FTC (TH) Employee handbook 04012021 - English version

EMPLOYEE HANDBOOK Contents Page Part I 1 General Principles, Business Principles 3 Principals of Human Rights and Social Justice, Quality Policy 4 Environmental Company Policy Part 2 Work Rule 5 6 Chapter 1 Normal Working Days/ Period and Rest Period 9 Chapter 2 Holidays and Rule on taking Holidays 12 Chapter 3 Leaves and Rule on Leaves 18 Chapter 4 Criteria on Working Overtime, 20 Working on Holidays Working on Holidays and Pay for Working Overtime. Pay for Working on Holidays, Pay for Working Overtime on Holidays 21 Chapter 5 Day and Place of Wage Payment, Pay for Working Overtime and Pay for 27 Working on Holiday 29 Chapter 6 Discipline and Disciplinary Actions 31 Chapter 7 Complaints Chapter 8 Termination of Employment Chapter 9 Severance Pay and Special Severance Pay Part 3 Company Welfare & Policy 33 FABRI-TECH COMPONENTS (THAILAND) CO., LTD.

Part 1 General Principles & Business Principles General Principles  Fabri-Tech Components (Thailand) Co., Ltd. shall comply with the laws and regulations of each country in with it operates.  Fabri-Tech Components (Thailand) Co., Ltd. shall demonstrate and promote its commitment to responsible business practice in policies, decisions and activities.  Fabri-Tech Components (Thailand) Co., Ltd. integrate the principles of this policy into critical processes. Business Principles Accounting and reporting All financial transactions shall be reported in accordance with generally accepted accounting practices, and the accounting records must show the nature of all transactions in a correct and non-misleading manner. Fabri-Tech Components (Thailand) Co., Ltd. shall report in a transparent, truthful and timely manner with the aim of conveying a true view of the performance. Taxation Fabri-Tech Components (Thailand) Co., Ltd. shall comply with the Tax Laws and regulation of each country in which it operates. Where Tax Laws do not give clear guidance, prudence and transparency shall be the guiding principles. Corruption and Bribery Fabri-Tech Components (Thailand) Co., Ltd. will not tolerate any form of and will not engage in any form of corruption or bribery, including any payment or other form of benefit conferred on any government official for the purpose of influencing decision making in violation of the law. Legal Compliance Fabri-Tech Components (Thailand) Co., Ltd. will comply with the laws, codes, and/or regulations of the applicable legal system(s). Environmental Protection Fabri-Tech Components (Thailand) Co., Ltd. will act in accordance with the applicable statutory and international standards regarding environmental protection to minimize environmental pollution and make continuous improvements in environmental protection. This includes (but is not limited to): Proper handling and disposal of hazardous materials Monitoring, controlling, and treating wastes produced from operations

Mineral Sourcing Fabri-Tech Components (Thailand) Co., Ltd. will responsibly source minerals by: Having a policy that assures products containing tantalum, tin, tungsten, and gold are not directly or indirectly financing or benefiting armed groups that are perpetrators of serious human rights abuses in the Democratic Republic of Congo and adjoining countries Conducting due diligence on the source and chain of custody of these minerals and make their due diligence measures available to customers upon request Supply Chain Fabri-Tech Components (Thailand) Co., Ltd. will use best efforts to promote among supplier’s compliance with this Code of Conduct Comply with the principles of non- discrimination with regard to supplier selection and treatment Protect individual property rights Supplier Code of Conduct Fabri-Tech Components (Thailand) Co., Ltd. is committed to ethical, legal, and socially responsible business practices, and we hold our suppliers to the same high standards. This Code of Conduct defines the basic supplier requirements concerning responsibilities towards employees, stakeholders, and the environment. Fabri-Tech reserves the right to reasonably change the requirements of this Code of Conduct at any time. Health and Safety Fabri-Tech Components (Thailand) Co., Ltd. will take responsibility for the health and safety of employees by:  Controlling hazards and taking the best possible precautionary measures against accidents and occupational diseases  Providing training and ensure that employees are educated in health and safety issues  Having an implemented system for injury and illness reporting Implementation Fabri-Tech Components (Thailand) Co., Ltd. reserves the right to assess and monitor suppliers’ practices regarding this Code.

Principals of Human Rights and Social Justice Human Rights Fabri-Tech Components (Thailand) Co., Ltd. shall support and respect the protection of internationally proclaimed human rights and make sure the group is not complicit in human rights abuses. Non-Discrimination All employees shall have equal opportunities based on competencies, experience and performance regardless of gender, race, religion, age, disability, sexual orientation, nationality, political opinion, union affiliation, social background or ethnic origin. Workplace Practice The necessary conditions for a safe and health work environment shall be provided for all Fabri-Tech employee. Forced Labor Fabri-Tech Components (Thailand) Co., Ltd. shall not engage in or support forced, bounded or compulsory labor, nor shall the Fabri-tech group require any form of deposit or confiscate identification papers from employees Employee are free to leave their employment after reasonable notice as required by law and contract Child Labor Child labor is not tolerated. The minimum employment age is he age of completion of compulsory school, but never less than 15 years. Working hours and compensation Fabri-Tech Components (Thailand) Co., Ltd. shall comply with applicable laws, agreements and industry standard on working hours and compensation. Quality Policy Fabri-Tech Components (Thailand) Co., Ltd. believe that quality depends on every individual in the company, from the time a sales enquiry is received to the dispatch and acceptance of finished products by our customers. All departments have a responsibility to implement and maintain a quality standard properly documented procedures so that our products will always meet customer requirements. “Total Customer Satisfaction Through Defect – Free Products and Service”

Environmental Company Policy Fabri-Tech Components (Thailand) Co., Ltd. recognizes Environmental management as amongst our highest business priorities, and shall establish policies, program and practices for conducting our operation in an environmental responsible manner. We are committed to;  Comply with all local relevant environmental legislation and regulations  Prevention of pollution.  Reduction in waste through waste management.  Constant monitoring of and continual improvement in overall environmental performance. Precautionary Principle Fabri-Tech Components (Thailand) Co., Ltd. shall avoid materials and methods posing environmental and health risks when suitable alternatives are available. Particular emphasis shall be put on evaluating the potential risks of present and future substances and operations in order to minimize the negative impact on environment. Responsibility for Compliance It is the responsibility of the Fabri-Tech Components (Thailand) Co., Ltd. managers to implement this policy and inform their employees of their rights duties and responsibilities as well as demonstrate the content and spirit of this document within their respective organization. It is the responsibility of all employees to comply with local law and the Fabri-Tech Components Co., Ltd. policies. Explicit of implicit approval of questionable actions that are in conflict with the Code of Conduct with not be tolerated any may result in disciplinary actions up to and including dismissal and legal proceedings.

Part 2 Work Rule Introduction This work rule has been revised form the policy on personal, the work rule and the Company's employee handbook in order to make them suitable and consistent with the spirit of the Labor Protection Act, 1998. The Company hereby prescribes its work rule as follows; 1. This work rule shall come into force from Jan 4th 2021 onward 2. Following the date on which this rule coming into force, any rules, regulations announcements, directives or circulars having passages conflicting with or contrary to this rule shall be replaced by this work rule. 3. In this rule \"Company\" means \"Fabri-Tech Components (Thailand) Limited Company which has its establishment located at No. 700/873 Moo 5 Amata City Industrial Estate Tambon Nongkakha Amphur Panthong Chonburi Province 20160 \"Director\" means the director of person who has been assigned to perform the duty on behalf of Fabri-Tech Components (Thailand) Co., Ltd. \"Superior\" means the superior at every level, who has been authorized to take action within the assigned scope. \"Human Resources Department\" means the department manager of human resource department and/or the responsible office in the human resource department. \"Employee\" means the person who has been agreed by the Company for regular employment with the Company and receives wage from the Company \"Regular Employee\" mean the employee who has passed the probation period and been considered for placement as regular employee \"Probation Employee\" means the employee who has been hired by the Company for regular employment and is performing work during the trial period. 4. The Company reserves the right to amend this work rule to be consistent with any possible changes in the future whether in accordance with the law or economic and social suitability; whereas the Company shall inform the employees from time to time.

Chapter 1 Normal Working Days/ Period and Rest Period 1. Normal Working Days 1.1 Normal working days, five days per week, from Monday to Friday 1.2 Normal working days for working in shift, five days per week, from Monday to Friday, whereas the Company shall make announcement to the employees in advance with in reasonable time period prior to working in shift 2. Normal Working Period 2.1 The normal working period for the employees in Production line or the employees directly connected with the Production, starting from 08:30 am. and stopping at 05:30 pm. 2.2. Flexible working hour for Assistant Manager or above level as following Start to clock in record on time 08.00 am. – 09.00 am. Clock out record on time 05.00 pm. – 06.00 pm. Working hour 1 day equal 8 hours. (Exclude rest time) For employees who attend work on a regular basis flexibly. Must be approved by the General Manager with regard to the suitability of the business of the company mainly. 2.3 Record time please following as below: 2.3.1 Employee every level must have record time as well every time. 2.3.2 Employees who don’t have record or forget to record time consider that employee absent on that day. Unless a objective of purpose for the supervisor to certify in writing Send it to the Human Resources Department to agree. 2.3.3 Working overtime or working on holidays Employees must record time in - out as well every time. 2.3.4 Employees who record time after working hours according to the company's regulations Considered late for work 3. Rest Period 3.1 The Company shall arrange the rest period of one hour each day during the working for employees after already working not exceeding five consecutive hours; 3.2 The Company may make prior arrangement with the employees to have one rest period less than one hour but the employees shall have altogether the rest period of one hour each day during the working 3.3 In case of overtime working in continuation from the normal working time not less than two hours, The Company shall arrange a rest period of 20 minutes for the employees prior to the employees starting to work overtime.

4. For an employee who is duty bound and/ or has work of special nature and the working day working period and rest period may not be fixed in accordance with Clause 1, Clause 2 and Clause 3, the Company may arrange the working day, working period and rest period as appropriate by notify the employee in advance. However, the working period must not exceed eight hours per day and not exceed 48 hours per week and the rest period during the working period shall not be less than one hour per day after having been on the job not exceeding five hours. For and employee having special condition of employment, it shall be in accordance with the condition of employment prescribed in such contract, it shall be in accordance with the condition of employment prescribed in such contract which must have the working day, working period and rest period, whereas the working day, working period and rest period must comply with the labor protection law. 5. Recording the working period 5.1.1 Every employee is duty bound to record the working period by oneself each time when coming to and departure form work in accordance with the rule of recording the working period. By allowing any other person to record the working period on one’s behalf or recording the working period for any other person, it shall be deemed by the Company to be and offense and shall be punished by disciplinary action. If the recording of working period is in the manner of untrue or false nature, the employee shall be guilty of misconduct, intentionally committing criminal acts against the Company, willfully inflicting damages on the Company and severely violating the Company’s rules, regulations and directives related to work. 5.1.2 Employee every level must have record time as well every time. 5.1.3 Employees who don’t have record or forget to record time consider that employee absent on that day. Unless an objective of purpose for the supervisor to certify in writing Send it to the Human Resources Department to agree. 5.1.4 When employees request permission to leave the factory to leave or go outside to contact outside work during working hours and will not return. Must to clock out record as well 5.1.5 Overtime work on holidays Employees must record time in – out as well every time. 5.1.6 Employees who record time after working hours according to the company's regulations Considered late for work 6. Late attendance to work An Employees who record time after working hours according to company regulations or as approved by the general manager Will deem that employees are late for work. Employees can take advantage of business leaves or annual leave in case of late arrivals. (A business leave or vacation can be taken for 1 hour or more)

7. Absent from work An employee who doesn’t have no attendance record or absence, the Company shall deem that such employee is absent from work. And no wage for such absence form work 8. The late attendance and leaving early form work May be taken into consideration of the performance assessment for the annual salary raise of such employee and the employee may be considered for punishment by disciplinary action in accordance with the rule of the company

Chapter 2 Holiday and Rule on taking Holidays 1. Weekly Holiday 1.1 Normal weekly holidays: The company prescribes two day 1.2 Weekly holiday for working in shift; The Company prescribes two days per week, namely, Saturday and Sunday, Whereas the company shall notify the employees in advance of the working in shift within reasonable period of time; 1.3 The above-mentioned stipulation of weekly holidays may change as to the appropriateness and necessity of business, whereas the Company shall make announcement in advance at the consent of the employees. 2. Traditional Holidays 2.1 The Company prescribes not less than 16 tradition holidays per year, including the national Labor Day, whereas the employees shall receive pay equal to the wage on normal working day as to be announced in advance to the employees by the Company; 2.2 The Company may differently prescribe the traditional holiday in each year, depending on the necessity and appropriateness in the production and distribution of the Company in each year. 2.3 In case of any traditional holiday falling on the falling on the weekly holiday, the Company shall provide a substitute holiday on following working day. 3. Annual Leave 3.1 The Company prescribes annual leave for the employees as follows; Passing probation period shall be calculated in accordance with the pro rata employment period in the work commencement year. (Two month of employment shall be eligible for annual leave equal to one working day.) Operation & Technical Level Number of Days of Annual Leave per Year Employment Period 1-3 Years 6 working days 4 - 6 Years 8 working days 7 - 9 Years 10 working days 10 years or more 12 working days

Staff Level Employment Period Number of Days of Annual Leave per Year 1-3 Years 6 working days 4 – 6 Years 8 working days 7 - 9 Years 10 working days 10 Years or more 13 working days Senior Officer/ Engineer, Supervisory, Managerial Level Employment Period Number of Days of Annual Leave per Year 1-3 Years 6 working days 4 - 6 Years 8 working days 7 - 9 Years 10 working days 10 -12 Years 13 working days More than 12 Years 15 working days 3.2 The Company shall prescribe annual leave for an employee by advance notice or may prescribe it jointly with the employee or as requested in advance by the employee form his/ her line manager. The Company may change annual leave as previously agreed with the employee in advance. 3.3 For an employee with entitlement to additional annual leave, the additional annual leave shall be effective from the first month of the year obtaining new entitlement in full. 3.4 The counting of period of exercising the annual leave entitlement shall be counted in accordance with the calendar year, namely, from the first day of January to the thirty first day of December of every calendar year. 3.5 For the annual leave as already prescribed and provided by the Company for an employee but such annual leave entitlement has not been exercised by the employee and there had been exercised by the employee and there had been remaining annual leave entitlement of the current year in addition to the accumulated entitlement from the previous years, the Company shall permit the maximum accumulation to the succeeding the annual leave entitlement in the following year. 3.6 The annual leave may be taken on hourly basis of one hour or more for each annual leave. An employee wishing to exercise such entitlement must submit the application for leave informing the intention to the superior in advance not less than seven days, except in case of express necessity and reasonable. For employee shall receive pay equal to the wage on normal working day;

3.7 For the calendar year in which an employee starts working with the Company, the employee is entitled to the annual leave upon full continuous employment of six months. The entitlement shall be in accordance with the entitlement ratio per year as compared with the number of months during which the employee starts working until the end of that calendar year. 3.8 For the calendar yar in which an employee ceases to be employed, whether by reason of reaching retirement age or resignation or employment termination, the employee shall receive the annual leave entitlements in accordance with the entitlement ratio per year as compared with the number of months during which the employee works in that year, except when the employee ceases the be employed owing to dismissal due to committing offense in Clause 3 of Chapter 6. 3.9 In case of an employee ceasing to be employed whether or not owing to resignation, reaching retirement age, death and notwithstanding the employment termination owing to committing offense under Clause 3 of Chapter 6, the Company shall pay wage to the employee for the annual leave in the year being entitled to accumulation form the previous year. 3.10 The calculation of wage payment for the above annual leave shall be based on the last base salary divided by 30 and multiplied by the number of remaining days of the annual leave.

Chapter 3 Leaves and Rule on Leaves 1. Sick Leave 1.1 For an employee being so sick that he/she is unable to come to work or being so sick that he/ she is unable to continue to work and such sickness is not caused by working for the Company, the employee is entitled to take sick leave as long as the time being actually sick, whereas the employee shall receive pay on the day taking sick leave equal to the wage on normal working day not exceeding 30 working days per year. 1.2 For an employee necessary to take leave owing to sickness, the employee must notify the superior of work stoppage owing to such sickness within the first two hours form the time starting to work during such working period or working in shift and the direct superior must quickly inform the human resource department. In case of the employee being unable to notify of the sick leave within the first two hours during such working period or working in shift owing to necessary reason, it shall be at the discretion of authorized superior in consideration to permit such leave. The employee must submit the application for sick leave to the superior on the first day of coming back to work or within the following working day at the latest. 1.3 An employee taking sick leave of three working days or more must show the medical certificate of a competent physician or a government clinic treating the employee as supporting evidence of the leave. If not, the employee must give explanation in writing to the superior at the manager level or higher. 1.4 Sick leave, even if receiving payment Employees should leave only as needed. If employees exercise their rights in bad faith Which is an offense of dishonesty, will be subject to disciplinary action, including Frequent sick leave is an indication of incomplete health and the company may consider lay off employees. 2. Leave due to injury or sickness form work 2.1 An employee being sick due to working for the Company shall comply with the law governing the workmen’s compensation fund. 2.2 An employee being sick due to working for the Company is entitled to take leave for treatment and or convalescence not exceeding one year under the recommendation of a competent physician, whereas the employee shall receive allowance as follows; 2.2.1 An employee who must stop working no exceeding 60 days at a time under the recommendation of a competent physician owing to sickness from working shall receive allowance on the day not attending to work equal to the wage on normal working day. One

part of such allowance is abstained from the compensation under the law governing the workmen’s compensation fund while the remaining part is obtained from the Company. 2.2.2 An employee who must stop working exceeding 60 days but not exceeding one year under the recommendation of a competent physician owning to sickness from working shall receive allowance for the first 60 days as prescribed in Clause 2.2.1 of this Chapter. As for not attending to work form the 60th day onward but not exceeding one year, the employee shall receive allowance under the law governing the workmen’s compensation fund. 3. Personal Leave 3.1 An employee to be entitled to take personal leave with pay not exceeding 3 working days per year. 3.2 For the calendar year in which an employee starts working with Company, the employee is entitled to take personal leave under the following criterion, namely; The number of days for personal leave = The number of days from the day starting to work until the last day of the year entering employment multiplied by sic and divided by three hundred sixty-five day. 3.3 Each personal leave may be taken on hourly basis of one hour or more and the application for leave must be submitted to the superior not less than one working day in advance, except in case of emergency with reasonable cause. 3.4 An employee may request to exercise personal leave entitlement in lieu of late attendance to work specific for the case of the employee having already made contact to inform the direct superior of the emergency of being unable to attend to work on time on that day as prescribed by the Company and the direct superior has determined it to be reasonable cause. 3.5 The personal leave without permission and/or personal leave exceeding the schedule shall be deemed and absence from work and not eligible for pay. 4. Maternity Leave 4.1 A female pregnant employee is eligible for maternity leave of one pregnancy consecutively not exceeding 98 days, and can leaves taken for medical appointments and examinations before the delivery. including the holidays in-between, with pay equal to the wage on normal working day throughout the leave but not exceeding 45 days. 4.2 In case of the pregnant female employee having the medical certificate of a competent physician showing that she is unable to continue performing the duty, the Company will consider temporarily changing her line of duty prior to or after delivery leave as the Company may deem expedient on case-by -case basis.

4.3 A maternity leave application must be submitted to the superior in advance. In case of the employee being unable to submit the application for leave in advance, a family member shall notify on her behalf of maternity leave within three days from the day starting to take maternity leave. 4.4 For taking the leave of absence owing to miscarriage while the pregnancy is short of 28 weeks, the employee shall exercise the sick leave entitlement. 4.5 Within the first day upon coming back to work, the employee must submit the evidence of delivery and medical certificate to the human resource department for keeping as evidence in her record book. 5. Buddhist Monk Ordination Leave 5.1 A regular male employee having continuous employment of one year or more is entitled to take the Buddhist monk ordination leave not exceeding 30 days, including the holidays in- between, without pay. 5.2 The employee must submit the application for Buddhist monk ordination leave to the superior not less than 15 days in advance. 5.3 A male employee is entitled to take the Buddhist monk ordination leave only once throughout his employment with the Company. 5.4 The employee must submit the evidence of leaving the Buddhist monk order to the Company within seven days as evidence from the date of leaving the order. If not, the Company shall deem that the employee is absent from work. 6. Islamic Pilgrimage Leave 6.1 A Muslim regular employee having continuous employment of one year or more is entitled to make the Islamic pilgrimage leave not exceeding 30 days, including the holidays in- between, without pay. 6.2 The employee must submit the application for Islamic pilgrimage leave to the superior not less than one day in advance and duly permitted already such that the leave may be taken. The employee is entitled take the Islamic pilgrimage leave may be taken. The employee is entitled to take the Islamic pilgrimage leave only once throughout the employment with the Company. 6.3 The employee must submit the evidence of Islamic pilgrimage to the Company within seven days as evidence from the date of leave expiry. If not, the Company shall deem that employee is absent from work.

7. Military Service Mobilization and Additional Training Leave. 7.1 An employee is entitled to take military service leave in the mobilization for inspection, for military training or for test of readiness under the law governing military service which is not military conscription. 7.2 The employee must submit the application for military service leave in the mobilization for inspection, for military training or for test of readiness under the law governing military service to the superior in advance together with showing summons from the military service as support for the leave. 7.3 The employee shall receive pay equal to the wage on normal working day throughout the leave under the summons but not exceeding 60 days in one years. 7.4 Upon the expiry of leave, the employee must promptly come back to work as usual otherwise the employee shall be deemed absent from work and shall not receive wage on the day of absence from work. 8. Sterilization Leave 8.1 An employee is entitled to take sterilization leave and is entitled to take leave owing to sterilization in accordance with the period as prescribed and issued the certificate by a competent physician. 8.2 The employee exercising sterilization leave entitlement and taking leave owing to sterilization leave entitlement and taking leave owing to sterilization shall receive pay on the day taking leave equal to the wage on normal working day. 8.3 The employee must submit the application for leave to the superior in advance prior to undergoing the sterilization and thereafter the employee may have to convalesce as prescribed by the competent physician. It shall be deemed a leave owing to sterilization, whereas the employee must produce the medical certificate as evidence for supporting the leave. If there is no medical certificate or the number of days certified by the physician does not cover the days of leave taken by the employee, the employee shall be deemed by the company to be absent from work and shall not be eligible for the wage on the days not certified by the physician to take leave.

9. Leave for Training and skill Development 9.1 An employee is entitled to take leave for training and skill development in the cases as follows; 9.1.1 For benefits to the labor and social welfare or skill enhancement to increase working efficiency, whereas such program or course of study must specify definite and clear training period. 9.1.2 The employee uses his/ her own fund for the learning, training and skill development in the course of study having the content related to and useful for the work of the Company 9.1.3 Being the examination or related to testing educational knowledge as arranged or permitted by the government. 9.2 The employee must submit the application for training a skill development leave to the superior in advance together with showing the evidence not less than seven working days as well as clearly specifying the reason for taking leave. 9.3 The employee is entitled to take leave for training and skill development not exceeding 30 days and or thrice a year without pay on the days taking leave. 9.4 The Company may not permit the employee to take leave for training and skill development in the cases as follows. 9.4.1 In the year of request to take leave, the employee has already been permitted to take leave for training and skill development not 30 days or thrice. 9.4.2 Such leave my inflict damages on or affect the business operation of the Company. 10. Leave Owing to Death in the Family 10.1 An employee is entitled to take leave for handling or taking part in the rite owing to the death of family member of the employee, namely, father, mother, spouse and child, with pay equal to the wage on three normal working days. 10.2 In case of necessity to take part in the rite more than three days, the Company permits the employee to exercise the right to take the remaining days of personal leave and / or annual leave specific for this purpose. However, if the entitlement to all such leaves has already been exercised, the Company permits the employee to exercise the right to take personal leave and/ or annual leave of the following year in advance. 10.3 The employee must submit application for leave owing to the death of family member to the superior on the first day of coming back to work or at the latest on the following working day together with submitting the evidence supporting the leave, i.e., copy of death certificate/ evidence of death of the family member at that time.

11. General criteria of the Company on Every Category of Leaves. 11.1 Every category of leaves hereunder must use the form of leave application prescribed by the Company and must only be approved/ permitted by the superior authorized to make such approval. 11.2 To stop working without notifying the superior or stop working without approval or stop working contrary to the rule shall be deemed and absence from work and the employee shall not receive wage on such day of absence from work and shall be considered for disciplinary action as well as affecting the consideration for annual salary raise and or other gratuities or remunerations of the Company. If such leave should not be reasonably explained, it shall be deemed and abandonment of duty hereunder and must be punished in accordance with the ruled and regulation.

Chapter 4 Criteria on Working Overtime, Working on Holidays, Working Overtime on Holidays and Pay for Working Overtime, pay for working on Holidays. Pay for Working Overtime on Holiday 1. Criteria on Working Overtime, Working on Holidays and Working Overtime on Holidays 1.1 In case of the work being of the nature or condition to be continuous, and work stoppage will inflict damage on the work or if the work is emergency, the Company may make an employee to work overtime or work on holidays as necessary; 1.2 In working overtime, working on holidays and working overtime on holidays, and employee must receive such directive from the department manager/General Manager/managing director as prescribed by the Company each time. 1.3 The company may make the employee to work overtime and/or to work on holidays and/or to work overtime on holidays only at the consent of the employee from time to time. 1.4 The number of overtimes working hours, number of working hours on holidays and the number of overtimes working hours on holidays altogether must not exceed 35 hours per week, 1.5 In case of working overtime in continuation from the normal working time, whereas such overtime work is not less than two hours, the Company will let the employee to take a rest of 20 minutes prior to the overtime work, except in case of emergency work. 2. Pay for working overtime, pay for working on holidays and Pay for Working Overtime on Holidays 2.1 For the pay for working overtime in case of the Company making an employee to work overtime on a normal working day, the employee shall receive remuneration at the rate of 1.5 times the hourly rate on the working day in according with the number of hours performed. 2.2 For the pay for working on holidays in case of the Company making an employee to work on holidays, the employee shall receive additional remuneration as following; 2.2.1 Monthly employee shall receive additional remuneration one time the hourly rate on the working day in accordance with the number of hours performed. 2.2.2 Daily employee shall receive additional remuneration two times the hourly rate on the working day in accordance with the number of hours performed.

2.3 For the pay for working overtime on holidays in case of the Company making an employee to work overtime on holidays, the employee shall receive remuneration at the rate of three times the hourly rate on the working day in accordance with the number of hours performed. 2.4 The hourly rate on the working day 2.4.1 In case of a monthly employee, the hourly rate on the working days shall be calculated from the base salary divided by 240. 2.4.2 In case of a daily employee, the hourly rate on the working day. 2.5 The time arranged by the Company for the employee to take a rest during working overtime shall not be included in calculating the number of hours performed. 2.6 In case it is necessary for the Company to make the employee to work on weekly holidays, traditional holiday and annual leave, the Company shall arrange or jointly arrange with the employee for the employee to take substitute holidays on the following working days or make payment as pay for working on holidays to employee at the rate of pay of working on holidays to the employee at the rate of pay for working on holidays prescribed hereby in accordance with the number of hours performed. 3. Exemption of entitlement to pay for working overtime, pay for working on holidays and pay for working overtime on holiday 3.1 An employee at the Assistant Manager level and above or equivalent, who has the authority to act on behalf of or be assigned by the Company to act on its behalf in case of employment, granting remuneration or employment termination, is not entitled to the pay for working overtime, pay for working on holidays and pay for working overtime on holidays. 3.2 An employee having the nature or condition of work to go out of the premises and may not fix the definite working time, for example, sales duty, to be on duty of looking after the place or property being not the normal working duty of the employee, is not entitled to the pay for working overtime and pay for working overtime on holidays. However, the employee is entitled to monetary remuneration equal to the hourly rate on working day in accordance with the number of hours performed, except for the case of the employee peddling or soliciting for selling goods and the brokerage fee of such sale being already paid to the employee by the Company.

Chapter 5 Day and place for wage payment, pay for working overtime, pay for working on Holidays and pay for working overtime on Holidays 1. Day and place for wage and remuneration payment 1.1 The day of wage and remuneration payment; The Company has scheduled to make payment of wage and remuneration once a month by end of month. If the end of the month falls on a holiday, the Company shall move back the payment of wage and remuneration to the last working day prior to last day of the month. 1.2 The place of wage and remuneration payment; The Company shall pay the wage and remuneration to the employees at the establishment of the Company or through a commercial bank prescribed by the Company at the Consent of the employees. 2. Income Tax An employee is responsible for the ordinary personal income tax for all categories of income received form the Company, whereas the Company shall deduct the withholding Tax of the employee for each payment as prescribed by the law for remittance to the Revenue Department.

Chapter 6 Discipline and Disciplinary Action 1. Policy In order for the collaborative operations of the employees to be in good order and efficient and resulting in the efficiency and effectiveness of the production and distribution of products and service of the Company as well as for the safety of lives and properties of the employees, including the relevant persons and the Company, the Company thus prescribes guidelines on the discipline for every employee to comply therewith. If any employee commits misconduct or violates or breaks the rules, it shall be deemed a breach of discipline and shall be taken disciplinary actions as the case may be. 2. Disciplinary Offenses 2.1 Performing duty in violation of various rules hereof. 2.2 Violating, disregarding, avoiding, ignoring or not complying with the duty duty-bond and legitimate rules, regulations, orders, announcements and directives of the Company or the superiors. 2.3 Late attendance to work, leaving and departing from work earlier than the normal leaving time more than 3 time with the same month, abandoning the duty and be absent from work. 2.4 Disregarding the work, lying down or sleeping during the work, teasing, making noise or taking any acts distributing other persons during the working time. 2.5 Working with negligence or not complying with the rules of safety in working and causing or possibly causing accidents with may cause hazards to the bodies, properties or lives of other persons and/or of the Company. 2.6 Not wearing identity card for specially controlled work, not wearing protective gears against hazards in working as prescribed by the Company. 2.7 Showing the manner or using verbal acts or writing rude, sarcastic, aggressive, insulting, looking down on and offending remarks against the third persons coming in business contact with the Company, customers or colleagues or superior both in the same or different line of duty. 2.8 Causing quarrels or provoking to cause quarrels. 2.9 Challenging or participation in causing fighting or threatening or causing other persons out of spite to have difficulties in working or causing disunity 2.10 Switch time cards or not recording the time of attending or causing other persons out of spite to have difficulties in working or causing disunity.

2.11 Utilizing the tine, properties and personnel of the Company and/or using one’s own authority to benefits the business of other persons or one’s own business or to week personal benefits or for other persons, directly or indirectly. 2.12 Bring things, equipment, tools, appliances, properties or product of the company out of the premises of the Company without permission as well as not returning things equipment, tools, appliances, properties or products of the Company by the schedule. 2.13 Hindering or taking any acts to hinder the operations of the persons with authority or not lettering the security guards to search the body, properties or vehicles when passing the entrance/ exit points of the Company premises as well as violating the measure to prevent germs and communicable disease. 2.14 Destroying, adding and changing the passages in the announcements, directives, rules and regulations of the Company, including documents and memorandums on the internet. 2.15 Inflicting damages on the tools, appliances, machinery, properties and products of the Company with intent or by negligence, including causing the loss of things and properties of the Company. 2.16 Being defective in performing duties, disseminating bad rumors, causing misunderstanding, falsely claiming under names of other persons to inflict damages on other persons or the Company or causing disunity among employees or between employees and the Company with intent or by negligence.\\ 2.17 Giving false, concealed, distorted testimonies or report of personal records or report of work which should be disclosed to the Company or the superiors. 2.18 Taking acts against other employees out of spite by false grievances. 2.19 Inflicting damages on the honor and reputation of the Company or causing the decline of benefits of the Company or inflicting damages on the Company. 2.20 Carrying and bringing and weapons and/or explosives into the working areas of or within the premises, factories or properties of the Company. 2.21 Participation in playing in the area having the playing or supporting all categories of gambling on the premises of the Company or in the employee transport bus or in the property area of the Company or in the property area under the responsibility of the Company or white performing the duties. 2.22 Soliciting or asking for donation on the premises of the Company or in the area of the Company, the factory or working area or property area under the responsibility of the Company without permission.

2.23 Bringing in the third persons onto the premises of the Company, the factory or working area or property area under the responsibility of the Company without permission form the Company. 2.24 Ignoring to look after or supervise the subordinates to comply with the rules and regulations of the Company, protecting, concealing or not punishing the subordinates when they commit disciplinary offenses. 2.25 Threatening or using authority to force or showing any influences to intimidate other employees for one’s own benefits and for other persons. 2.26 Using authority to order the subordinates, directly or indirectly, to work for oneself or other persons privately during working time. 2.27 Disclosing the salary, wage or various benefits of oneself or other persons to any employee without related duties or without reasonable causes. 2.28 Informing or giving false passages or concealing or distorting facts to the superiors or the Company. 2.29 Bringing in ready-made software not yet licensed to the Company for installation in the computers of the Company for installation in the computers or taking acts of transmitting data, information, writing, images, plan, video, movies and voices through internet computer system of the Company in violation of the Act governing computer-related offenses, 2007, or the law specifying them to be offenses and must be criminally punished and/or being infringement against the Company or other persons or inappropriately using the computer equipment and internet system of the Company and not related to performing duties. 2.30 Stealing or embezzling properties of the Company or colleagues or third persons on the premises of the Company. 2.31 Disclosing secrets of the Company to the third persons or bringing restricted documents or important information of the Company out of the company whether by any acts for ones’ own benefits. 2.32 Using the time, properties and authority in one’s duty position with the Company to conduct one’s personal business or of other persons. 2.33 Demanding and/or calling for and/or accepting or giving benefits both from the third persons and/or persons within the Company or seeking one’s own interests or of other persons in conflicts with interests of the Company or being inappropriate with one’s own duty position. 2.34 Demanding, accepting, agreeing or agreeing to accept money, properties or any other benefits from other persons for one’s own or for other persons.

2.35 Assaulting each other or assaulting the superiors or assaulting colleagues with the Company, factory, work unit, working place or properties of the Company or being under the responsibility of the Company. 2.36 Illegally instigating or manipulating strikes or slowdown of work. 2.37 Conducting obscene acts or committing sexual harassment or disturbance against other persons on the premises of the Company, in the factory, work unit, working area and properties of the company or being under the responsibility of the Company or white performing duties for the Company or during participation in the activities of the Company. 2.38 Intentionally performing work with delay, abandoning, avoiding or holding back work without reasonable causes. 2.39 Consuming, trafficking or possessing narcotic drugs or having narcotic substances with the body or using vehicles of the Company for loading/ transporting narcotic drugs. 2.40 Bringing liquors or intoxicants into the area of the Company, consuming liquors or intoxicants white performing duties or performing work in the drunken manner or having narcotic substances or intoxicating substances within the body while working. 2.41 An employee may smoke cigarettes only in the location prescribed by the Company and must not cause sparks of flames in the area prescribed by the Company to be hazardous zone or restricted area and in the area posted for prohibition. 2.42 An employee may not assume political at all levels and shall not participate in any political activities with a result of inflicting. 2.43 Committing any acts apart from the above-mentioned acts should it be deemed by the custom or tradition or a reasonable person to be a bad conduce or and offense or an act which should not be performed by and employee in the capacity of an organizational employee, such acts shall be deemed disciplinary offenses. 3. For the following offenses as committed by and employee, the company may terminate the employment without severance pay. 3.1 Misconduct in office or intentional committing criminal offense against the employer. 3.2 Willfully inflicting damages on the employer. 3.3 Negligently causing grave damages to the employer. 3.4 Violating the work rule or legitimate and fair rules or directives of the employer and the employer had already given a written warning, except in case of severity where it is not necessary for the employer to give warning. In this respect, the written warning shall be enforceable not exceeding one year form the date on which the employee has committed the offence.

3.5 Abandoning duties for three consecutive days without reasonable causes, whether or not there is a holiday in-between. 3.6 Being punished by prison term by the final judgment to be imprisoned, except being the punishment for an offense committed by negligence or the minor offense must also be the cause inflicting damages on the Company. 4. Disciplinary Actions The disciplinary actions depend on the nature of offenses and they shall come under the responsibility of the line superiors who must supervise the employees to comply with the working standard and to refrain from committing disciplinary offenses. In case of necessity and appropriateness, the disciplinary actions must be carried out for the benefits in the administration and management. As may be the cause, a superior must use discretion to punish an offender by consideration form the intent, circumstance, cooperation in working, past virtue as well as the benefits to the Company in the future on a case-by-case basis in order to preserve the rule and disciplinary offense may be taken either one or more of the following disciplinary actions. The Company prescribes the procedure of taking disciplinary actions in five ways against the employee who commits disciplinary offenses, namely. 4.1 Verbal warning 4.2 Warning in writing The Company may give the warning in writing along with the action of work suspension 4.3 Work suspension without pay not exceeding seven days 4.4 Termination of employment 4.4.1 Termination of employment with severance pay; The Company may take such action upon the employee committing disciplinary offense and such offense is not grave disciplinary offense or not the offense under Section 119 of the Labor Protection Act, 1998, but the Company has considered and deemed that it is not expedient for such employee to work with the Company any longer because it shall become a bad example for other employees and it may cause further problems in the administration and management or the production and distribution or the service of the Company and thus the employment of the employee shall be terminated with severance pay.

4.4.2 Termination of employment without Severance pay; Such termination of employment is a severe disciplinary action and the Company May take such action upon the employee committing grave offense or being the offense Under Section 119 of the Labor Protection Act, 1998, or being the offense state in Clause 3 of this Chapter 6 and it is not expedient for such employee to work with the Company any longer and thus the employment of the employee shall be terminated without severance pay. 4.5 The person with authority to take disciplinary actions; 4.5.1 The action of verbal warning shall be taken by the immediate supervisor or superior as the person who has the authority to take the verbal warning action. 4.5.2 The actions of written warning, salary/wage cut of cut of gratuities or various benefits and work suspension shall be taken by the superior at the level of manager of higher as the person who has the authority to take and carry out the action. 4.5.3 The action of termination of employment shall come under the authority of the managing director or the person who is assigned by the managing director to have the authority to take such action. 5. Work suspension for the inquiry The managing director or the person assigned by the managing director to order work suspension by preparing a letter specify the offense and prescribing the work suspension by preparing a letter specify the offense and prescribing the work suspension period not exceeding seven days and notifying the suspended employee prior to the day beginning the work suspension. For the work suspension during the inquiry the employee shall receive pay at the rate of 50% of the wage on the working day received by the employee prior to work suspension order at the conclusion of the inquiry, if the employee is not fund to be guilty, the employee shall receive the remaining 50% pay of the wage on the working day form the date of work suspension order until the day on which the employee comes back to work together with the interest of 15% per annum.

Chapter 7 Complaints 1. Objective The rule on complaints is prepared as the guidelines for and employee who will submit complaints in order for submission to be carries out in good order and to be fair for both an employee and the Company to promote a good working relation between the employee and the Company and it is a direct duty of superior to help solving the problems and bringing understanding to the employee such that the employee shall perform the work without grievances. 2. Scope and meaning of complaints The complaint is a consultation originated form the employee feeling dissatisfaction or having grievances arising from the working condition, nature of working, command, working relationship, directive or assignment or work, pay of remuneration in working or other benefits or any unsuitable practice between the Company or superiors and the consultation an such complaints to the Company in order for the Company to carry out solving stopping such occurrence of event. 3. Procedure and step in the complaints 3.1 The submission of complaints shall be made in writing explaining as necessary the details related to the complaints to the Company as supporting evidence for the consideration together with affixing signature of the employee filling the complaints. 3.2 The Company shall not accept and anonymous letter or the complaints filed by a complainant not revealing oneself to the person receiving the complaints. 3.3 An employee having dissatisfaction or grievances owing to the above-mentioned working shall quickly file the complaints to the direct superior or immediate superior. 3.4 In case of the matter of complaints being caused by the direct superior, the employee shall file complaints to the superior at the next higher level. 4. Inquiry and consideration of the complaints. 4.1 Upon the superior having already received the complaints from the employee, the inquiry shall be quickly made in order to learn the facts of such complaint in details as much as possible by taking acts oneself or with assistance from the Company or other person involved. 4.2 The complainant must give the facts in details to the superior and upon having a Already inquired of the facts, the superior shall take such complaints into consideration. 4.3 If the matter is within the scope of authority of such superior and the superior is able to solve the problem, that superior shall quickly solve the problem to completion and inform the matter to the complainant together with reporting the matter to the superior at higher level in hierarchical order.

4.4 If the matter of such complaints is beyond the authority of that superior, the said superior shall forward such complaints, together with recommendation of the solution or option to the superior at higher level in hierarchical order. 4.5 The superior at higher level shall carry out the inquiry and take the complaints into consideration in the same way as the superior at lower level who receives the complaints. 4.6 The superior at each level must quickly take actions regarding the complaints at the latest not longer than seven working day. 5. Process of stopping the complaints. 5.1 When the superior at each level, who has taken consideration of the complaints, carried out the solution or stops the occurrence of event causing the complaints and informs the complainant in writing. 5.2 If the complainant is still not satisfied with the result of consideration by that superior, a written appeal shall be submitted to the highest superior in that department or the managing director within seven working days from the day on which the employee learns the result of consideration of the complaints from the superior. 5.3 The highest superior shall consider the appeal and take actions on the solution or stop the occurrence of event in accordance with the complaints and inform the complainant the result of consideration of taking actions in writing within seven working days, whereas the result of this decision by superior shall be deemed final. 6. Protection of the complainant and the person involved. Owing to the complaints, the consideration and the stopping of the complaints being part of the process of creating good labor relations and beneficial to both the Company and the employees as a whole and hence the complainant, the testifying employees giving any information, facts or evidence on the complaints and the employee taking consideration of the complaints, who takes actions on the complaints in good faith even though causing difficulties in any way to the Company, should receive warranty from the company that it shall not be the cause or shall be deemed the cause for the Company to take actions of employment termination or carry out the acts disadvantageous to the said employee.

Chapter 8 Termination of Employment An employee shall leave employment with the Company in the following cases 1. Resignation The employee request resignation from the Company by submitting the application form as prescribed by the Company to the superior in hierarchical order not less than 30 days in advance prior to the effective resignation date of the employee refraining from giving advance notice to the Company may result in the resigning employee being exempted from entitlement to deserved benefits under the rule of the Company and may cause the company to claim damages from the employee. 2. Reaching retirement age The Company prescribes the retirement age of an employee upon reaching 60 years of age or the employee may request early retirement when reaching 55 years of age under the approval of the Company, whereas the last day of the month reaching retirement age shall be deemed the last working day of that employee. 3. Death For and employee working with the company who dies by any cause whatsoever, the date stated to be the days on which the employee dies in the death certificate shall be deemed the day ceasing employment with the Company. 4. Termination of employment with severance pay under the Law The Company shall make severance payment under the law upon the termination of employment owing to the following causes; 4.1 The employee has the number of days taking leave exceeding the period prescribed in Chapter 3 and results in lower working efficiency. 4.2 The employee is punished as prescribed in Clause 4.2.1 of Chapter 6 of the rule of the Company. 4.3 The employee is frequently sick, having frail physical and /or mental health or to the point of invalid or having long critical period 4.4 It is necessary for the Company to restructure the work or organization by dissolving or cancelling work units or some duty position, whereas the Company is unable to move the employees to other suitable positions.

4.5 It is necessary for the Company to restructures the work units, the manufacturing process, the distribution or the service by introducing the machines or changing the machines or technology and, as a result, the number of employees is reduced. 4.6 The employee is ineffective, meaning the performance of the employee is not in accordance with the aim prescribed by the Company or as assigned by the superior, whereas the superior has already given warning in writing or the Company has already allowed the opportunity to improve the performance as prescribed by the Company but the employee is still unable to improve oneself within the reasonable period. 4.7 As a result of the method of performing work ow individual nature of that employee, the working efficiency of one’s own work unit or other work unit is diminished. In this regard, the Company shall take consideration in accordance with appropriateness on a case-by-case basis. 4.8 The Company encounters the condition of economic recession, the condition of insufficient purchase order or occurrence of incapacity of production/distribution or service or occurrence of excessive manpower or encountering the problem of losses. 5. Termination of employment without severance pay The Company may terminate employment of an employee without any severance pay owing to the following causes; 5.1 The employee does not pass the probation period and the company terminates the employment within 119 days from the day beginning to work. 5.2 The employee under special employment contract having legal definite employment period and the Company not renewing the contract upon its expiry, whereas the period in the employment contract is short of 120 days or the employment having such period must be the employment in specific project not being the normal work of the business or trading of the Company Which must have the definite period of beginning and ending of work or in the work of occasional nature having the ending schedule or successful completion of work or being the work of seasonal nature and having been employed during the period of such season and such work must be completed within the period not exceeding two years, whereas the Company and the employee have made the contract in writing since the beginning of employment. 5.3 The employee is terminated of employment owing to committing he offense under Section 119 the Labor Protection Act, 1998 or as prescribed in Clause 3 of Chapter 6

Chapter 9 Severance Pay and Special Severance Pay 1. Severance Pay For and employee being considered by the Company to leave employment by termination owing to the cause in Clause 4 of Chapter 8, the Company shall make severance payment as prescribed by the labor protection law as follows; 1.1 For the employee working continuously for 120 full days but short of one year, the Company shall make severance payment not less than thirty days of the last wage. In case of the employee receiving wage in accordance with the performance by calculating in units, the Company shall make severance payment not less than the wage of the last thirty days of working. 1.2 For the employee working continuously for one full year but short of three years, the Company shall make severance payment not less than ninety days of the last wage. In case of the employee receiving wage in accordance with the performance by calculating in units, the Company shall make severance payment not less than the wage of the last ninety days of working. 1.3 For the employee working continuously for three full years but short of six years, the Company shall make severance payment not less than one hundred eighty days of the last wage. In case of the employee receiving wage in accordance with the performance by calculating in units, the Company shall make severance payment not less than the wage of the last one hundred eighty days of working. 1.4 For the employee working continuously for six full years but short of ten years, the Company shall make severance payment not less than two hundred forty days of the last wage. In case of the employee receiving wage in accordance with the performance by calculating in units, the Company shall make severance payment not less than the wage of the last two hundred forty days of working. 1.5 For the employee working continuously for ten full years or more, the Company shall make severance payment not less than three hundred days of the last wage. In case of the employee receiving wage in accordance with the performance by calculating in units, the Company shall make severance payment not less than he wage of the last three hundred days of working. 1.6 For the employee working continuously for 20 year or more, the Company shall make severance payment note less than four hundred days of the last wage. In case of the employee receiving wage in accordance with the performance by calculating in units, the Company shall make severance payment not less than he wage of the last four hundred days of working.

2. Special Severance Pay An employee leaving employment of the Company shall receive special severance pay owing to the following causes. 2.1 In case that it is necessary for the Company to relocate the establishment to other location which essentially affects the normal course of living of an employee of family, if the employee, in this regard, does not wish to move and go to work with the Company, the employee shall exercise the right of cancelling the employment contract (resignation) within 30 days from the day beginning to move or the date on which the employee has been notified of the move 30 days in advance, as the case may be, whereas the employee is entitled to the special severance pay not less than provisions of Clause 1 above of the severance pay entitle to the employee under Clause 1 of this Chapter 9 2.2 In case of the Company restructuring the work units the manufacturing process, the distribution or the service owing to introducing the machines or changing the machines or technology and causing the Company to reduce the number of employees by termination. In this regard, the Company shall notice to the employee not less than 60 days in advance, as the case may be, whereas the employee is entitled to the special severance pay not less than provisions of Clause 1 above of the severance pay entitle to the employee under Clause 1 of this Chapter 9 3. Special Severance Pay In lieu of Advance Notice. 3.1 In case of relocating the establishment to other location and affecting the normal course of living of and employee or family, if the Company has not given advance notice to the employee or has given advance notice less than 30 days prior to the day of relocation, the employee is entitled to special severance pay in Lieu of advance notice equal to thirty days of the last wage or equal to the wage of the last thirty days of working for the employee receiving wage in accordance with the performance by calculating in units 3.2 In case of the termination of employment owing to the Company restructuring the work units, the manufacturing process, the distribution or the service owing to introducing the machines or changing the machines or technology, if the Company has not given advance notice to the employee to be terminated or has given advance notice less than 60 days prior to the date of termination, the employee is entitled to special severance pay in lieu of advance notice equal to sixty days of the last wage or equal to the wage of the last sixty days of working for the employee receiving wage in accordance with the performance by calculating in units. 3.3 For this special severance pay in lieu of advance notice, it shall be deemed that the Company has also already make wage payment in lieu of advance notice under the Civil and Commercial Code.

Part 3 Company Welfare Policy The company provides welfare facilities for the well-being of employees while at work. The welfare facilities are provided based on the standard facilities arranged by similar industries, company’s resource, environment, company’s need as well as regulations as speciated by labor law. The company may suitably consider changing conditional and welfare allowance to the present circumstance and employees will be notified of such changes accordingly. Annual Physical Check Up All employees are expected to maintain healthy so that they are able to perform their work. The Company provides annual physical check up to each employee in accordance with the list of standard physical check-up requirement, while the Human Resource Department will design physical check-up program based on standard and requirements of each business unit. All expense regarding this program will be bore by the company. If an employee fails to perform the job because of unhealthy or suffers a socially unacceptable, contagious illness, the company has the right to order such employee to be suspended or dismissed from the job with severance pay as required by laws, as the case may be. In cases where any employees refuse to check up their physical health, the company shall have the right not to be responsible for their medical expenses. Meals The company provides its employees with health and clean lunch as well as additional meals for employees work in overtime or work in shifts free of charge in order to reduce their cost of living. In case the company don’t’ provide food int the case of lunch, working overtime or working shifts will receive a meal cost of 40 baht per meal.