in terms of quality, price, and service to achieve maximum benefit. The company emphasizes business ethics, treating business partners fairly, providing accurate, complete, clear, and transparent information, ensuring equal treatment of all partners and accepting partners’ feedback and suggestions.
2) Procurement is made with partners and suppliers who comply with the law fairly and without discrimination. They must not use illegal labor, respect human rights, treat workers fairly, and take responsibility for society and the environment.
3) There is a responsible structure in place, along with the review and development of fair procurement management processes/systems.
4) There is a procurement process that is cost-effective, transparent, efficient, equitable, non-discriminatory, and auditable, in compliance with applicable regulations and laws. It also includes good risk management and internal control practices.
5) Monitor, supervise, and assess risks to ensure that partners deliver products and services according to the terms of the contract.
6) Focus on managing business partners, building good relationships, and enhancing capabilities for continuous and sustainable joint development.

The Goal Is to Have “Zero” Complaints Regarding Procurement.
In 2024, the company did not receive any complaints related to procurement.

Performance in the Past Year
The company followed the established procurement guidelines and criteria, and did not receive any complaints regarding procurement.

Procurement Disputes in the Past 3 Years
The company has had no significant procurement disputes in the past 3 years.

7)      Policy on Safety and Computer System Usage

         The company recognizes the importance of utilizing information technology to enhance business operations and improve work efficiency, while considering the safety of system usage and data access. Therefore, the company has established a policy on safety and computer system usage to ensure proper governance and management of information technology.

Objectives
• There must be no employees using unauthorized software on the company’s computers.
• Define access rights to information at each level of employees for data access.

Performance in the Past Year
• The Information Technology department has a plan to regularly check software usage on employee computers every year. Additionally, a system has been installed to control program installations. Whenever a program is installed on the company’s computers, the installation will require authorization from the IT department through an encryption system before the installation can proceed.
• Define access control, including monitoring and auditing data access according to the established criteria.

Disputes Related to Security and Computer System Usage in the Past 3 Years
The company has not had any significant disputes regarding security and computer system usage in the past 3 years.

9)      Privacy Policy

         The Company recognizes the importance of the protection of personal information, which is a fundamental right to privacy that must be protected in accordance with the Constitution of the Kingdom of Thailand B.E. 2560 (2017) and to ensure that the Company’s operations comply with the international principles of personal information protection and the Personal Data Protection Act B.E. 2562 (2019), while also being in line with the principles of good corporate governance.

         The Company has strictly followed the relevant regulations by appointing a personal data controller to make decisions about the collection, use, or disclosure of personal data. Providing the security measures for personal data are provided to prevent others from using or disclosing personal information, and the Personal Information Protection Office will be notified in the case of a personal data violation.

Target

The Company was not prosecuted for infringement of personal data rights.

Performance in the Past Year

The Company conducted training and educated employees at all levels on the personal data protection policy, along with coordinating with all agencies to express its intention to employees, customers, partners, or persons related to the business in regard to the preservation of personal data rights of customers, partners, or persons related to the Company’s business to ensure that the Company does not disclose the information of employees, customers, partners, or persons related to the business to other persons. In the event that the Company is required to disclose personal information, it must obtain the consent of employees, customers, partners, or persons related to the Company’s business in all cases.

Dispute Regarding Violation of Personal Data Disclosure Rights in the Past 3 Years:

The company has not been involved in any disputes related to the violation of personal data disclosure rights in the past 3 years.

10)      Social responsibility policy.

The Company has operated the Corporate Social Responsibility (CSR) project continuously under the business development of sustainable growth coupled with care for the environment and the safety of the community along with providing sincere assistance to the society as well as being able to operate with the community and gain sustainable recognition. The Company’s operation covers both operations in business processes and beyond business processes to create a balance between economy, environment, and society, starting from within the organization and expanding to nearby communities. The Company’s employees have contributed their effort to help promote and organize various activities to drive the mentioned project forward.

Target
The Company organized activities to take care of the environment and the safety of the community and provided social assistance for an area within 5–10 kilometers around the plant, as well as attending village meetings around the plant area to listen to problems, suggestions, and complaints to be used for further improvement, correction, or development of the community and society.

Performance in the Past Year
• The Company organized activities to take care of the environment and the safety of the community, provided social assistance for an area within 5–10 kilometers around the plant as planned, and regularly attended village meetings. However, the Company did not receive any complaints from the community. Moreover, the Company also participated in community development activities, which are regularly held in each village community.
• The Company prepared a community relations activity plan to be part of activities for the community and society around the office in Chumphon. In 2025, the Company spent a total budget of 901,126 baht for activities such as Attended village meetings around the plant area to listen to the problems and make improvements, Provided professional palm plantation management training to farmers and individuals interested in palm cultivation, Organized visitation activities for bedridden patients, the elderly, and the poor, Made donations and merits to monks and participated in the Buddhist Lent Day activities etc.