Employee Engagement

We care about our employees and their family

ThaiBev management culture the ethos that employees are the Company most important assets, Human Capital has worked closely with line managers to identify and implement the “Top 3 Initiatives” to further enhance employee engagement. Among the key initiatives are the “Power of Clarity” program, a structured talent review and succession planning, and the facilitation of personalized communication via new innovative channels.

Employee Engagement

 

Occupational Health and Safety

ThaiBev cares for its employees by following the SEP principles of Moderation and Prudence in the workplace, ensuring that worker health and safety is maintained in all situations and for all positions.

ThaiBev believes that no asset is more important than determined and dedicated employees. They are the fundamental force shaping ThaiBev’s success. The Company has therefore developed the Quality, Safety, Health, and Environment Policy (QSHE) as a critical mechanism in improving operational effectiveness and efficiency. ThaiBev fosters constructive, creative mindsets among its management executives, employees, and ThaiBev Group subsidiaries as a way towards practical implementation of safety management, accomplished through clearly defined targets, strategies, projects, and performance monitoring indicators. Starting at ThaiBev and expanding to other ThaiBev business groups (including beer, spirits, and non-alcoholic beverages) and covering relevant business functions and operations. All in all, the highest-level management of each subsidiary must adopt and apply the QSHE policy as a framework in their respective companies. Furthermore, they are required to define procedures, performance indicators, and monitor and assess performance according to the QSHE Policies of ThaiBev and its subsidiaries.

 


Our Targets

Lost Time Injury Frequency Rate (LTIFR)

2014

3.75

2015

3.5

2016

3.25

2020

3


Report Definition

Injury

A non-fatal or fatal injury arising out of or in the course of work.

Occupational illness

A disease arising from the work situation or activity (such as stress or regular exposure to harmful chemicals), or from a work-related injury.

Near miss case

Occurrence of incident but not being injury or illness or causing property damage or impact to image and reputation.

First aid case

Acquired medical assistance only 1 time. Little occupational injury or cutting, burning that acquired treatment or first aid without necessary to be hospitalized.

Medical Treatment Case

Occupational accident which causes injury or illness that requires medical treatment by specialists and able to recover to work without absence or work restriction.

Restricted Workday Case

Occupational accident which causes the injury or illness to worker and worker cannot perform the responsible work by requiring restriction or transferring to another function.

Lost Time Case/ Lost Day Case

Accidents or activities which cause injury or illness to the worker and are not able to work on the next day or normal shift including worker that rests in onsite medical room/clinic.

Permanent Total Disability Case

Being amputation or loss of capability of organ or being unconsciousness so those workers are not able to work, arising from an occupational injury or illness while being employed by ThaiBev.

 


Summary Report

Occupational Health and Safety Summary Reporting Indicator

Year 2014-2016

Indicator Ref. Name Unit 2014 2015 2016
GRI INDICATORS
GRI G4-LA5 Number of Health and Safety (H&S) Committee % 3% 3% 4%
GRI G4-LA6 Fatalities
1. Employee
– Male Person(s) 1 0 0
– Femal Person(s) 1 0 0
2. Contractors working on-site
– Male Person(s) 0 0 0
– Femal Person(s) 0 0 0
GRI G4-LA6 Injury Frequency Rate/ Injury Rate(IR)
1. Employee
– Male Per 200,000 hrs. 1.48 1.52 1.42
– Femal Per 200,000 hrs. 0.89 0.65 0.64
2. Contractors working on-site
– Male Per 200,000 hrs. 0.74 0.34 0.95
– Femal Per 200,000 hrs. 0.67 0.00 0.35
GRI G4-LA6 Occupational Disease Rate (ODR)
1. Employee
– Male Per 200,000 hrs. 0.06 0.00 0.00
– Femal Per 200,000 hrs. 0.05 0.00 0.00
2. Contractors working on-site
– Male Per 200,000 hrs. 0.00 0.00 0.00
– Femal Per 200,000 hrs. 0.00 0.00 0.00
GRI G4-LA6 Lost day rate (LDR)
1. Employee
– Male Per 200,000 hrs. 8.52 9.46 8.79
– Femal Per 200,000 hrs. 7.20 1.53 4.18
2. Contractors working on-site
– Male Per 200,000 hrs. 0.00 0.00 0.00
– Femal Per 200,000 hrs. 3.78 0.00 0.00
GRI G4-LA6 Absentee rate (AR)
1. Employee
– Male % 0.02% 0.03% 2.73%
– Femal % 0.03% 0.03% 2.59%
2. Contractors working on-site
– Male % 0.00% 0.00% 0.43%
– Femal % 0.00% 0.00% 0.52%
DJSI INDICATORS
Lost Time Injury Frequency Rate (LTIFR)
DJSI 3.6.2 – Contractors Per 1,000,000 hrs. 0.68 0.00 0.00
DJSI 3.6.3 – Employee Per 1,000,000 hrs. 4.06 3.48 3.16
DJSI 3.6.4 Occupational Illness Frequency Rate (OIFR)- Employee Per 1,000,000 hrs. 0.27 0.00 0.00
DJSI 3.6.5 Total Fatalities (Employee and Contractors) Person(s) 2 0 0
GRI INDICATOR
Indicator Ref. GRI G4-LA5
Name Number of Health and Safety (H&S) Committee
Unit %
2014 3%
2015 3%
2016 4%
Indicator Ref. GRI G4-LA6
Name Fatalities
Unit Person(s)
1. Employee
Male, Femal
2. Contractors working on-site
Male, Femal
2014
1, 1
0, 0
2015
0, 0
0, 0
2016
0, 0
0, 0
Indicator Ref. GRI G4-LA5
Name Injury Frequency Rate/ Injury Rate(IR)
Unit Per 200,000 hrs.
1. Employee
Male, Femal
2. Contractors working on-site
Male, Femal
2014
1.48, 0.89
0.74, 0.67
2015
1.52, 0.65
0.34, 0.00
2016
1.42, 0.64
0.95, 0.35
Indicator Ref. GRI G4-LA5
Name Occupational Disease Rate (ODR)
Unit Per 200,000 hrs.
1. Employee
Male, Femal
2. Contractors working on-site
Male, Femal
2014
0.06, 0.05
0.00, 0.00
2015
0.00, 0.00
0.00, 0.00
2016
0.00, 0.00
0.00, 0.00
Indicator Ref. GRI G4-LA5
Name Lost day rate (LDR)
Unit Per 200,000 hrs.
1. Employee
Male, Femal
2. Contractors working on-site
Male, Femal
2014
8.52, 7.20
0.00, 3.78
2015
9.46, 1.53
0.00, 0.00
2016
8.79, 4.18
0.00, 0.00
Indicator Ref. GRI G4-LA5
Name Absentee rate (AR)
Unit %
1. Employee
Male, Femal
2. Contractors working on-site
Male, Femal
2014
0.02%, 0.03%
0.00%, 0.00%
2015
0.03%, 0.03%
0.00%, 0.00%
2016
2.73%, 2.59%
0.43%, 0.52%
DJSI INDICATORS
Name Lost Time Injury Frequency Rate (LTIFR)
Indicator Ref. DJSI 3.6.2
Name – Contractors
Unit Per 1,000,000 hrs.
2014 0.68
2015 0.00
2016 0.00
Indicator Ref. DJSI 3.6.3
Name – Employee
Unit Per 1,000,000 hrs.
2014 4.06
2015 3.48
2016 3.16
Indicator Ref. DJSI 3.6.4
Name Occupational Illness Frequency Rate (OIFR)- Employee
Unit Per 1,000,000 hrs.
2014 0.27
2015 0.00
2016 0.00
Indicator Ref. DJSI 3.6.5
Name Total Fatalities (Employee and Contractors)
Unit Person(s)
2014 2
2015 0
2016 0

Assurance Statement

Independent Assurance Statement

ThaiBev 2016 OHS Performance Data

Introduction and objectives of work
ERM-Siam has been engaged by ThaiBev Group to conduct a verification of its Occupational Health and Safety (OHS) performance data reporting organisation and process, and to provide independent assurance on these OHS data for 2016.The objective of ERM’s work was to express an opinion on the accuracy and reliability of the OHS data reported to corporate level. The OHS data have been prepared by Thai Bev.

Download PDF (PDF,86 KB)

 


Health, Safety, and Well-being in ThaiBev’s Workplace

Environmental Monitoring in Workplace

Light Intensity

Once a year
using LUX meter following
CIE 1931 standard.

 

Noise Level

Once a year
using noise dosimeter and sound level meter following
EN61252 and IEC 60651 standard.

 

Relative Humidity & Temperature

Once a year
using area heat stress monitor following
ISO 7243 standard.

 



Compliant with:
“Ministerial Regulation on The Prescribing of Standard for Administration and Management of Occupational Safety, Health and Environment in Relation to Heat, Light and Noise B.E. 2549 (2006)”

 

Air Quality Monitoring in Workplace

Total Dustand Respirable dust

are measured in the workplace
once a year
by using air sampling pump to comply with the following measurement standard:
IEC801-2

 

Carbon Dioxide

is measured in workplace
twice a year
by using air sampling pump to comply with the following measurement standard:
Dry analysis method

 

Carbon Monoxide

is measured in workplace
twice a year
by using air sampling pump to comply with the following measurement standard:
Dry analysis method

 

Sodium Hydroxide

is measured in workplace
twice a year
by using titration method (NIOSH 7401)
Measurement standard:
Titration method


Dust, Carbon Dioxide, Carbon Monoxide, and Sodium Hydroxide limits are compliant with:
“Notification of the Ministry of Interior on working safety in respect to environmental condition (chemicals), 1977”

 

Ozone

is measured in the workplace
twice a year
by using air sampling pump to comply with the following measurement standard:
Dry analysis method

Compliant with:
“OSHA 1910.1000 table Z-1”

 

 

Well-being in Workplace – Ergonomic Function

 

“ThaiBev ensures all office furniture is of highest quality and ergonomic function, such as specialist chairs, desks, lighting, etc. reducing the likelihood of back and posture related injuries for our employees. For example, the chairs have been tested and comply with
ANSI/BIFMA X5.1-2011.”

 

ThaiBev’s Club

There are 10 Activity Clubs with more than 3,700 employee members group-wide. Those clubs arranged approximately 87 activities in 2016.

Club Members Total Activities Stress-management Fitness Total Amount(THB)
Activities Amount(THB) Activities Amount(THB)
1.Off Road Club 366 6 6 346,400 346,400
2.Healthy Club 555 14 14 348,700 348,700
3.Photography Club 233 13 4 104,000 9 143,000 247,000
4.Golf Club 68 6 6 299,000 299,000
5.Football Club 1,437 18 18 340,100 340,100
6.Bowling Club 288 25 25 349,980 349,980
7.Tennis Club 178 52 52 349,160 349,160
8.Badminton Club 243 16 16 349,880 349,880
9.Bicycle Club 384 49 6 8,330 43 309,950 318,280
10.Table Tennis Club 48 11 11 75,152 75,152
3,740 210 30 807,430 180 2,216,222 3,023,652

 

 

Stress-management for Employees

ThaiBev has been actively sharing knowledge and techniques manage stress to all of our employees. Buddhist philosophy is prioritized because of its key principles on the effectiveness of a conscious, mindful individual, and of recognizing their own state of mind. These principles help employees cope when they become stressful, as they can recognize symptoms of stress earlier on, and know how to address them.

 

Health Seminars

Health seminars and workshops are a highly effective way of raising awareness and educating employees on critical health issues. In addition, Employees will be educated, motivated and ready to make positive wellness changes.

 

Employee Medical Check-up

Annual Employee medical check-up is provided for every employee plus influenza vaccine, breast cancer detection (mammogram) for female employee and prostate cancer detection for male. Medical check-up report will compare current results with the previous year record so employee can monitor the development of their health.

 

Learn & Share for Close-to Retirement Employees

Trainings and workshops are arranged for employees including Financial and Retirement Planning Workshop for employees including close-to retirement employees.

 

Farewell for Retired Employees

 

Fitness Rooms and Activities

ThaiBev invests in its sport clubs and activities, providing regular opportunities for employees to participate in a fitness program.


Employee Facilities


Football Field

Health Care


Petanque Field

Playground


Table Tennis


Recreation


Fitness Center

Mother and Child Care

 


Badminton Court

Tennis Court


Well-being maternity leave

Paid maternity leave in excess of legally required minimum


Our female employees may take maternity leave up to 90 days, which is in accordance with the law.
In case of necessity, they may request leave for an additional 30 days

We also provide gift baskets to our employees to express our care and congratulate them on their motherhood.


We allow our male employees to take business leave for the sake of paternity up to 6 days.


Gender Breakdown of Employees

Gender Breakdown of Employees (by level)

ThaiBev is committed to equal opportunities for all employees regardless of race, gender, disability, at all positions in the Company. Employment diversity by gender at executive and employee level is broken down below.

Total ThaiBev

Executive Level


Freedom of Association

ThaiBev’s Employee Unions

35%

  of ThaiBev employees covered by trade unions

ThaiBev respects United Nations Universal Declaration of Human Rights. We ascertain all employees have freedom of association.


Transparency

Breaching of the Applicable Regulations

ThaiBev categorized breaching case by monetary values of the action
– Major case is when impact of the action has monetary value of 300,000 baht or more.
– Minor case is when impact of the action has monetary value less than 300,000 baht.

2 Minor Cases of Breaching in ThaiBev

Scope of ThaiBev breach reported in 2016, exclude Oishi and Sermsuk


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