{"id":9105,"date":"2021-07-11T07:03:26","date_gmt":"2021-07-11T00:03:26","guid":{"rendered":"https:\/\/dittothailand.com\/?page_id=9105"},"modified":"2024-10-24T09:29:36","modified_gmt":"2024-10-24T02:29:36","slug":"coc2","status":"publish","type":"page","link":"https:\/\/www.dittothailand.com\/en\/corporate-governance\/coc2\/","title":{"rendered":"\u0e01\u0e32\u0e23\u0e23\u0e31\u0e1a\u0e40\u0e23\u0e37\u0e48\u0e2d\u0e07\u0e23\u0e49\u0e2d\u0e07\u0e40\u0e23\u0e35\u0e22\u0e19 COC2"},"content":{"rendered":"
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Reporting Misconduct or Corruption<\/p>\t\t\t\t<\/div>\n\t\t\t\t

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Reporting Misconduct or Corruption
(Whistleblower Policy)<\/h2>\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\r\n\t\t\t\t<\/div>\r\n\t\t\t\t\t<\/div>\r\n\t\t\t\t<\/section>\r\n\t\t\t\t
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\u2026\u2026..<\/span><\/p>

            The Company provides opportunities for both internal and external stakeholders to report misconduct or complaints related to breaches of ethics and the business code of conduct, deficiencies in internal control systems, actions that violate or fail to comply with laws or company regulations, including fraud, corruption, embezzlement, or financial statement manipulation. The Company will establish appropriate channels for reporting misconduct or complaints, as well as a management system for receiving such reports, to respond quickly and timely to all received information. The intent behind this policy is:<\/p>


<\/p>\n

\u2026\u2026\u2026\u2026<\/span>1. To enable stakeholders or individuals who have genuine knowledge of potential misconduct, or those who sincerely suspect that an incident may violate the law or the Company's regulations, to report such concerns or complaints to the Company through the various channels it has established.
\u2026\u2026\u2026\u2026<\/span>2. To ensure that the processes related to the Company's whistleblowing and complaint handling are appropriately structured, efficient, agile, and robust, thereby contributing to the Company's stable and sustainable growth.
\u2026\u2026\u2026\u2026<\/span>3. To ensure that directors, employees, and any individuals acting on behalf of the Company conduct business accurately, transparently, fairly, and in a verifiable manner.
\u2026\u2026\u2026\u2026<\/span>4. To ensure that whistleblowers and any individuals who cooperate with the Company in good faith receive protection, including safeguards against retaliation resulting from their report or cooperation with the Company through its established channels.<\/p>


<\/p>


<\/p>\n

Regulations for Reporting Misconduct or Corruption (Whistleblower)<\/strong><\/span><\/p>


<\/strong><\/span><\/p>\n

1. Definitions<\/strong><\/p>


\nIn these regulations:
\n
\n- The Company...<\/span>means...<\/span> Ditto (Thailand) Public Company Limited.
\n\n- Employee...<\/span>means...<\/span>executives, employees, contract employees, and consultants.
\n\n- Supervisor...<\/span>means...<\/span>an executive-level employee or manager-level employee whom an employee trusts to report misconduct or complaints under these regulations.
\n\n- Misconduct...<\/span>means...<\/span>any act that violates or fails to comply with laws or Company regulations, including good corporate governance principles and the Company's business ethics.
\n\n- Fraud...<\/span>means...<\/span>any act to seek undue legal benefit for oneself or others.
\n\n- Embezzlement...<\/span>means...<\/span>the possession of property belonging to another, or co-owned by another, and appropriating such property for oneself or a third party.
\n\n- Corruption...<\/span>means...<\/span>demanding, accepting, or agreeing to accept, giving, offering, or promising to give any property or other benefit to government officials, state agencies, or private sector officials, for those individuals or agencies to exercise their authority to act, refrain from acting, expedite, or delay any action improperly for the benefit of the Company, unless permitted by law, custom, or tradition.<\/p>


<\/p>\n

2. Channels for Reporting Misconduct or Corruption<\/strong><\/p>


\u2026\u2026\u2026\u2026\u2026.<\/span>The Company has established the following channels for reporting misconduct or complaints:<\/p>\n

For mail submissions to the Company:\n235\/1-3 Ratphattana Road, Ratphattana, Saphansung, Bangkok 10240<\/p>


<\/p>\n

3. Individuals Who Can Report Misconduct or Corruption<\/strong><\/p>


\u2026\u2026\u2026\u2026\u2026.<\/span>Any stakeholder or individual who, in good faith, knows or suspects (whether or not they personally suffer damage) that a director, employee, or any person acting on behalf of the Company has engaged in improper conduct or may cause damage to the Company, can report such misconduct or complaints through the channels designated by the Company. The Company encourages whistleblowers of misconduct or corruption to disclose their identity and\/or contact information to allow for communication back to them. If a whistleblower chooses to remain anonymous, the Company will assess whether the complaint provides sufficient specific factual details or clear evidence. The Company will not accept complaints in the following cases:<\/p>


\u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/span>1. Issues that do not specify clear enough witnesses, evidence, or circumstances of fraud or misconduct to allow for a factual investigation.
\u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/span>2. Issues where the Human Resources Department has already followed regulations regarding work disciplinary actions and penalties, problem consultation, or grievances, or issues that have been fairly and definitively adjudicated by the Internal Audit Department or other competent authorities, and there is no new material evidence.<\/p>\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/span><\/p>\n

              However, if there is clear evidence that the whistleblower of misconduct or the complainant has clearly acted in bad faith by making a report or accusation against the accused, the Company reserves the right to take action to protect the reputation of the accused, as follows:<\/p>


\u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/span>1. If the whistleblower of misconduct or complainant is an employee of the Company, an investigation will be conducted to consider disciplinary action in accordance with the Company's human resource management regulations.
\u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/span>2. If the whistleblower of misconduct or complainant is an external individual and causes damage to the Company, the Company may consider legal action against the whistleblower of misconduct or corruption.<\/p>


<\/p>\n

4. Individuals Involved in and Authorized to Manage the Receipt of Misconduct or Corruption Reports<\/strong><\/p>


\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/span>4.1. The Company Secretary has the authority to review complaints related to violations or non-compliance with ethics and the code of conduct, in accordance with the procedures for managing business ethics and the code of conduct.
\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/span>4.2. The Committee for Considering Whistleblower Reports on Misconduct or Corruption has the authority to review reports of misconduct or complaints related to fraud, corruption, embezzlement, or non-compliance with Company regulations or rules. If the accused is a Company employee, this committee has the authority to consider cases from supervisory level employees downwards. This committee comprises:<\/p>

\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026<\/span>4.2.1. The Company Secretary.
\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026<\/span>4.2.2. Head of Internal Audit.
\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026<\/span>4.2.3. Head of Human Resources.
\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026<\/span>4.2.4. Head of the department against which the complaint is made (this individual must have no conflict of interest or benefit from the complaint, as determined by the first three committee members).
\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/span>The Audit Committee, comprising independent directors as announced by the Company, has the authority to review all cases of misconduct or complaints. The Audit Committee may exercise this authority to appoint a special committee to review
reports of misconduct or complaints as deemed appropriate. However, any findings or actions by such a special committee must be submitted to the Audit Committee for final approval to be enforced.<\/p>


<\/p>\n

5. Guidelines for Handling Complaints Related to Violations or Non-Compliance with Ethics and Code of Conduct<\/strong><\/p>


\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/span>The recipient of a complaint related to violations or non-compliance with ethics and the code of conduct must forward the matter to the authorized individual for consideration (as per 4.1) within 3 working days. If the authorized individual receives or is the direct recipient of such a complaint, they must promptly proceed with consideration. Complaints related to violations or non-compliance with ethics and the code of conduct must follow the policy on managing reports of violations or non-compliance with ethics and the code of conduct.<\/p>


<\/p>\n

6. Guidelines for Handling Misconduct or Corruption Whistleblower Reports<\/strong><\/p>


\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/span>The recipient of a misconduct or complaint report must forward the matter to the authorized individuals for consideration (as per 4.2 and 4.3) within 3 working days. If the authorized individual receives or is the direct recipient of the report, they must promptly proceed with consideration, gather facts, and screen the information within 45 days, leading to the following conclusions:<\/p>


\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/span>1. Measures for penalizing the perpetrator (if any), subject to the approval or recommendation of the Human Resources Department (except when the Audit Committee is the reviewing body).
\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/span>2. Measures for mitigating damages to affected parties (if any).
\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/span>3. Reporting results to the complainant (if identity is disclosed), including reporting the findings and penalties to the Audit Committee and the Board of Directors.<\/p>


<\/p>\n

7. Protection Measures for Whistleblowers of Misconduct or Corruption and Cooperating Individuals in Investigations<\/strong><\/p>


\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/span>Whistleblowers or individuals cooperating in investigations will receive protection according to the following principles:<\/p>


\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/span>1. Whistleblowers of misconduct or complaints and individuals cooperating in factual investigations may choose to remain anonymous if they believe disclosure would lead to insecurity or harm. However, if they disclose their identity, it will enable the Company to report progress, clarify facts, or mitigate damages more conveniently and quickly.
\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/span>2. The Company will not disclose the full name, address, photo, or any other information that could identify the whistleblower of misconduct or complaints or individuals cooperating in factual investigations, unless required by law.
\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/span>3. The complaint recipient must keep related information confidential and will disclose it only as necessary, prioritizing the safety and well-being of the whistleblower of misconduct or complaints, individuals cooperating in factual investigations, information sources, or related individuals.
\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/span>4. If whistleblowers of misconduct or complaints and individuals cooperating in factual investigations believe they may face insecurity or potential harm, they may request the Company to implement appropriate protection measures. Alternatively, the Company may implement protection measures without a request if it perceives a likelihood of harm or insecurity.
\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/span>5. Those who suffer distress or damage will receive appropriate and fair compensation.<\/p>


<\/p>\n

8. Penalties<\/strong><\/p>


\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/span>Any person who intentionally or negligently fails to comply with these regulations, or engages in bullying, intimidation, disciplinary action, or discriminatory practices by unlawful means due to a complaint made by a whistleblower of misconduct or related individuals, shall be deemed to have committed a disciplinary offense. Such individuals shall be held liable for damages to the Company or affected parties, as well as for civil and criminal liabilities or as otherwise prescribed by law.<\/p>


<\/p>\n

9. Channels for Policy Disclosure on Reporting Misconduct or Complaints<\/strong><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\r\n\t\t\t\t<\/div>\r\n\t\t\t\t\t<\/div>\r\n\t\t\t\t<\/section>\r\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"

\u0e01\u0e32\u0e23\u0e23\u0e31\u0e1a\u0e41\u0e08\u0e49\u0e07\u0e40\u0e1a\u0e32\u0e30\u0e41\u0e2a\u0e01\u0e32\u0e23\u0e1b\u0e23\u0e30\u0e1e\u0e24\u0e15\u0e34\u0e1c\u0e34\u0e14 \u0e2b\u0e23\u0e37\u0e2d\u0e01\u0e32\u0e23\u0e17\u0e38\u0e08\u0e23\u0e34\u0e15 \u0e01\u0e32\u0e23\u0e23\u0e31\u0e1a\u0e41\u0e08\u0e49\u0e07\u0e40\u0e1a\u0e32\u0e30\u0e41\u0e2a\u0e01\u0e32\u0e23\u0e1b\u0e23\u0e30\u0e1e\u0e24\u0e15\u0e34\u0e1c\u0e34\u0e14 \u0e2b\u0e23\u0e37\u0e2d\u0e01\u0e32\u0e23\u0e17\u0e38\u0e08\u0e23\u0e34\u0e15(WHISTLE BLOWER) \u2026\u2026..             \u0e19\u0e42\u0e22\u0e1a\u0e32\u0e22  \u0e01\u0e32\u0e23\u0e23\u0e31\u0e1a\u0e41\u0e08\u0e49\u0e07\u0e40\u0e1a\u0e32\u0e30\u0e41\u0e2a\u0e01\u0e32\u0e23\u0e1b\u0e23\u0e30\u0e1e\u0e24\u0e15\u0e34\u0e1c\u0e34\u0e14 \u0e2b\u0e23\u0e37\u0e2d\u0e17\u0e38\u0e08\u0e23\u0e34\u0e15 (WHISTLE BLOWER POLICY) \u0e1a\u0e23\u0e34\u0e29\u0e31\u0e17\u0e2f  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[…]<\/p>","protected":false},"author":5,"featured_media":0,"parent":11998,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-9105","page","type-page","status-publish","hentry"],"yoast_head":"\n\u0e01\u0e32\u0e23\u0e23\u0e31\u0e1a\u0e40\u0e23\u0e37\u0e48\u0e2d\u0e07\u0e23\u0e49\u0e2d\u0e07\u0e40\u0e23\u0e35\u0e22\u0e19 COC2 - Ditto<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.dittothailand.com\/en\/corporate-governance\/coc2\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"\u0e01\u0e32\u0e23\u0e23\u0e31\u0e1a\u0e40\u0e23\u0e37\u0e48\u0e2d\u0e07\u0e23\u0e49\u0e2d\u0e07\u0e40\u0e23\u0e35\u0e22\u0e19 COC2 - Ditto\" \/>\n<meta property=\"og:description\" content=\"\u0e01\u0e32\u0e23\u0e23\u0e31\u0e1a\u0e41\u0e08\u0e49\u0e07\u0e40\u0e1a\u0e32\u0e30\u0e41\u0e2a\u0e01\u0e32\u0e23\u0e1b\u0e23\u0e30\u0e1e\u0e24\u0e15\u0e34\u0e1c\u0e34\u0e14 \u0e2b\u0e23\u0e37\u0e2d\u0e01\u0e32\u0e23\u0e17\u0e38\u0e08\u0e23\u0e34\u0e15 \u0e01\u0e32\u0e23\u0e23\u0e31\u0e1a\u0e41\u0e08\u0e49\u0e07\u0e40\u0e1a\u0e32\u0e30\u0e41\u0e2a\u0e01\u0e32\u0e23\u0e1b\u0e23\u0e30\u0e1e\u0e24\u0e15\u0e34\u0e1c\u0e34\u0e14 \u0e2b\u0e23\u0e37\u0e2d\u0e01\u0e32\u0e23\u0e17\u0e38\u0e08\u0e23\u0e34\u0e15(WHISTLE BLOWER) \u2026\u2026..             \u0e19\u0e42\u0e22\u0e1a\u0e32\u0e22  \u0e01\u0e32\u0e23\u0e23\u0e31\u0e1a\u0e41\u0e08\u0e49\u0e07\u0e40\u0e1a\u0e32\u0e30\u0e41\u0e2a\u0e01\u0e32\u0e23\u0e1b\u0e23\u0e30\u0e1e\u0e24\u0e15\u0e34\u0e1c\u0e34\u0e14 \u0e2b\u0e23\u0e37\u0e2d\u0e17\u0e38\u0e08\u0e23\u0e34\u0e15 (WHISTLE BLOWER POLICY) \u0e1a\u0e23\u0e34\u0e29\u0e31\u0e17\u0e2f  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