Friendly Workplace

Sixxon Tech.

Human Policy

Sixxon Tech. Co., Ltd. (the “Company”) is dedicated to protecting its employees’ rights and interests, and it strictly complies with labor-related laws and regulations in all countries where we operate. The Company follows the United Nations Global Compact (UNGC), the Universal Declaration of Human Rights (UDHR), the International Labor Organization’s Declaration on Fundamental Principles and Rights at Work, as well as the spirit and fundamentals of protecting human rights embodied in such international human rights treaties.

Our company has established our Human Rights Policy that applies to the Company, subsidiaries, and where our operating bases are located to protect existing employees (including contract, temporary employees and interns). The guiding principles of our Human Rights Policy are as follows, and we expect our suppliers and customers to follow the same standards, as addressing the human rights issues is a shared responsibility.

Guiding Principles

Provide a safe and secure work environment.
Eliminate unlawful discrimination and ensure equality in the workplace.
Forbid forced labor and child labor.
Respect employees’ freedom of association.
Enable a communication-friendly environment and maintain an open-style management system.
Support the physical and psychological well-being of employees as well as work-life balance.

Targets and Actions of Human Rights

Guiding Principles	Targets and Actions
Provide a safe and secure work environment.	• Following the local labor-related and environmental laws and regulations and providing employees with a safe and healthy work environment. • Providing the necessary emergency facilities to minimize the occupational injury risk. • Conducting regular training on occupational safety.
Eliminate unlawful discrimination and ensure equality in the workplace.	• Zero tolerance for any differential treatment or any forms of discrimination in respect of an employee’s gender (including sexual orientation), race, age, marital status, language, belief, religion, political affiliation, place of origin, place of birth, appearance, and mental or physical disabilities. • Ensuring fairness and equality in employee recruitment, compensation, benefits, training, performance review, and promotion.
Forbid forced labor and child labor.	• In strict compliance with government and labor laws, our company will not force nor threaten any non-willing personnel to carry out work-related tasks. • To prevent child labor, ask candidates for identity documents. • Forbidding withholding of any employee certificates or asking for security deposits.
Respect employees’ freedom of association.	• Respecting employees’ fundamental human rights. Especially, enforcing labor rights protection (e.g., the right to form unions).
Enable a communication-friendly environment and maintain an open-style management system.	• Setting the diverse communication channels and platforms to advocate the company’s policies, systems, welfare measures, and activities while allowing employees to fully express their opinions and give immediate response and assistance in a timely manner between managers and employees.
Support the physical and psychological well-being of employees as well as work-life balance.	• Providing free physical examinations and health management lectures on a regular basis. • Establishing infirmaries to provide medical services and consultation. • Organizing various events for the employees to boost team spirit and create a positive team culture.

To implement the human rights policy, the company conducted a total of 10 hours of human rights policy training in 2024, with a total of 10 participants.

Labor Rights

Year-end bonus, educational training, weekends, and public holidays off
Employee health check subsidy
Birthday gifts, various other bonuses, condolence money, domestic and international travel subsidies
Since 2010, we have partnered with the “Thailand Cooperative Development Department” to offer employees regular savings and low-interest housing loan options
The company purchases COVID-19 vaccines for free employee vaccination and provides employees with weekly rapid testing

1. Employee Welfare

To fully take care of the employees, the consolidated company has established the Employee Welfare Committee in accordance with the relevant laws and regulations, and the welfare committee members are elected by the employees and hold regular meetings to handle various welfare measures. In addition to providing labor insurance, social insurance and insured group health insurance, it also provides subsidies for food, clothing, accommodation, travel, weddings, funerals, and annual health exams, and incentives based on employee attendance, seniority, and so on to ensure a smooth life for employees; the consolidated company also encourages and sponsors employees to build long-term and stable relationships. Employees participate in welfare plans such as annuity, social welfare, and savings funds, and subsidies are provided such as scholarships for dependents.

During the pandemic, the consolidated company purchased a large number of face masks for employees to use for free, and transferred the budget for various annual activities, such as annual travels and year-end parties, into cash subsidies to employees. In July this year, we purchased two doses of the COVID-19 vaccine and provided them to employees for free. We also set a target of over 80% of employees receiving vaccine bonuses and arranged rapid screening for employees until the pandemic subsides.

2. Employee education and training

The consolidated company adheres to the corporate culture of sustainable operation and cooperates with the comprehensive education and training plan to sublimate the work experience and knowledge of each employee, to exert their potential, to improve work efficiency, and to achieve the win-win goal of corporate development and self-growth. The consolidated company plans related courses according to the needs of employees’ growth. In addition to new employee training, the consolidated company arranges professionals for technical topics such as corporate governance, financial costs, sales, personnel, procurement, quality assurance, languages, industrial safety and production line operations. Teachers come to the factory to give lectures or teach courses in neighboring academic units; every year, two-day and one-night seminars and trips are arranged for the management, in order to strengthen the management knowledge of the management and the cohesion of the Company.

3. Employee retirement plan and implementation

The consolidated company’s retirement system is based on the laws and regulations of the countries where it operates. The consolidated company and the employees jointly pay for the annuity. Employees can transfer up to 15% of their monthly salary to their joint ventures with the consolidated company according to their preferences. The annuity accounts of financial institutions are then withdrawn after retirement to protect the rights and interests of employees after retirement.

4. Status of agreements between labor and management and measures to protect the rights and interests of employees

The consolidated company has always valued the rights and interests of employees and their opinions. The management and employees have jointly established a savings and welfare club within the company to provide local employees with benefits and improve their quality of life. In 2011, the consolidated company was awarded a certificate of honor by the Ministry of Labor Protection and Welfare of Thailand. At the same time, labor-management meetings are established and regularly convened in accordance with the laws of the place of operation to strengthen labor-management relations and enhance employee cohesion. In addition, the labor security fund, labor accident insurance, and social security fund are provided to protect the rights and interests of employees in accordance with the government’s labor rights guarantee-related laws and regulations; employees can also communicate openly with the HR department or appropriate senior executives and express opinions in a timely manner to maintain good relationship; in addition, in case of the consolidated company’s operating status and major measures, they should be fully communicated in advance to let employees know and understand, and obtain full support and cooperation.