Forced, bonded or indentured labor or involuntary prison labor shall not be used. All work will be voluntary, and workers shall be free to leave upon reasonable notice. Workers shall not be required to hand over government-issued identifications, such as passports or work permits to Kingfisher or any labor agent as a condition of employment.


Child labor shall not be used in any stage of business processes. The term “child” refers to any person under the age of 15 years. The use of legitimate workplace apprenticeship programs, which comply with all laws and regulations, is supported. Workers under the age of 18 shall not perform work that is hazardous to their health or work in the environment that is not safe.


Studies of business practices clearly link worker strain to reduced productivity, and increased injury and illness. Workhours are not to exceed the maximum set by Thai Labor Laws. A workweek shall not exceed 8 hours per day or 48 hours per week and overtime work shall not exceed 36 hours per week, except in emergency or unusual situations. Workers shall be allowed at least one day off per seven- day week.


Compensation paid to workers shall comply with all applicable wage laws, including those relating to minimum wages, overtime hours and legally mandated benefits. Deductions from wages as a disciplinary measure shall not be permitted. The basis on which workers are being paid is to be provided in a timely manner via pay stub or similar documentation.


Kingfisher disciplinary policies and procedures shall be clearly defined and communicated to workers. There shall be no harsh and inhumane treatment, sexual harassment or abuse, corporal punishment, mental or physical coercion or verbal abuse of workers, nor any threat of any such treatments.


Kingfisher commits to a workforce free of harassment and unlawful discrimination. Kingfisher shall not engage in discrimination based on race, color, age, gender, sexual orientation, ethnicity, disability, pregnancy, religion, political affiliation, union membership or marital status in hiring and employment practices such as promotions, rewards and access to training. In addition, workers or potential workers shall not be subjected to medical tests that could be used in a discriminatory way.


Open communication and direct engagement between workers and management are the most effective ways to resolve workplace and compensation issues. Kingfisher respects the rights of workers to associate freely, join or not join labor unions, seek representation, and join workers’ councils in accordance with Thai Labor Laws. Workers shall be able to communicate openly with management regarding working conditions without fear of reprisal, intimidation or harassment.


Worker exposure to potential safety hazards (e.g., electrical and other energy sources, fire, vehicles, and fall hazards) are to be controlled through proper design, engineering and administrative controls, preventative maintenance and safe work procedures (including lockout/ tag out), and ongoing safety training. Where hazards cannot be adequately controlled by these means, workers are to be provided with appropriate, well maintained, personal protective equipment. Workers shall not be disciplined for raising safety concerns.


Kingfisher Songkhla dormitory located next to our plant for employees.

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