GC also provides other legally mandated welfare, such as social security and provident fund contributions, as well as welfare not required by the law. In addition, to ensure a positive life experience in the organization for all employee groups, who may have different needs, GC has revised its welfare and benefits, such as flexible benefits and healthcare benefits for parents for single employees. Furthermore, GC has studied remuneration and benefits for employees assigned overseas in comparison with leading companies both in Thailand and aboard to support GC’s strategies of work scope expansion, co-investment, and investment. To support the operations of companies under GC Group, GC provides them with data on their salary structure in order to ensure their competitiveness within their industry and uniform practice across GC Group. 1.4.3 Employee Relations To give employees a happy working life, foster employee engagement, and promote work-life balance, GC has carried out well-being projects since 2018 to take care of its employees in terms of health, wealth, and mindfulness, and such activities have been modified to accommodate WFA, as detailed below. GC organized a virtual meeting via Microsoft Teams to give a refresher on GC’s existing medical welfare (ER ma Share). GC held quarterly meetings of the Welfare Committee to foster relationships and understanding between the Company and its employees; activities fostering relationships between the Welfare Committee and the Company, such as VPs Meet Welfare Committee; training sessions of the roles and responsibilities of the Welfare Committee; as well as CSR activities. GC offered virtual consultation with doctors through V-Health application provided by insurance companies and worked with hospitals to provide sessions with virtual teleconsultants as part of its “Telemedicine and Medication Delivery” project. GC organized various activities on physical and mental health via Microsoft Teams. Physical health promotion activities were namely “Keep Your Heart Health,” “Stroke: A Silent Threat” and “Conquer the Office Syndrome.” Mental healthcare programs included the “Mental Health Hot Line” for employees and their families, “Spark Your Life and Overcome Obstacles,” “Creating a Positive Energy amid Changes,” “Persuasion Techniques,” “Stress and Depression Test,” “Adjusting to the Working Life.” Courses on financial management were also held through various online channels, including “Finance Mentors,” “Creating Wealth Through Investment Planning,” and “Debt Management.” Additionally, GC boosts the morale of long-serving employees by giving long service awards for employees at each specific year of service and carrying out initiatives that will promote a happy retirement, as detailed below. In 2023, GC Group’s turnover rate was 6.7% (GC’s turnover rate was 3.2%). Exit interviews were conducted on resigning employees to further improve GC’s employee care, welfare, and other matters and analyze their reasons for resigning in order to improve employee retention planning. Knowledge sharing sessions were organized to allow retiring employees to share their know-how and experience with current personnel. The Happy Retirement 2023 Program was also conducted to equip those retiring with financial literacy and healthcare knowledge to ensure a happy life after retirement. For certain employees, especially those with health issues, the Mutual Separation Program (MSP) was conducted to equip them with useful knowledge, such as healthcare, finance management, and outplacement programs. Microsoft Teams 169 PTT GLOBAL CHEMICAL PUBLIC COMPANY LIMITED Form 56-1 One Report 2023
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