Page 108 - BAM ONE REPORT 2564 (ENGLISH VERSION)

106 Part 1
Business Operation and Performance

Fair treatment of workers BAM has measures to prevent employees from
Policies and best practices being harassed and/or sexually harassed by the expression of
1. Forced Labor words, gestures, including the use of violence against women
workers. If employees are harassed and/or sexually harassed
BAM will not act or support to use forced labor in including violence against women workers, BAM will take
all its forms, and will not demand or get a deposit, ID card or disciplinary action against those who commit such offences
any identification documents from job applicants/employees, in strict accordance with BAM's work regulations.
or set as a condition for admission to work unless the law 7. Compensation for work
excludes it. (1) BAM will pay wages and compensation for work
2. Child Labor in accordance with BAM regulations and/or the law.
BAM will not engage or encourage the employment (2) BAM will inform employees about wages. The
or use of child labor under the age of 15 and will not condone total salary received for each month and will not withhold
or support the use of child labor in BAM. wages under any circumstances unless there are rules, orders,
3. In the use of female labor regulations or laws exempting them.
BAM will not allow female employees to perform 8. Safety, occupational health and working
work that is harmful to health or body as required by law. environment
And for pregnant women employees will be placed in an (1) BAM has established measures for safety,
environment that is non-hazardous to health and safety of occupational health and working environment to cover the
pregnancy, as well as BAM will not layoff, demote or reduce nature of work that is likely to pose a threat to the health and
the benefits of female employees due to pregnancy. safety of employees and involved persons, which is controlled
4. Discrimination and prevented in accordance with the law and has safety
BAM will not commit or encourage discrimination standards in all working environments.
on the grounds of differences in race, language, sex, age, (2) Encourage employees to participate in
religious beliefs, marital status, personal attitudes about sex, operations on safety, occupational health and working
disability, being an AIDS patient, directorship in the employee environment, for example, to communicate within BAM so that
relations committee, political party preference or personal employees are aware of and understand rules, regulations,
attitude in areas such as employment, wages and work and safety manuals at work.
compensation, welfare, providing opportunities for training (3) Provide employees with workplace safety
programs, knowledge and ability development, promotion, training, such as initial fire drills and annual fire drills to evacuate
termination of employment or retirement. In this regard, all employees. Encourage employees to use standardized safety
senior management, executives and employees must be equipment suitable for the nature of the job.
treated with equality and have equal opportunities to work (4) BAM places importance on safety and workplace
under BAM regulations. conditions by appointing a working group on safety, occupational
5. Freedom of being a member of the Relationship health and working environment to be responsible for
Affairs Committee overseeing work in this particular area.
BAM will support and provide opportunities 9. In case of being aware of the discrimination and/or
for employees to apply for the selection or election of the violation of fair treatment, the employee are expected
representatives to the employee relations committee, whereby to report such actions as a violation of BAM policies and/or
BAM will not do any unlawful act to obstruct or interfere with guidelines, announcements, orders, and regulations, or in
the exercise of employees' rights including facilitating and violation of laws, a supervisor or submit a complaint through our
will treat that agent on equal terms with other employees. available channels. They shall provide information supporting
6. Responsibility for taking care of employees about the complains in accordance with the complaint management
harassment and/or sexual harassment including violence procedures established by BAM which are available online
against workers. on bamnet.com