Social

Human Capital Treatment and Development

Due to the continuous and sudden changes in trends, including economic stability, employee skills, and competition in the labor market, the topic of Human Capital Treatment and Development has been increasingly a significant topic. Moreover, it is one of the factors that employees consider when making decisions to work with organization.

In light of these considerations, the Company is dedicated to conduct our operations while also fostering the development of employees at all levels, equipping them with skills for self-improvement and adaptability for potential changes. The Company recognizes that nurturing employees to stay with the organization goes beyond remuneration and benefits. Therefore, the Company places significant importance on ensuring the quality of life and well-being of our employees. This approach aims to attract and enhance the relationship between employees and the organization, as well as to drive sustainable growth for the organization in the future. The Company firmly believes that "Employees are the most valuable resource of the organization" and endeavors to retain them for the longest possible duration.

Policy and Management of Human Capital Treatment and Development

The Company has assigned the Human Resource Department with the responsibility of evaluating and analyzing risk levels, such as employee turnover rate, career skills risk, and dependence on key personnel, while also devising plans to mitigate potential impacts on employee treatment and development. These risks are reported to the Company’s risk management committee.

After conducting a thorough risk assessment, the Company will evaluate the training needs required to develop the necessary knowledge and skills for each job position. In 2024, the Company plans to integrate e-learning by providing foundational learning opportunities for employees at all levels. The Company also has designed curriculums aimed at enhancing the specific skills required for each position and level, which are suitable for employees to learn independently to foster lifelong learning. Moreover, to support employee development and retention, the Company initiated a succession plan in 2023 to drive organizational growth sustainably. This plan aims to provide high-potential individuals with clear career paths, ensuring continuous value creation for the organization.

Employee Skill Development

The Company has planned and prepared courses and programs to support employee learning and skill development regularly every year. The training courses are divided into 2 types, namely:

1. Training courses for employees aimed at developing skills in both professional (Hard skills) and competency areas (Soft skills).

1.1 Internal training courses

1.2 External training courses

In addition, the Company grants leave to employees to enhance their knowledge, along with providing a guarantee of their return to work. In 2023, no employee requested leave for academic enrichment or further education.

2. Training programs for enhancing employees' skills to cope with changes

The Concept of a “Happy Workplace”

"Happy Money" promotes effective management of income and expenses, debt avoidance, understanding of money usage, and creation of appropriate returns for individuals.

The project aims to assist employees in living and working happily, promoting the concept of "Happy Money". Therefore, the pilot project focuses on advance saving money withdrawal through the Mula x NPS application. This initiative aims to diminish employees' reliance on Shark Loans and enhance their working capital and financial liquidity throughout the month.

"Happy Heart" promotes kindness and compassion to cultivate a happy cohabitation among employees.

The Company organizes activities under the "NPS Freshy Day 2023" project for new employees in the year 2023 to signify a good beginning. This includes warmly welcoming new employees with team-building activities to help them understand the organization's values of "PRIDE+D". Additionally, it aims to foster a sense of working community for new employees, enabling them to get to know their colleagues and adapt to working with others.

"Happy Body" promotes physical health and strength.

The activity was organized to strengthen relationships among employees within the organization, emphasizing participation in activities to foster unity and reduce gaps between employees through an annual football competition aimed at enhancing the NPS bond for the year 2023.

Furthermore, the Company has a policy to promote health, aiming for employees in the organization to stay healthy. Therefore, the Company has provided appropriate benefits to employees. The Human Resources department has assessed and provided additional benefit "Fitness" to employees to support them in utilizing their leisure time for exercise for good health as well as foster a stronger bond with the organization.

Key Performance

	Total number of employees	2,611 persons
	Total number of non-employee workers	70 persons
	Total number of personnel (including employees, contractors, and other individuals working for the organization)	2,681 persons
	Number of new employees hired within the organization	960 persons
	Number of employee turnovers in 2023	451 persons
	Number of employees taking parental leave and the percentage of employees returning to work after parental leave	18 persons , which is 100 percent of the entitled employees
	Number of employees’ complaints	0 case
	Employee satisfaction rate towards the Company	67%
	Average hours of training	14.48 hour/person/year
	Total investment spent on employee training and development	8,547,761.25 Baht
	Percentage of employees receiving career development	100%

Occupational health and Safety

Occupational Health and Safety (OHS) is a topic directly impacting the operations of the electricity generation business, which operates 24hours a day, requiring employees to continuously work in various areas. This situation leads to operational risks, equipment malfunctions, emergencies, and unforeseen accidents. The electricity generating business is considered one of the most hazardous industries for employees in all sectors. Therefore, the Company places high importance on this topic.

The Company has realized that good practices in OHS not only ensure compliance with the law but also reduce the incident rate among employees and enhance their well-being, leading to increased productivity and loyalty towards the organization, including a decrease in the turnover rate of employees. Moreover, it demonstrates that the Company operates the business responsibly, which helps drive the organization towards success and sustainability. On the other hand, if the Company does not prioritize OHS for our employees, it can result in disruptions to business operations and financial impacts such as expenses and compensation for employees who fall ill or are injured on the job, as well as erode confidence in the organization's risk management among stakeholders.

Occupational Health and Safety Policy and Management

The Company has established a Quality, Environment, Occupational Health and Safety Policy as a framework in corporate governance and organizational operations for all personnel, including external individuals operating within the Company's responsible areas. Moreover, the Company has developed an organizational management system focused on improving OHS and promoting good health for all workers and employees to align with the international standard ISO 45001:2018. The operational areas have been certified by this standard are NPS Power Plant, NPP3 Power Plant, Industrial Park 304, Chachoengsao Province, NPP5 Power Plant, NPP5A Power Plant, FG Power Plant, and E85 Factory, Industrial Park 304, Prachinburi Province.

Apart from operating according to international standards, the Company strictly adheres to domestic legal requirements regarding safety management such as:

• Occupational Safety, Health, and Environment Act, B.E. 2554 (2011)
• Labor Protection Act (No. 7), B.E. 2562 (2019)
• Occupational Diseases and Environmental Diseases Control Act B.E. 2562 (2019)
• Nuclear Energy for Peace Act (No. 2), B.E. 2562 (2019)
• Hazardous Substances Act (No. 4), B.E. 2562 (2019)

Furthermore, the Company has established a declaration of rights and duties for employers and employees regarding safety, occupational health, and the workplace environment, clearly emphasizing the following:

“Employees have the right to refuse to work in unsafe conditions and can report such refusal to their supervisor or superior if they encounter unsafe situations or behaviors that jeopardize their work. The supervisor must take action to rectify and improve the situation to ensure safety conditions before allowing employees to proceed with their work”

Emerging Risks

At the present, the global economy is slowing down, resulting in an increased cost of living across all sectors—household, government, nonprofit, or business—with higher operational costs. To adapt to these risks, businesses have begun cutting expenses within their organizations. For instance, reducing expenditures on employee occupational health and safety has led to inadequate safety training, outdated safety equipment, decreased employee health promotion activities, and delayed maintenance and repairs. These factors pose risks to the safety and health of employees, potentially leading to higher workplace accident rates and increased compensation claims from insurance companies due to unsafe working environments. Consequently, companies are compelled to pay higher insurance costs.

The Company recognizes the importance of conducting business in a safe and environmentally friendly workplace for employees and relevant stakeholders. Therefore, it operates in alignment with international standards such as ISO 45001 and other relevant guidelines. This involves conducting assessments of OHS risks within the organization, identifying hazardous processes, investigating work-related incidents, and implementing measures to mitigate OHS risks in the organization. Additionally, the Company promotes activities to enhance employee well-being, thereby fostering confidence among stakeholders, while also ensuring the efficiency of the OHS management systems.

Assessment of Occupational Health and Safety Risks within the Organization

The Company emphasizes the importance of managing OHS risks. Therefore, the Company has established a risk assessment process covering incidents that may lead to employee work stoppages, heavy machinery incidents, fuel transportation, fire incidents, or chemical leaks. To address each risk, the Company has developed measures and conducts regular quarterly assessments to monitor compliance with these mitigation measures, continuously control risks, and prevent losses that could impact the safety of employees and assets.

The process of identifying hazards arising from work and assessing risks

In identifying workplace hazards, supervisors or assigned individuals will prepare responsibility report by completing hazardous identification and risk assessment forms that adhere to ISO 45001 standard operating procedures. These forms are utilized to identify potential hazards that could affect employees in all positions. The assigned personnel also collect data for analysis in the reports. The Safety Officer at the Supervisor Level and Safety Officer at the Professional Level assess the data to evaluate risks and compile a risk registry. Subsequently, department managers or their equivalents develop risk reduction and control plans, review risk assessment reports, and present them for approval to management or equivalent authorities. Furthermore, the Company tracks progress to ensure continuous alignment with the risk reduction and control plans. The Safety Supervisor Level, Department Managers, and Safety Officer Professional Level review work progress and risk assessment results annually, including consideration of emerging risks.

The process of Investigating Work-Related incidents

The Company has established procedures for reporting and investigating incidents. The reporting procedure involves preliminary reporting by the supervisor to the commanding officer and the safety department, verbally within 24 hours. Detailed incident information, including the incident name, individuals involved or witnesses, date, time, location, incident type, detailed description, and attached photographs, is then submitted. Subsequently, the incident investigation committee will review the initial incident report, provide recommendations, and proceed with investigations involving relevant parties, completing them within 3 days of the incident occurring. The incident investigation will be divided into substandard operations or substandard conditions to determine preventive measures and corrective actions thoroughly for each topic, including assigning responsible persons and setting timelines for addressing incidents. The department manager where the incident occurred will monitor the results of prevention implementation and corrective actions, as well as report outcomes at weekly or monthly meetings to ensure the acknowledgment of relevant stakeholders and supervisory personnel.

The governance related to quality, environmental, occupational health, and safety policy

The Company has established a governance structure related to quality, environmental, occupational health, and safety policy to ensure that operations align with this policy and promote the development of efficiency in related operations. It is the responsibility of all employees to participate in and adhere to the policy. The key stakeholders involved in governing the policy are as follows.

1. The Company’s Board of Directors is responsible for overseeing and endorsing policies, setting strategic directions, and reviewing the effectiveness of quality, environmental, occupational health, and safety management systems.
2. The Corporate Governance Committee is responsible for verifying, reviewing, and providing feedback on policies, practices, and activities to promote the development of quality, environmental, occupational health, and safety. It comprises members of the Company's Board of Directors and senior management, as well as experts in production management, compliance, and verification of legal and regulatory frameworks for environmental, occupational health, and safety.
3. The Safety, Occupational Health, and Environmental Committee is responsible for monitoring, inspecting, and managing unsafe incidents affecting employee operations within the Company's designated areas, such as accidents, chemical leaks, floods, and fires. The committee will be subdivided into operational areas, each consisting of employee representatives.
4. Safety, Occupational Health, and Environment Department is responsible for supporting the drafting of quality, environmental, occupational health, and safety policy by regularly monitoring regulations and safety in workplace laws. This includes developing an environmental management system and continuously improving safety and occupational health system. Additionally, the department takes the lead in establishing operational frameworks, indicators, and action plans aligned with policies and risk management to provide supportive data to each aforementioned committee, as well as facilitate communication, raise awareness, and foster internal participation within the organization.

Key Performance

	Number and percentage of employees and workers in the organization covered by an occupational health and safety management system	2,681 persons accounted at 100%
	Number and percentage of employees and workers of the organization covered by an occupational health and safety management system and has been internally audited	2,681 persons accounted at 100%
	Number and percentage of employees and workers in the organization covered by an occupational health and safety management system and externally audited	2,681 persons accounted at 100%
	Number of employees fatalities as a result of work-related incidents	0 person
	Number of workers fatalities as a result of work-related incidents	0 person
	Number of employees working hours	2,093,340 hours/year
	Number of workers working hours	511,357 hours/year
	Number of employee incidents (IR)	1 case
	Number of worker incidents (IR)	0 case
	The number of employees' injuries resulting in work stoppage (LTIFR)	3.34 persons per 1,000,000 hours worked
	The number of workers’ injuries resulting in work stoppage (LTIFR)	1.96 persons per 1,000,000 hours worked
	Occupational Diseases Rate (ODR)	2 cases
	Number of OHS complaints received in 2023	0 case

Human Rights, Diversity, and Inclusion

The Company believes that Human Rights, Diversity, and Inclusion are significant fundamentals of sustainable business operations, encompassing respect for human rights both internally and externally, including throughout the supply chain. Prioritizing these issues not only ensures good governance within the organization but also ensures compliance with laws, international frameworks, and establishes a solid foundation for conducting business. Additionally, it can mitigate potential human rights risks within the organization, particularly operating businesses in the modernized world, where there is a significant drive towards Human Rights and Diversity movements. Businesses are increasingly expected by governmental sectors, investors, and stakeholders to manage and prevent human rights violations within their organizations. Companies that are sensitive to human rights issues often face repercussions such as financial impacts, business opportunities, and damage to the organization's reputation and trust.

Policy and Management of Human Rights, Diversity, and Inclusion

The Company has established a social responsibility policy and a Business Code of Conduct (CoC), which includes human rights as a component. This policy aims to emphasize equality, freedom, and inclusion. It entails respecting the human rights of individuals and not discriminating against anyone based on their race, nationality, religion, language, skin color, gender, age, education, physical condition, or social status. Additionally, the policy prohibits the use of child labor and sexual harassment in the Company's operations and supply chain. Furthermore, the Company has devised management approaches to comprehensively address human rights issues, covering the following topics:

• Treating employees and stakeholders of the organization equally and without discrimination.
• Prohibiting the employment of child labor below the legal age limit or forced labor throughout the supply chain.
• Respecting consumer/customer rights, refraining from discrimination, and safeguarding personal data.
• Respecting community rights, actively listening to feedback, and promoting community participation.
• Implementing Human Rights Due Diligence processes (HRDD).

Emerging Risks

In the operational processes of the Company, whether it involves production, services, procurement, or transportation, all rely on the labor force to drive the business forward. However, these operations may entail human rights risks and unequal labor practices. IPresently, issues related to respecting human rights and promoting equality are closely monitored globally, including by consumer groups, governments, and investors. If the Company does not prioritize these issues, it could lead to human rights violations within the organization and potentially result in legal action.

With these reasons, the Company operates with a sincere consideration of human rights principles. The Company assigns responsibility to relevant departments and establishes a human rights risk investigation system, along with monitoring mechanisms for resolution. In case of human rights violations and unfair practices, the Company has established a whistleblowing system for employees and stakeholders to address and promptly resolve issues.

Key Performance

	Number of complaints of human rights violations that have occurred within the organization	0 case
	Number of employees with disabilities hired by the Company.	4 persons

Community Engagement and Social Responsibility

The Company believes that being a good organization entails operating with social responsibility. Thus, the Company is committed in producing electricity and energy sustainably, including renewable energy, to meet consumers' demand for electricity usage. The Company operates its business while creating positive social impacts with transparency and accountability under the development framework "Creating Sustainable Energy, Developing Strong Communities". This framework aims to enhance community engagement around power plants and conduct activities focused on "Creating jobs, Providing Education, Ensuring Health, for Better Quality of Life", to elevate the quality of life and improve community well-being in various aspects including employment, education, health, and culture. Additionally, the Company fosters good relationships between communities and the organization to enhance acceptance, trust, and confidence in the organization's business operations.

Furthermore, the Company is steadfast in our efforts to mitigate negative impacts that may affect communities, such as adhering to Occupational Health and Safety (OHS) standards for employees, contractors, surrounding communities, and related stakeholders. This includes systematically preserving and managing the environment to prevent pollution that could adversely affect the communities and to promote the wise use of resources within the communities.

Community Engagement and Social Responsibility Policy and Management

The Company has established a Community Engagement and Social Responsibility Policy, which serves as the operational framework for units within the organization. This policy is formulated with consideration for operating in an environmentally and socially friendly manner, aligned with corporate governance and sustainable development principles. Additionally, the Company upholds equality and non-discrimination in our treatment of people within communities. Furthermore, the establishment of a public hearing process aims to address community concerns, thereby fostering sustainable growth alongside the Company's operations.

Emerging Risks

The challenges in the global economy, such as the worldwide economic downturn affecting consumer purchasing power, and environmental challenges, all have an impact on society, individuals, and communities. Businesses operated by the Company in areas near communities may lead to impacts on surrounding communities around power plants, such as dust, pollution, and waste management issues, which can result in illnesses among community members.

The Company realizes the importance of operating business responsibly by respecting expectations, local lifestyles, and cultures, as well as aiming to establish and maintain social acceptance (Social License to Operate). Therefore, the Company has established units to liaise with communities through activities such as volunteer activities, skill development programs, and activities promoting religion, traditions, and culture, which help foster community participation and elevate the quality of life. Additionally, these efforts contribute to reducing disparities through collaborating with agencies and organizations to support and assist society. The Company also regularly assesses risks and impacts on communities to listen to their concerns and suggestions.

Key Performance

	Percentage of the Company’s operations that incorporated local community engagement in the operational plan	100%
	Number of communities affected by negative impacts from the operations	20 communities
	Number of communities receiving the benefits of engagement with the organization	20 communities accounted for 100%
	In 2023, there were no significant complaints from the communities.