Corporate Social Responsibility

The Company strictly adhere to its just, honest, transparent, and responsible operation toward the society and its stakeholders according to its good governance and corporate ethics for confidence of our stakeholders and sustainable growth. We are aware that corruption is a hindrance to the said goal, hence we have established the following anti-corruption policies as countermeasures.

To demonstrate our business operation, we proclaim adherence to the transparency, good governance, and refusal against all direct and indirect corruption. We prohibit our directors, managers, staffs, as well as all relating personnel from any action that might raise suspicion whether or not it involves offering, promising, soliciting, demanding, or bribery. The company renounce all such acts of corruption. To ensure compliance with this policy of all related businesses and agencies, as well as the changes in legal concerns, business operation, and preservation of the company’s reputation, the company will be continuously engaged in audit processes. All directors, managers, and staffs must comply with these policies.

“In addition to strict adherence to the policies, guidelines, and measures, the company has also defined roles for the directors, subcommittee, and subcommittee as following:

The directors are authorized and responsible for defining all direct and indirect anti-corruption policies to be followed throughout the organization.

The audit committee is responsible for auditing corporate operation to ensure sufficient internal control against corruptions and for compiling audit reports for the directors, including suggestion for improvement of the anti-corruption scheme.

The managing directors are responsible for implementation, support, communication, encouragement of staffs of all levels, and all related personnel to acknowledge and comprehend such policies, guidelines, and measures; and for encouragement of businesses within the group to implement or apply appropriately, including application of opinions and suggestions from the board of directors and subcommittee. The managing directors are also responsible for revision of the system and measures and for reporting to the board of directors.

The managing director is responsible for establishing system and encouragement and support of anti-corruption policies for all staffs and related personnel; and revision of such system and measures to ensure relevance with the changes in business, regulations, requirements, and laws.

Internal audit office is responsible for auditing the operation to ensure conformance with the policies, guidelines, authorities, regulations, and laws from regulating authority and to ensure that the controlling system is sufficient against the possible corruption. The internal audit office is also responsible for reporting to the audit committee.

These anti-corruption policies shall include human resource management from the sourcing, selection, promotion, training, assessment, operation, and remuneration. All managerial staffs shall communicate with their staffs for understanding of operation within their responsibility and efficiency of operation.

Any operation according to the anti-corruption policies shall conform with the defined guidelines within the business governance and ethics, including the regulation and related company’s operation manuals.

For unambiguity in operations with high risks of corruption, the directors, managers, and staffs must exercise caution with the following matters:

3.1 Political support and neutrality

The company shall remain politically neutral by not supporting or act in benefits of any political party whether directly or indirectly including the use of company’s resource for activities that would impair such neutrality or that would harm the company itself from such participation.

3.2 Charity support and donation

Donation for charity, providing aid for those less fortunate, alleviating impacts from natural disasters, and life quality improvement are all parts of corporate culture. However, such donation must be approved by the company’s defined process and done in a transparent manner. Payment must be made with clearly defined recipients and must include the name of registered receiving organization with clear objectives of donation. Donations are generally aimed for improvement of company’s image and reputation and mostly done through society-focused activities. Donation must conform with transparent decision, adequately contracted or evidenced, and approved by company’s adequately authorized personnel. Donation must not be done as a façade for corruption or bribery.

3.3 Giving or receiving of gifts or benefits including assets, hospitality fees, and other expenses

Giving or receiving of gifts or benefits including assets, hospitality fees, and other expenses can present risks for corruption. All directors and staffs must not engage in giving or receiving of such gifts or benefits which might be generally considered as obligation that one must compensate for such gifts or benefits or considered as justification for act of corruption. Such regulation shall also apply to engagement with external entities. However, act of giving or receiving such gifts or benefits can be allowed, provided that it does not burden the recipient with obligation to compensate in a way that might be considered as an act of corruption, and that it conforms with the normal tradition. Such act or giving and receiving must also conform with the company’s code of conducts and regulations

3.4 Extortion, Fraud, Deception, Collusion, Conniving, Abuse of Authority, Embezzlement of Money, and Money Laundering

Abuses of authority in acts of extortion, fraud, deception, collusion, conniving, and money laundering are considered acts of corruption as well as offenses and are thus, expressly prohibited under this anti-corruption measures and shall be viewed as breaches of duty and responsibility entrusted as directors or staffs of the company regardless of the underlying motives or lack thereof.

Actions that pose high risk of corruption are not yet well covered in all cases. The directors and staffs must then use own judgment in avoiding actions that may be considered acts of corruption.

Directors, managers, and staffs must not make claims or receive compensation, benefits, or gifts that are either unsound, dishonest, or unproportionate from persons related to the company’s business. Directors, managers, and staffs must also not make claims or receive compensation, benefits, or gifts from individual or organizational partners whether for themselves or others that might imply an incentive to perform/refrain from duties in an unlawful way or committing a legal offense.

They also must not give, offer, or receive donation or any form of support or benefit from third parties, such as government officials, brokers, partners, clients, or decision-makers that might persuade such person to act or refrain from certain acts which result in breach of laws, or such person’s position duty, or inappropriate advantages or privileges. Donations and grants must be done in a transparent and lawful manners, ensuring that the donations and grants are not used as an excuse for bribery.

In the events that a juristic person or a third party involved with the company’s business give gifts or benefits to directors or staffs as gratuity, they must use their judgment to consider the appropriateness, reasonableness, and/or justness, considering the government regulations. They may choose to accept the gratuity if refusal will make waste of the kindness and make impact on the business relationship, provided that the gratuity does not exceed the limit of value receivable by government officials. Receipt of gifts, assets, or other benefits should be moral, whether from related parties or acquaintances, and should be in general manners (i.e., not too specific). The gift should be of appropriate value. The manner of gifting should be legal and the gift itself must not be illegal.

Employees of the company and its affiliates, as well as their families, are prohibited from claiming or receiving gifts, assets, or other benefits from contractors, subcontractors, clients, partners, or persons affiliated with the company’s business regardless of the event, which may tamper the decision in their duties with bias, uneasiness, or conflict of interest.

The company’s personnel and its affiliates must not engage in bribery or give any similar benefits to other personnel whether within or outside of the company, especially government officials. Giving gifts, assets, or any other benefits to government officials of any state must not be contrary to the local laws or custom.

Do not give and receive gifts that are worth more than the normal that a reasonable person should give between a superior and a subordinate. Regardless of any occasion, directors, executives, employees, and related people must avoid giving or receiving things or any other benefits from partners or people who are involved in the Company except for the benefit of normal business operations or festivals or traditions.

Giving or receiving of gifts of value greater than normally given between superiors and subordinates shall not be performed under any circumstances. Directors, managers, and staffs of the company and its affiliates must avoid giving or receiving gifts or benefits from partners or related persons related to the company’s business, unless it is beneficial to the normal business operation, or they are considered gifts of festivals or traditions.

Cooperation with other agencies such as government agencies, state enterprises, and private sectors in any state must be conducted in transparent, just, and lawful manners according to Thailand and local laws, including the laws regarding anti-corruption measures in all localities. The company’s personnel and its affiliates must make clear to their clients, partners, contractors, and affiliated persons or juristic persons that the company does not endorse any action that might be considered as act of corruption and shall not participate in such actions, including claiming, receiving, and giving or any kind of bribes; and that such action must be reported to the company immediately if found.

Said policies apply to all subsidiaries, associated companies, other companies that the company has control over, and persons involved in the business operation.

Directors, managers, or staffs who fail to comply with these policies are considered disciplinary violators and in cases where such violations also breach the law, the company shall notify relevant authority for prosecution.

Companies and Individuals with Business Affiliation

17.1) Subsidiaries and affiliates which the company has control over shall comply with this anti-corruption measure,

17.2) Agents and business intermediaries (where applicable): directors, managers, or staffs must not hire agents or business intermediaries for the purpose of giving or receiving bribes or corruption.

Directors, managers, and staffs must adhere to the anti-corruption measures, and the company’s good governance and code of conduct. They must not be involved in any act of corruption whether directly or indirectly.

Staffs should not ignore or neglect any act suspicious of corruption. They must report to their superiors or persons in charge through designated channel and cooperate in investigations as stipulated in the company’s regulation.

The company shall remain just, protective, and non-punitive of the directors, managers, and staffs who refuse to participate in an act of corruption or who report about a corruption that concerns the company’s business, even if such action costs the company its business opportunity. The company shall strictly implement measures to protect the complainants and those who cooperate in the report of corruption as stipulated in the company’s personnel policies and/or measures for complaints and whistleblowing.

Acts of corruption are considered breach of the company’s code of conduct and the perpetrators are subject to disciplinary proceeding as the company have defined, including legal prosecution if such breach is also unlawful.

The company shall communicate its anti-corruption policies and measures including available reporting channels for whistleblowing and suggestion to its directors, managers, staffs, subsidiaries, and all affiliates through various methods such as orientation events for the directors and staffs, internal and group communication to promote understanding and application of this anti-corruption policy.

The company also communicates its anti-corruption policies and measures including available reporting channels for whistleblowing and suggestion to the public and its stakeholders through various channels such as the company’s website.

The company regulates its risk against corruption by risk assessment, prioritization, establishing appropriate measures, and monitor the measures taken. The managing directors shall liaise with the audit committee for inspection of significant risk factors, including risk of corruption, and has delegated the responsibilities to the internal audit office.

Personnel management process of the company reflects the steadfastness of the anti-corruption policies and measures from the process of selection, training, assessment, remuneration, and promotion. Duties have been appropriately divided to allow check and balance. The company shall ensure its personnel are appropriately and adequately equipped with skills to implement the policies.

The company has clearly defined an efficient, transparent, and verifiable Corporate Authorization Procedure.

The company has arranged a system of internal control that covers finance, accounting, record keeping, and other processes related to the anti-corruption measures and arrange for communication of the internal control results to the responsible personnel.

The company has also arranged for the internal audit to cover crucial activities such as commercial operation and procurement to ensure that the internal control system can achieve the goals set. The company shall also ensure its operation complies with the defined procedures and regulatory requirements and shall give suggestion to improve the efficiency of the operational system according to the policy.

The company shall establish measures for whistleblowing, whistleblower protection, and communication of anti-corruption measures through new staff orientation, e-newsletters, internal and external publications, letters to its partners and clients, and through the company’s website.

The company prioritize its business operational transparency and respects the laws and human rights. For the said purpose, actions of all directors, managers, and staffs shall be in accordance with the code of conduct regarding the laws and international human rights.

The company shall operate in compliance with laws, as well as all of its staffs and managers.

The company shall strictly adhere to the international principles of human rights and inform its staffs of such for the application in their operation.

The company shall not sponsor any business that infringes the international principles of human right.

The company encourages its staffs to exercise their civil right in accordance with the constitution and the laws.

The company shall safekeep its staffs’ personal data. Disclosure or transfer of the staffs’ personal data to the public must be priorly consented by that staff. Infringement of this regulation is a disciplinary breach unless it is done in accordance with the company regulations or by laws.

The company shall provide its staffs with means to communicate, make suggestion, complaints, and issues with the operation. The suggestions shall be taken seriously and met with solution that benefits all parties and create a good working environment.

Staffs of all levels within the company must thoroughly understand and strictly comply with the laws applicable to own responsibilities. Any uncertainty shall be consulted with the company’s lawyers and not to be carried out on their own accords and without guidance.

All staffs must not abuse or threaten others, whether verbally or by action, on the basis of race, gender, religious belief, age, or physical or mental disability.

When working abroad, staffs should study the destination country’s laws, traditions, customs, and cultures to ensure that the carried products, samples, equipment, travel documents, travel objectives, and their operations in the destination country does not contradict with the local traditions.

To ensure that the products come from lawful employment that complies with the principles of human right, the company has implemented the personnel management that complies with the international principles of human right, detailed as follow:

Child Labor: The company shall not employ or sponsor the employment of child labor, including employment of underaged minors.

Forced Labor: The company shall not use or sponsor the use of forced labor.

Health and Safety: The company shall provide employees with a safe and hygienic workplace for its employees.

Freedom of Association and the Right to Collective Bargaining: The company shall respect its employees’ rights to form or join associations and must respect the right to participate in negotiation of its employee representative.

Discrimination: The company shall not commit or encourage discrimination in employment, remuneration, admission to training, promotion, dismissal, or retirement out of difference in race, nationality, social class, national origin, religious belief, disability, gender attribution or deviance, membership to a union, or political affiliation.

Discipline: The company shall not commit or encourage punishment that would pose harm whether physically or mentally.

Working Hours and Overtime: The company shall define its working hours in accordance with applicable laws and industrial standards.

Remuneration: The company shall pay its employees at least as much as the minimum legal or related industrial standard rate that complies with applicable laws.

The company recognizes the importance of its personnel as a factor that can indicate business success. Hence, it organizes for knowledge, skill, and expertise development coupled with motivation and improvement of working environment and livelihood to promote the working efficiency as well as the quality of life. The company has established personnel management practices as following:

Management of human resources in accordance with the company’s vision and mission.

Management of personnel based on labor standards and applicable laws.

Arrangement of systematic recruitment process that leads to employment of qualified personnel.

Balanced personnel planning to ensure proportionate workload: ensuring no undermanned or overmanned for tasks and adequate human resource for business operation.

Establishing measures to maximize employment period for each staff.

Allocation of appropriate welfare for morale and motivation, incentivize the staffs to put in best effort in their work.

Establishing systems for assessment of efficiency and operation results of the company’s staff to be used as guideline for fair salary adjustment and promotion.

Establishing systems of salary rate structure and surveys to gather information as basis for rate of remuneration for the staffs to reflect the social and economic situations in the present and future.

Arrangement for training and various development plans to enhance operation efficiency and timely functional training, readying the staffs for more demanding responsibilities and tasks in the future.

Arrangement of labor relation activities for good relationship between the company and its staffs as well as among the staffs.

Arrangement of effective communication in the company in both ways: top-down and bottom-up.

Ensuring safe operation and good occupational health for all staffs, reduced operational risks, accident prevention measures, as well as minimizing accidents from operation of staffs.

Moreover, the company has policies regarding improvement of quality of life within the workplace as following:

Treat the staffs with human rights in mind.

Arrange for occupational healthy and safe workplace.

Ensure remuneration and benefits complies with the minimum set by the laws and sufficiency.

. Sponsor activities that promote family well-being.

Sponsor activities that improve the staffs’ financial statuses.

Sponsor activities that promote the staffs’ health.

Sponsor activities that promote the staffs’ morality.

Sponsor activities that improve the staffs’ knowledge.

Sponsor activities that promote the staffs’ unity.

Sponsor activities that improve the local society and community.

The company recognizes that product quality, conservation of energy and environment, global warming, occupational health, and safety comprise parts of business operation and has thus establish a quality control system for energy, environment, occupational health, and safety. All of the executives and staffs are determined to implement the following practices:

Abide with the law regarding safety, occupational health, and environment, including other applicable standards and regulations.

Develop the quality management system to be efficiently used throughout the organization to ensure that products and services are of great qualities for the clients’ satisfaction.

Uphold safety as the core of operation, focusing on regulation of workplace operation and environment for the workers to prevent losses and injuries from accidents and fire during work.

Take good care of occupational health and work environment, promoting good health and workplace happiness.

Assess and minimize environmental impact at the source and use the resources efficiently.

Respect and protect all staffs’ rights in compliance with Thailand’s labor laws, regulations, and standards. Continuously improve the knowledge and skills of staffs for better morale.

Managers of all levels shall be responsible and act as role model for development and upholding of quality management, occupational health, safety, and environment, while supporting staffs with sufficient resources for implementation of policies. Stakeholders are adequately informed regarding results of quality management, occupational health, safety, and environment.

The company has a work system in accordance with the international standards and establish an international standard quality system complying with regulations for efficiency and achievement of specified goals. All productions shall be quality-controlled, met with timely delivery, and satisfying to the customers with continuous development. Utilization of resource, time, manpower, capital, material, machinery, information, technology, and methodology shall be optimally efficient while strictly and continuously maintaining the quality, occupational health, safety, and environment, according to the following practices:

To enhance efficiency of the factory and the safety through the principles of 7 S, while creating good working environment, mindset, safety of workers and properties, occupational health, and environment. The same set of principles also reduce impacts toward community and society, and at the same time, improve the monitoring process.

To improve the quality, efficiency, and skills of worker through human resource management and development with staff training and development programs in combination with teamwork promotion.

To improve machine, equipment, and technological efficiency through research of modern machine, equipment, and technology, answering to the needs of the clients.

To supervise and improve production efficiency while preventing and minimizing losses and making continuous reports.

To organize systematic consultation to plan the production according to the economic situation and the clients’ demands as per contracted.

To define the key performance indicators (KPI) for all levels of work and establish work plan toward the specified goals in each year.

The company is a manufacturer of high-quality products, taking into account the safety and contribute to conservation of environment in compliance with applicable laws, leading to the acceptance and trust from our clients and partners across the countries. The company uphold its philosophy of sustainable growth along with environment conservation and pollution reduction. The company adheres to the following practices:

Continuously develop and improve environmental management systems to reduce environmental impacts and pollution caused by the manufacturing and include supporting activities. Regularly review and formulate prevention guidelines to reduce environmental impact.

Strictly comply with environmental laws, regulations, and requirements as well as enhance the environment management efficiency.

Set environmental objectives and goals that are in line with relevant laws and company’s own environmental policies as guidelines for implementation of plans toward specified goals.

Promote awareness of environmental impact reduction by efficient resource planning and conservation of energy and resource in all operational activities of the company.

Disseminate public relations and provide training to personnel at all levels and stakeholders to raise awareness. Build knowledge and understanding and drive cooperation and responsibility for environmental conservation together.

The company is committed to fully support environmental campaigns and shall communicate its policies with staffs of all levels to acknowledge and implement, as well as with its partners and stakeholders to participate toward the specified environmental goals.

As one of the leading production plants and natural herb-based dietary supplement product manufacturers, we recognize the importance of local investment policy implemented by Thailand’s Board of Investment (BOI) in order to enhance local economic growth both by addition of agricultural produce value and by enhancing quality of tourist attraction

The company recognizes the international reputation of Thai herb and its value as export crops. Many countries sought for ways to invest and selected Thai herbs to grow in hope of competing with Thailand exports. Many herbs are exported as ingredients such as cardamom, black cardamom, turmeric, tavoy cardamom, Thai croton, konjac, and tamarind. These herbs are still in high demand despite the growth in size of producing factories. In the light of the situation, these herbs grew more scarce and more expensive. The shortage led to reduced quality as farmers lack knowledge in crop selection, farming technique, and use of chemicals to speed up harvest.

As a response measure and promotion of professional herb farming, as well as to elevate the quality of farms and crops up to the safety standards, increase production volume to meet the demands, decrease cost from import of organic ingredients by supporting production of organic product of the same quality, and to further improve the company’s image, the company has collaborated with Bio-Agri Company limited, under the name of “Baan Saen Rak” organic agriculture to organize the “Local Economy Support Project for Herbal Plant Production Potential Development” in an integrated multidisciplinary approach that covers soil improvement, plant type management, seed selection, pest protection and planting system, production factors, and marketing management. The learning process focuses on bioscience as a key element in the solution with the organic crop ICM (integrated crop management) and organic crop production courses based on agricultural science. Agricultural research and innovation are used for value addition and plans to establish raw material processing centers are proposed so that local herbs have ways of value addition, which will in turn help generate income and increase economic turnover within the community, following the objectives of the local investment promotion measures.