• Policy Commitment
  TCC Technology Group is committed to respecting the human rights of all stakeholders. As such, the company operates in line with international human rights principles and labor standards, including the United Nations Universal Declaration of Human Rights and the International Labour Organization’s Declaration on Fundamental Principles and Rights at Work. TCC Technology Group expects all executives and employees in its businesses, including those in its subsidiaries, joint ventures, and new business relations (i.e. through mergers and acquisitions), as well as suppliers and business partners, to respect the human rights of all stakeholders to ensure that all are respected equally. In doing so, strict compliance with the company’s Human Rights Policy is compulsory for all stakeholders.
  
  Key human rights aspects covered in the company’s Human Rights Policy and Statement include discrimination and harassment, forced labor and child labor, freedom of association, equal remuneration, working conditions, and workplace safety and health. All TCC Technology Group stakeholders must comply with these aspects according to laws and regulations and aim to satisfy them with the highest possible standards.
• Assess Actual and Potential Impacts (Human Rights Risk Assessment)
  TCC Technology Group’s human rights risk assessment covers 100% of the company’s operational sites, which are categorized according by business activity:
  • Main business activities: Operations, commercial, corporate communications, and marketing
  • Supporting business activity: Human resources
• Integrate Findings and Potential Impacts
  Once human rights risks and impacts have been assessed, TCC Technology Group works to implement its management measures, particularly those for high-risk issues. After these measures are implemented, TCC Technology Group monitors and reviews the performance to ensure continuous development that maximizes efficiency.
• Track and Communicate Performance>
  TCC Technology Group is committed to conducting regular reviews of its human rights due diligence process, and to reporting on its human rights performance on the T.C.C. Technology Company Limited website. In the meantime, TCC Technology Group tracks through its communication channel violations of human rights that stakeholders experience. In order to mitigate adverse impacts and provide appropriate remedies to affected stakeholders, stakeholders are encouraged to report violations through the communication channel below:
  
  T.C.C. Technology Company Limited.
  1 Empire Tower 30th Floor, South Sathorn Rd., Yannawa, Sathorn, Bangkok 10120
  Thailand
  Telephone: 662 838 8888
• Remediate Adverse Impacts
  TCC Technology Group understands that its business activities may cause, contribute to, or have links with human rights violations involving stakeholders. TCC Technology Group is committed to mitigating such risks and violations. To ensure it fulfills these commitments, TCC Technology Group regularly conducts human rights risk assessments to identify potential violations. Additional mitigation measures are established with the objective to remediate and reduce the possibility of such violations.

• 1.1 The Policy provides a procedure to ensure that concerns about suspected wrongdoings within TCC Technology Group (“Whistleblowing”) are raised and handled timely and appropriately. It applies to member of Board of Directors, Executive Committee and Employees working at all levels of the organization as identified in TCC Technology Group’s regulations regarding the classification of positions, wages and salaries, which currently consist of contracted Employees, daily Employees and monthly Employees.
• 1.2 Employees are encouraged to report genuine concerns which he/she may have about suspected wrongdoings in accordance with the Policy, in the knowledge that his/her concerns will be taken seriously and investigated as deemed appropriate. TCC Technology Group will support him/her, provided that he/she raises genuine concerns in good faith, even if they turn out to be mistaken. Reasonable measures shall be taken to protect member of Board of Directors, Executive Committee and Employees from detriment, retribution or harassment from doing so.

• Whistleblowing is the disclosure of information relating to wrongdoings or dangers at work. This includes criminal activities and other unlawful conducts, failure to comply with regulatory requirements, financial irregularities and actions that are dangerous to the health and safety of people or to the environment. For example, insider dealing, bribery, and forgery would constitute wrongdoing.

• Member of Board of Directors, Executive Committee and Employees shall proceed in accordance with the Policy if he/she has a genuine concern about past, current or future wrongdoings or dangers. It may not always be clear whether the conduct which concerns Employees amounts to wrongdoing and Employees will need to form his/her own judgment. TCC Technology Group encourages Employees to report Employees’ concerns when Employees are in doubt.

• • 4.1 If member of Board of Directors and Executive Committee has concerns, member of Board of Directors and Executive Committee should consider report to the Board of Directors.
  • 4.2 If Employees have concerns, Employees should consider the process set out below and report it through the recommended channel(s) in writing with Employees’ name and contact details.
  • 4.3 Employees should raise his/her concerns in writing with Employees’ supervisor/department/division in the first instance. Employees’ supervisor/department/division/office head should assist Employees in finding a way of resolving the Employees’ concerns quickly and effectively, or he/she may refer the matter to the designated persons as stated in the clause 4.4.
  • 4.4 Where the matter is more serious, however, or Employees feel that Employees’ supervisor/department/division has not addressed Employees’ concerns, or Employees prefer not to raise them with such persons for any reason, Employees should raise the concerns to the Human Resources Department at “whistleblowing@tcc-technology.com”. The Human Resources Department will report to the Management Committee to consider and take further necessary action and also report to the Executive Committee and the Board of Directors. TCC Technology Group may nominates different individuals as points of contact from time to time. Any changes in points of contact will be notified to Employees.
  • 4.5 If TCC Technology Group decides that it is necessary and appropriate, a meeting may be arranged with Employees to discuss Employees’ concerns. In these circumstances, TCC Technology Group will prepare a written summary of Employees’ concerns and provide Employees with a copy after the meeting. Employees may bring a colleague to attend the meeting, but Employees’ colleague must respect the confidentiality of Employees’ disclosure and any subsequent investigation.
  • 4.6 Any member of Board of Directors, Executive Committee and Employees who have any personal interest in the matter is obligated to declare it upon raising the concerns.

• TCC Technology Group encourages Employees to raise any genuine concerns openly under the Policy. However, TCC Technology Group will not respond to disclosures made anonymously, since it will make proper investigation difficult or even impossible, and may lead to groundless accusations. If Employees would like to raise Employees’ concerns confidentially, TCC Technology Group will take reasonable steps to keep Employees’ identity secret. Disclosure of Employees’ identity may, however, become unavoidable in the case of an investigation by the government officials or court proceedings.

• • 6.1 Once the member of Board of Directors and Executive Committee has reported his/her concern under the clause 4.1, the Board of Directors will consider and take necessary action.
  • 6.2 Once Employees have reported his/her concern, the matter will be assessed to determine the proper action to be taken, which might include internal investigation or a referral for external investigation. Employees will be informed who is responsible for handling the matter, how the person can be contacted and whether any further assistance may be needed from Employees. Employees may, for example, be required to attend additional meetings in order to provide further information.
  • 6.3 TCC Technology Group may, where confidentiality allows, give Employees feedback on the matter, including the progress of the investigation and likely timescale, but TCC Technology Group is not obliged to do so. Nonetheless, in the case where confidentiality is of concern, it may hinder TCC Technology Group from providing Employees with any details of the investigation or disciplinary punishment which may be the result of the whistleblowing action. Employees must treat any feedbacks given to Employees about the investigation as entirely confidential.
  • 6.4 If it is considered more appropriate to deal with concerns of Employees as a grievance matter as stated in the “Employee Handbook”, Employees will be informed accordingly. In this case, Employees’ concerns will be further submitted through the responsible departments or divisions.
  • 6.5 If Employees are dissatisfied with the manner in which TCC Technology Group has dealt with any concerns Employees have reported, or with the outcome of an investigation, Employees may contact any other designated persons set out in the clause 4.4. The persons may carry out further investigations as deemed appropriate.

• • 7.1 Any complaint made which is later found false, or in bad faith, or with malicious intent, or in a careless manner, or for personal benefit is considered a serious violation. Such action is considered gross misconduct which leads to disciplinary actions as stated in the topic of the disciplinary and penalties in the “Employee Handbook”.
  • 7.2 TCC Technology Group will not tolerate harassment or victimization of Employees raising a genuine concern under the Policy and any person involved in either threatening or retaliation against a whistleblower will be subject to disciplinary action(s). If Employees are harassed or victimized in any way, Employees are advised to inform the matter to the person responsible for the investigation of the matter so that appropriate actions may be taken.

• The objective of this Policy is to determine an internal mechanism for submitting report, conducting an investigation and correcting any suspicious wrongdoings within TCC Technology Group’s workplaces. It is recognized, however, that there may be circumstances where Employees feel that Employees should properly report matters to external bodies, such as regulators or the police if he/she feels that his/her safety and health may be compromised or; if he/she is unable to discuss the matter internally with one of the designated persons named in the clauses 4.3 and/or 4.4 or; if such matter involves a serious crime.
  
  Whistleblowing concerns usually relate to the conduct of Employees. However, they sometimes involve actions committed by a third party, such as a customer, a supplier or a service provider to TCC Technology Group, Employees are strongly advised to first internally raise a concern in good faith to the one of the designated persons as per the clauses 4.3 and/or 4.4. Nevertheless, after the Employees have raised their concerns if he/she still reasonably believes it relates mainly to an action of that third party and it is under responsibility of that third party as stipulated by law, may raise a concern in good faith with the related governing authorities. Unless required by the laws, Employees are advised to internally raise a concern in good faith, where he/she reasonably believes it relates mainly to an action of that third party and it is legally under responsibility of that third party. In case Employees are in doubt, Employees should contact one of the designated persons named in the clauses 4.3 and/or 4.4 for guidance in the first instance.
  
  Please note that it is inappropriate for Employees to go to the media with a concern about suspected wrongdoings.
• 9. Seeking independent advice
  Any inquiries regarding the Policy, Employees may discuss them (without being required to make a formal report) with any of designated persons named in the clauses 4.3 and/or 4.4. Employees can, of course, also seek advice from a lawyer of his/her own choice and expense. The implementation of the Policy reinforces relevant guidelines and policies.

T.C.C. Technology Company Limited and its affiliated companies (“TCC Technology Group”) conducts business according to good corporate governance with fairness and commits to TCC Technology Group’s business ethics. At TCC Technology Group, we recognize the value and importance of “human”, especially our employee who are important capital of the organization. We believe in upholding the principles of human rights in treating others with equality and without discrimination and harassment against other in the workplace or any other place related to our operation, creating the sustainable foundation of favorable work environment and atmosphere for employee to build on good relationships. Therefore, it is appropriate to formulate Non-Discrimination and Anti-Harassment Policy in order to put in place measures to deal with discrimination and harassment against others in the workplace.

Non-Discrimination and Anti-Harassment Policy applies to all member of Board of Directors, Executive Committee, Management Executives, and Employees. It also applies to all businesses within TCC Technology Group for example, subsidiary companies and joint ventures.

Non-Discrimination and Anti-Harassment Policy sets out clear intention and guidelines as follows:
TCC Technology Group will manage and operate on the principle of equality, honor each other, and respect for human dignity by considering equality and accepting fundamental differences and individual characteristics. TCC Technology Group will not accept any type of discrimination and harassment against others, whether it be sexual harassment or non-sexual harassment in the workplace.

• TCC Technology Group will create a corporate culture, cultivate values, and encourage all member of Board of Directors, Executive Committee, Management Executives, and Employees of TCC Technology Group to treat each other with respect and respect human dignity.
• TCC Technology Group will ensure that its workplace has a favorable environment and atmosphere, is safe and suitable to work, and does not support any type of harassment.
• TCC Technology Group will communicate, educate, and develop an understanding with its member of Board of Directors, Executive Committee, Management Executives, and Employees about discrimination and harassment against others in the workplace by incorporating it as part of the orientation, training sessions, and development programs, including public relations to raise awareness and ensure that everyone adheres to the Policy.
• TCC Technology Group will establish mechanisms and processes for receiving complaints from people who are treated unfairly and/or harassed in the workplace to prevent and resolve issues related to any type of discrimination and harassment in the workplace, including communicating to whistleblowers about solutions.

T.C.C. Technology Company Limited and its affiliated companies (“TCC Technology Group”) firmly believes that no other assets in TCC Technology Group is as important as the people contributing their works and effort to business results. With the belief TCC Technology Group genuinely cares for all employees, the corporate occupational health and safety policy (“Policy”) states to support and develop a good quality of working life and it will lead TCC Technology Group to the stable and sustainable excellence.

The Policy applies to all TCC Technology Group’smember of Board of Directors (“BOD”) Executive Directors (“Executive Committee”), all TCC Technology Group’s Management Executives (employee ranging from Director level up to the Managing Director) and employees (“Employees”) and all other persons who is/are working within TCC Technology Group’s workplace, all of which will be informed of this Policy before or upon entering into TCC Technology Group’s workplace.
The Policy is produced to give the TCC Technology Group’s guidance for its best practices on healthy and safe working environment for the Executive Committee, Employees and all other persons who is/are working within TCC Technology Group’s workplace. The Policy sets out clear intentions and guidelines as follows:

• TCC Technology Group will develop the safety, occupational health and working environment management system in compliance with the laws, international standards and other regulations and requirements that have been applied and practiced on regular and sustainable manner to cultivate safety mind in workplace among our employees, partners, suppliers, visitors and those working in TCC Technology Group’s premises.
• TCC Technology Group regards that safety is the duty and responsibility of all employees. Supervisors at all levels have to act as role models leading, supporting and encouraging their subordinates to be aware of safety at work. Also, they have to oversee the operations of the employees, partners, suppliers, visitors and those working in TCC Technology Group’s premises to strictly follow the safety and occupational health rules and regulations for maximum safety in all operating processes.
• TCC Technology Group will encourage and support the participation of employees, partners, suppliers, visitors and those working in its premises in the implementation of safety, occupational health and good working environment practices.
• TCC Technology Group realizes the substance if prevention and risks assessment of hazards and environment impacts and will therefore introduce and undertake all necessary measures to ensure the efficiency of prevention and correction system.
• TCC Technology Group will provide its employees at all levels with relevant knowledge and build up their awareness of the cruciality of safety, occupational health and good working environment works.
• TCC Technology Group will monitor and assess the implementations according to safety, occupational health and working environment policy deployed in the annual plan in order for active and efficient actions.
• TCC Technology Group will provide proper resources including budget, time, personnel and relevant sources in the implementation according to the safety, occupational health and working environment management system.

T.C.C.Technology Company Limited and its affiliated and subsidiary companies (“TCC Technology Group”) is committed to conducting its business in accordance with sustainable development principles. TCC Technology Group strives to build trust with our stakeholders through clear and responsible practices, focusing on creating value in three dimensions: economy, society, and environment. This commitment is anchored in strong corporate governance, enabling us to achieve stable and sustainable growth.

The Sustainable Development Policy applies to all TCC Technology Group’s membersof the Board of Directors (“BOD”), Executive Directors (“Executive Committee”), all TCC Technology Group’s Management Executives (with positions ranging from Director to Managing Director) and employees (“Employees”) and all other persons who is/are working within TCC Technology Group’s workplace, all of which will be informed of this Policy before or upon entering into TCC Technology Group’s workplace.

The practice guidelines of the Policy are as follows:

• Commitment to Sustainability: TCC Technology Group is dedicated to achieving sustainability throughout the value chain.
• Policy Awareness and Compliance: We ensure that all employees and stakeholders are informed of our Sustainable Development Policy and understand their role in upholding these principles throughout our value chain.
• Transparent Management: We maintain an efficient and transparent management system, guided by our Anti-Corruption Policy, standardized internal controls, and internal audits.
• Responsible Business Practices: We are committed to sound business conduct and risk management in all operations to enhance business opportunitiesand manage potential negative impacts to the operations.
• Fair and Legal Operations: Our business practices are based on fairness, adhering to laws and trade regulations, promoting fair competition without engaging in unlawful or unethicalactivities.
• Innovation and Quality: We support the development of innovative products and processes that meet consumer needs, emphasizing quality and service to enhance customer satisfaction and drive growth.
• Employee Fairness and Growth: We treat all employees fairly and equitably, recognizing their essential role in our success. We strive to provide a positive work environment, opportunities for skill development, and paths for career advancement.
• Respect for Human Rights: We are committed to protecting the rights and dignity of all individuals, promoting equality and non-discrimination regardless of gender, age, race, religion, or beliefs.
• Community Engagement: We actively encourage participation in community and social development initiatives to strengthen societal sustainability.
• Environmental Responsibility: We recognize the importance of natural resources and strive to use them effectively, promoting innovation to enhance efficiency and reduce our environmental impact.