Human Rights

Human Rights Policy Declaration

JMT Network Services Public Company Limited plays an integral role in establishing the human rights policy for the Jaymart Group. This policy adheres to human rights laws and regulations, from local to international standards. The scope of JMT human rights policy encompasses all stakeholders, including all employees involved in the company’s operations, subsidiaries, joint ventures, business representatives, and partners. It applies to all levels, from the board of directors and executives to employees, serving as a framework for strict adherence to integrity, honesty, good governance, and ethical practices.

The company is committed to social responsibility and accountability to all stakeholders, guided by the principles of good corporate governance and sustainable business practices. This ensures that the company’s operations align with human rights principles and the United Nations Framework and Guiding Principles on Business and Human Rights (UNGP).

Key areas of the policy include the humane treatment of employees, free from abuse, violence, sexual harassment, physical or psychological threats, or verbal harassment. The company upholds hygiene and safety standards, providing a safe and conducive working environment. Furthermore, the policy strictly prohibits the company or its employees from engaging in any human rights violations or exploitation, such as the illegal employment of migrant workers or child labor.

Human Rights Due Diligence : HRDD

JMT Network Services Public Company Limited has elevated its efforts beyond the establishment of a human rights policy that emphasizes respectful practices towards employees and stakeholders. The company has implemented a comprehensive Human Rights Due Diligence (HRDD) process, referencing the UN Guiding Principles on Business and Human Rights (UNGP). This assessment is divided into three key dimensions:

• 1
  Due Diligence Environmental Assessment
• 2
  Due Diligence Labor Rights Assessment
• 3
  Due Diligence Human Rights Assessment

Currently, focusing solely on employee-related responsibilities or direct stakeholders may no longer suffice for responsible business practices concerning human rights. Therefore, this comprehensive HRDD serves as a tool to identify issues within each dimension, ensuring the company evaluates its internal processes to determine:

• Issues where responsibilities are properly addressed.
• Areas that require improvement and development.
• Gaps in responsibilities that have not been fully implemented, which might lead to unintentional negative impacts on various groups.

Upon identifying issues that may negatively impact any stakeholder group, the company establishes preventive measures to mitigate or eliminate such impacts and ensures such incidents do not recur. Additionally, the company defines remediation measures for those potentially affected by its operations to guide relevant departments in their actions.

Scope of Comprehensive Human Rights Management Process

• 1
  Establishing a human rights policy.
• 2
  Identifying and assessing potential impacts arising from the company's activities.
• 3
  Implementing measures to prevent and mitigate negative impacts.
• 4
  Monitoring, reviewing, and re-evaluating identified issues.
• 5
  Communicating with stakeholders and the public.
• 6
  Providing remediation and corrective measures.

This comprehensive HRDD checklist serves as a tool for identifying issues across the company’s operational scope that may cause or have the potential to cause negative impacts on stakeholders in the future. It also extends to significant business partners, providing a mechanism for managing human rights issues within the organization. This includes identifying areas for further development and improvement or issues that are at risk and require more effective actions.

When the company identifies any potential issues impacting stakeholder groups, it will implement preventative measures to minimize or eliminate such impacts. It will also outline remediation measures for those affected to guide relevant departments in their operational planning and execution.

The severity levels of identifying risk issues are divided into 4 levels as follows:

• 1

  Extreme Risk (Level 4) = Red Risk

  This is a risk where the company may engage in actions that violate Thai law or international law, leading to legal disputes. These disputes may involve unfair business practices that impact competitors in the same industry and human rights violations causing severe damage both physically and psychologically.

• 2

  High Risk (Level 3) = Orange Risk

  This is a risk arising from business activities that breach business ethics, impacting competitors or customers, and irresponsible business conduct affecting all stakeholders of the company. However, this level does not involve actions that violate Thai law or international law.

• 3

  Medium Risk (Level 2) = Yellow Risk

  This is a risk that could negatively impact the company's reputation and image, resulting in a loss of credibility from society and stakeholders, and hindering business opportunities both short-term and long-term. It requires more time to resolve or remediate than risks at Level 1.

• 4

  Low Risk (Level 1) = Green Risk

  This is a risk with limited impact or only minor consequences within the organization. The company can address the issue quickly, and the situation remains manageable without escalating beyond control.

Remediation Structure