Happy Workplace

Apex is like one big family. The top management of Apex prioritises the safety, profession, and health of all employees, including those from outsourcing partners. Employees are seen as vital resources for maintaining the successful operation of Apex, hence the company's commitment to zero workplace accidents and its emphasis on employees' physical and mental well-being, workplace rights, environmental hygiene, and safety. We strive to create a happy and safe working environment, providing employees with diverse and equal opportunities and fair compensation and fostering mutual trust and respect in the labour-management relationship.

Apex has an Employee Welfare Committee elected through democratic processes and organises charity events periodically to support vulnerable groups. Following laws and various initiatives, the Company has established internal regulations to ensure equal and fair treatment regardless of gender, race, socioeconomic status, age, marital status, or family situation, ensuring equal opportunities for employment, working conditions, salaries, benefits, training, performance evaluations, and promotions. A harmonious and pleasant work atmosphere is crucial for maximising the benefits of teamwork. To facilitate smooth communication and consensus-building between management and employees, Apex consistently prioritises reasonable salary levels, a good working environment, and effective communication channels.

Employees can voice their suggestions and concerns to the management team through channels like the CEO BOX and BROTHER BOX. In 2023, Apex did not receive any significant complaint letters. The labour-management relationship at Apex is harmonious, with no major labour disputes. Apex has established fair salary and compensation policies and performance evaluation mechanisms, including performance assessments that are aligned with the company's sustainable business objectives.

Apex has established a Safety and Occupational Committee, conducting regular inspections to ensure compliance with safety regulations and minimize workplace safety hazards. Additionally, Apex regularly provides health check-ups for employees to promote their physical and mental well-being. Apex's subsidiary, APT, has also obtained ISO 45001 certification for creating a healthy and safe working environment.

Personnel Distribution

All Apex employees have signed employment contracts, and there are no temporary, dispatched, or non-employee workers. The following table provides information based on the number of employees as of December 31, 2023, including the average length of service, average age, and educational level of Apex employees.

¹ 60 Thai, which is 63.83% of Manager and above. 31 female, which is 32.99% of Manager and above.

² 86 Thai, which is 69.35% of Manager and above. 39 female, which is 31.45% of Manager and above.

³ 93 Thai, which is 65.49% of Manager and above. 41 female, which is 28.87% of Manager and above.

New Hires and Employee Turnover

In 2023, the average age of Apex employees was 30.1, with employees under 30 accounting for 55.86% of the workforce. Therefore, the proportion of new hires and departures also predominantly consists of individuals under 30.

Employee Compensation Policy

The Company offers fair and market-competitive compensation based on corporate profitability, performance evaluation results, and consideration for long-term employee development to attract, retain, and motivate top talents and reward employees who create performance and make long-term contributions. We are committed to maintaining a stable employee livelihood through robust compensation and fostering a friendly work environment, positively impacting employee morale and operational stability. Upholding sustainability principles and practising corporate social responsibility is our mission, and we strive to integrate environmental friendliness and social benefits at every level, laying the foundation for sustainable operations.

The salary policy is implemented to realise the concept of shared achievements in business operations. The Company allocates up to 2% of its profits as employee compensation, with regular annual performance evaluations conducted. Salary adjustments and bonuses are based on individual performance, level of responsibility, and future potential for development. Apex provides fair compensation based on employees' education, professional knowledge and skills, professional experience, and individual performance, without differentiation based on age, gender, race, religion, political affiliation, marital status, or union affiliation.

Employee Training and Development Program

The employee training and development program is designed to enhance employee skills and serves as a crucial policy for attracting top talents. Apex provides comprehensive education, training, and development plans for employees, aiming to foster a sense of belonging and promote a culture of teamwork within the company through continuous learning. We encourage employees to participate in various company projects, fostering self-expectations and enhancing the company's competitive edge.

Employees’ Welfare Policy

As the electronics components industry falls under labour-intensive sectors, labour relations are crucial, with stakeholders prioritising this issue. Therefore, Apex has established labour-related regulations that adhere to international standards such as TLS and the Responsible Business Alliance (RBA) Code of Conduct, aiming for zero labour complaints.

Apex ensures fair and equal treatment for all employees and implements a voluntary overtime application system. The HR department collaborates with department heads to formulate annual education and training plans based on departmental objectives and competency requirements. Clear promotion assessment criteria for each job level are defined to promote talent development, retention, and utilisation. Apex takes a comprehensive approach to employee compensation, benefits, and communication, fostering personal achievements and development and enriching employees' spiritual growth to achieve work-life balance.

Retirement System and Implementation Status

The employee retirement system is conducted in accordance to local regulations.

1. Thailand area: The Company provides defined benefit retirement welfare to employees by following Section 118, Chapter 11 of the Thai Labor Protection Act. Employees who are qualified to criteria of retirement could get reasonable retirement fund with correspondent service years and salary level. The Company has booked related liability according to actuarial report issued by Thai certificated actuary.
2. Taiwan area: Employees in Taiwan all adapt Taiwan Labor Pension Act. The Company allocates 6% of each employee's salary to personal retirement fund under custody of Taiwan Bureau of Labor Insurance.

Employee Organisation

Apex has not established a labour union but a comprehensive employee organisation to safeguard employees' rights and interests. The ISO 45001 Committee and the Safety and Occupational Committee are responsible for establishing, implementing, and maintaining all occupational health and safety regulations and related laws related to Apex's operations. 387 employees joined the committee, accounting for approximately 5.04% of the total employees.

Apex's labour relations are harmonious, with no significant labour disputes, and it attaches great importance to employee welfare. It focuses on subjective and objective environmental changes and formulates corresponding welfare measures to meet employees' needs. There is an Employee Welfare Committee within the company, and all employees can stand for election and vote. The committee allows employees to express their opinions, make suggestions, and strive for a reasonable working environment, rights, and development, thus expanding the company's social participation.

Human Rights Education and Training

RBA is the largest corporate social responsibility alliance in the global industrial supply chain. Apex adheres to the highest standards of social, environmental, and ethical requirements from suppliers to internal factories based on relevant guidelines set forth by RBA. The company disseminates relevant knowledge and concepts to its employees. Additionally, the Thai Labour Standard (TLS) is incorporated into the curriculum to ensure that employees clearly understand and can safeguard their rights. We demonstrate our commitment to employees' physical and mental well-being through action and hold ourselves accountable to consumers for product production and employee treatment.

In 2023, Apex accumulated 1,116 hours of internal human rights-related education and training.

Human Rights Policy Commitment

To uphold and safeguard fundamental human rights, Apex recognises and supports the spirit and basic principles of human rights protection as articulated in various international human rights conventions, including the International Labour Organization Declaration on Fundamental Principles and Rights at Work, International Labour Organization Conventions, International Labour Organization Tripartite Declaration of Principles Concerning Multinational Enterprises and Social Policy, OECD Guidelines for Multinational Enterprises, Universal Declaration of Human Rights, and United Nations Global Compact Ten Principles. This commitment reflects our responsibility to respect and protect human rights and to comply with labour-related regulations in the countries where the company operates. Therefore, Apex has established the Human Rights Policy Management Measures.

Workplace Health and Safety

Apex has established the ISO 45001 Committee and the Safety and Occupational Committee to inspect whether the work environment complies with safety regulations regularly. Following the ISO 45001 standard, hazards are identified based on severity, frequency of occurrence, and scope of impact. All sources of hazards are identified and classified according to their severity. If a process or operation poses a significant risk, appropriate guidelines are provided to employees, along with continuous daily awareness campaigns to reduce the likelihood of workplace accidents. Additionally, Apex has set up an Emergency Response Center to standardise response procedures. Quarterly disaster drills are conducted to enhance the training of emergency response personnel. Regular health check-ups are also provided to employees to promote awareness of their health status and improve their physical and mental well-being.

In addition to controlling high-risk operations and managing subcontractor access and construction safety, Apex has implemented chemical safety management and safety audit systems. Damage prevention and disaster emergency response procedures are meticulously planned and rehearsed regularly to minimise damage and impact on company assets, personnel, society, and the environment during emergencies. The Safety and Occupational Committee convenes regular meetings to discuss environmental protection, safety, and health-related matters. Occupational accident statistics are analysed, and units with higher accident rates or severe types of accidents are prioritised for education, training, and management focus to establish a safety culture and provide a safe and comfortable working environment.

Safety and Health Indicators Statistics

⁴ Number of work-related injury: All occupational injuries, including traffic accidents, are included in the calculation.

⁵ Number of occupational disease: Ill on health arising from exposure to hazards at work.

⁶ Lost workdays: The number of days employees apply for work-related injury leave.

⁷ Total absenteeism days: The total number of days absent due to sick leave, personal leave, and work-related injury leave, excluding annual leave, public holidays, marriage, bereavement, maternity, and paternity leave.

⁸ Total working hours: The total hours of work expected for each year are calculated as follows: For daily wage employees: The sum of total working hours per month. For monthly salary employees: The total number of working days in the month *8 hours *the number of employees on duty at the end of the month.

⁹ The coefficient of 200,000 is derived from each group of 100 employees working 50 weeks per year, with 40 hours weekly.

¹⁰ Injury Rate (IR)：The cases of work-related injuries / the total working hours *200,000 hours.

¹¹ Occupational Disease Rate (ODR)：The cases of occupational disease / the total working hours *200,000 hours.

¹² Lost Day Rate (LDR): The total lost workdays / the total working hours *200,000 hours.

¹³ Absentee Rate (AR): The total absenteeism days / the total working hours *200,000 hours.