(Translation)

Working Rules and Regulations

Of
[●] Co., Ltd.

Chapter One
General Provisions

Clause 1. Definition

“Company” means [●] Co., Ltd. engaged in tourism business with Office located [●] as being
Employer.

“Staff” means workers at all levels ranging from Administrators to Executives such as Managing
Director, Unit Chief and Operators with various duties such as Clerks, Receptionists, Chauffeurs
earning monthly salary and enjoying status as “Employees”

Clause 2. Staff Description

The Company has policy for hiring Staff in 3 categories as follows:

(1) Staff under probation: The Company currently has no employee under probation.
(2) Permanent Staff: The Company currently employs [●] employees.
(3) Temporary Staff: Currently, no temporary Staff exists.

2.1 Staff under probation means Staff hired by the Company to work and placed under 90 days
probationary period or extended the probation period as appropriate. Written Notice shall be
served on the Staff when commencing work.

In case any staff fails to pass the probation, the Company is entitled to terminate service with
prior notice of no less than one pay period and it shall not offer severance pay to the Staff, except
in case probationary period covers 120 days or longer.

2.2 Permanent Staff are those having passed probation, and recruited by the Company to work
permanently until the employment ends; that is: Salary Earners are Staff receiving “monthly
salary” on the basis of an Employment contract.

2.3 Temporary Staff are employees hired by the Company to carry out work over and above the
permanent worker of the Company, such as for Projects, Temporary Job and Seasonal Job. The
Company shall execute employment contract from the commencement of employment thereof
with a fixed period of work but not exceeding 2 years, and the service shall be terminated when
the period of hiring passed under the contract.

2.4 Management Staff are the Staff who have the power and duty to act on behalf of the Company
concerning conditions of employment, granting gratuities, or termination of employment.

2.5 Supervisor means the Staff entrusted with the power and duty to supervise the Staff’
performance, i.e. a chief level Staff, its equivalent or higher, or the Staff individually designated
by the Company to have the power and duty to direct, assign, oversee, and supervise the work in
conformity with the Company’s policy.

Clause 3. Recruitment

3.1 The Company shall do recruitment of Staff based upon knowledge and capability.

3.2 The Company shall pay wages commensurate with duties and responsibilities of the Staff.
3.3 In case of inability by the Company to recruit Staff in a suitable position, the former shall put
the Staff in a position deemed as appropriate by the Company.

Clause 4. Job Transfers

4.1 The Company is entitled to transfer Staff from one position to another as necessary and in
conformity to the Labor Law.

4.2 Transfers may be effected within the same Section, the same unit or the transfer may be made
from one Section to another Section, including transfer for working at a Branch Office, in case
such transfer involves different locations or different juristic persons, an Agreement shall be
reached with Staff first.

Chapter Two
Working Days, Hours and Recess

Clause 1. Working Days

The Company has made prescription for its Staff to work as follows:
1.1 Permanent Office Staff shall work 6 days a week, from Mondays to Saturdays, for not more
than 8 hours a day, and not more than 48 hours a week.

1.2 Staff working outside the Office shall work 6 days a week, and not more than 48 hours a
week. Working days and weekend holidays shall be subject to agreement between the Company
and the Staff.

Clause 2. Working Hours.

The Company has made prescription for the Staff to work 8 hours a day, office Staff shall work
from Mondays till Fridays between 08.30 – 17.30 hours. On Saturdays, Staff shall work from
08.30 – 12.30 hours. Staff working outside the office shall work 7 hours a day which shall be
divided in 3 periods of time as follows:

1 period: between 04.00 – 11.00 hours

st

2 period: between11.00 – 18.00 hours

nd

3 period: between 18.00 – 01.00 hours

rd

In addition, the Company has the right to change such working time above for Staff’s
performance on the basis of instructions issued by the Immediate Supervisor as appropriate.

When dictated by circumstance, the Company and the Staff may strike an Agreement to fix
normal work hours to exceed 8 hours a day, but not exceeding 48 hours a week.

Clause 3. Recess

3.1 Permanent Office Staff shall have recess from 11.30 – 12.30 hours or 12.30 – 13.30 hours.

3.2 Staff working outside the office shall have recess fixed by mutual agreement between the
Company and the Staff.

In case the Company decided to use flexible work hours instead of normal work hours, in any
Work Unit or in all the Work Units, the Company shall serve advanced notice. Nevertheless,
flexible work hours shall not exceed normal work hours currently observed, on daily basis.
 Chapter Three
Holiday

Clause 1. Weekend Holiday

The Company has fixed weekend holiday as follows:-

1.1 Permanent Office Staff shall have 1 day holiday on Sundays.

1.2 Staff working outside the office shall have one day weekend holiday, that shall be fixed by
agreement between the Company and the Staff.

Clause 2. Traditional Holidays

The Company has made prescription or the Staff to enjoy Traditional Holidays with pay for 15
days including Labor Day. The Company shall issue a Notice of such holidays for the
information of the Staff within the month of November each year. In case a Traditional Holiday
fell on a weekend holiday, it shall be observed on the next work day.

Clause 3. Annual Leave

The Company has made prescription for its Staff who have completed 1 year service entitled to
have 12 days Annual Leave with pay and the leave shall be taken in the succeeding year. The
accumulated holidays shall be used by the Staff in such succeeding year completely and shall
have no rights to accumulate Annual Leave which is not used in the following years.

Staff desiring to exercise his/her right to take Annual Leave shall exercise such right completely
by December 31 each year and submit leave letter to Immediate Supervisor at least one week in
advance. Staff who takes Annual Leave by not exercising his/her right in accordance with the
regulations or without permission shall be regarded as negligent of duty or absent from work, and
shall face punishment under these regulations.

The Company has the right to change Annual Leave and recall the Staff for work if it is
considered that on such leave days an urgent or emergency task has occurred according to the
nature or condition of work that may cause damage to or affect the Company’s business. The
Company may thereupon require the Staff to take leave on the other days as compensation for the
remaining leave days to which he/she is entitled.

Chapter Four
Overtime Work and Work on a Holiday

Clause 1. Overtime Work and Work on a Holiday

1.1. In case the Company faces an emergency or dire necessity to keep working continuously, and
work stoppage would cause damage, the Company shall ask the Staff to work overtime or to
work on a holiday; in this necessity, the Supervisor shall serve a notice in advance, and the Staff
shall cooperate.

1.2 In case of necessity be the Company to work to enhance sales or services, the Company shall
get the Staff to work overtime or to work on a holiday, to attain the objective. In this necessity,
the Company shall ask the Staff who desires to work overtime or to work on a holiday, and such
overtime or work on a holiday shall not exceed 36 hours a week.
Clause 2. Wages for Overtime and for Work on a Holiday

2.1 The Company shall pay wages for working overtime on a normal work day at one time and a
half the hourly wage rate covering the period of overtime.

2.2 The Company shall pay wages for working overtime on a weekend holiday and on a
Traditional Holiday at the rate of not less than three times of the hourly wage rate covering the
period of work on a holiday.

2.3 The Company shall pay wages for working on a weekend holiday at one time the wage rate
for normal working day, covering hours of work on the holiday.

2.4 The Company shall pay wages for working on a traditional holiday at one time the wage rate
for normal working day, covering hours of work on the holiday.

Clause 3. In case Where the Company does not Pay Wages or Overtime on a Holiday

The Company shall not pay overtime fee for working on a normal work day, nor shall it pay
overtime fee for working on a holiday as follows:

(1) Management Staff and Supervisor holding power of hiring, giving pension, or power to
terminate employment.

(2) Staff who work outdoors and unable to fix working hours with certainty.

(3) Staff assigned for duty to oversee the premises or the property of the Company temporarily.

Clause 4. Standard for Bonus Payment

(1) Staff who have completed one year service are entitled to get bonus equivalent to normal
wage rate for 1 month.

(2) Staff who violated the Working Rules and Regulations and punished for discipline under
clause 2 of Chapter 7 relating to discipline and punishment by way of discipline, shall not get
bonus in the year of punishment.

Chapter Five
Payment of Wages, Overtime Fee and Wages for Working on a Holiday

Clause 1. Payment of Wages for Working on a Holiday

The Company pays wages for working on a weekend holiday, as a Traditional Holiday and
Annual Holiday to the Staff by inclusion in their salaries.

Clause 2. Payment of Wages for leave-Taking

The Company shall pay wages for leave taken by Staff correctly in accordance with the Rules and
Regulations as follows:

2.1 For sick leave, wages shall be paid, covering actual number of days of sickness, but not
exceeding 30 days in a year.
2.2 For sterilization leave, wages shall be paid covering the number of days or recommended by a
qualified doctor.

2.3 For maternity leave, wages shall be paid, covering number of days of leave but not exceeding
45 days.

2.4 For business leave, wages shall be paid for the number of days permitted by the Company but
not exceeding 5 days in a year.

2.5 For military training leave, wages shall be paid for the number of days sought by the Staff,
but not exceeding 60 days in a year.

2.6 Regarding leave for training to improve knowledge, wages shall be paid covering period
permitted by the Company but not exceeding 30 days in a year.

Clause 3. Period for Payment of Wage, Overtime Fees, and Wages for Working on Holidays

3.1 The Company shall pay salary, diligence allowance, overtime fee, and wages for working,
etc. on a holiday to its Staff-salary earners once on the last day of every month.

3.2 Staff shall receive salary, wages, overtime fees, and wages for working on a holiday at the
Company’s office, and/or the payment shall be credited into the Accounts of the Staff before the
last day of the month; in case pay day falls on a holiday, the payment shall be made on the day
preceding the holiday.

Chapter Six
Standard of leave

Clause 1. Leave
All the Staff are entitled to take leave as follows:-

1.1 Sick leave 1.2 Sterilization leave

1.3 Maternity leave 1.4 Business leave
1.5 Military training leave 1.6 Knowledge enhancement training leave

Clause 2. Standard of Leave

2.1 For sick leave, Staff are entitled to take leave for actual sickness and perform as follows:-

(1) In case it is possible to take leave in advance, a letter shall be submitted as per the form
prescribed by the Company, before the date of leave to the Supervisor, accompanied by evidence
(if any).

(2) In case of sudden sickness that precluded advanced warning, the Staff shall submit a leave
letter on the same day or on the first day of resumption of duty, as per Form prescribed by the
Company, to the Supervisor, accompanied by evidence (if any).

(3) For sickness leave of 3 working days or more, the Staff may present a doctor’s confirmation
letter or evidence issued by a State hospital including leave. In case of inability to submit a
medical confirmation form a qualified doctor or from a state hospital, the Staff shall give
explanations to the Company.

(4) In case of pretended sickness leave, the Staff shall be regarded as dishonest and neglecting
duty with calls for punishment.
In case of inability to work due to injury or sickness arising out of working and the maternity
leave, it shall not be regarded as sickness under Clause 2.1.

2.2 Regarding sterilization leave, Staff are entitled to leave for sterilization and due to
sterilization for a period of time determined by a first class modern physician and for which a
medical certificate is issued. The Staff shall submit leave letter in advance by using the
Company’s form to the Supervisor, and medical certificated shall be attached.

2.3 For maternity leave, Staff are entitled to leave for maternity before or after child-bearing for
not more than 90 days each time. The Staff shall submit a leave letter as per Company’s Form
including medical certificate to the Company.

In case a pregnant female worker in possession of a medical certificate is unable to work in her
current position, it is entitled to request the Company to offer a new job temporarily before or
after child-bearing. In the case, the Company shall make consideration and take action
immediately to give the Staff a suitable job.

2.4 Business leave. In case Staff has urgent business that is not avoidable, an application shall be
submitted in advance of at least 1 day be using the Company’s Form, including evidence (if any)
and may take leave upon receipt of permission.

In an emergency whereby advance notice is not possible, the Staff shall submit a leave letter
within the first day of resuming duty, including evidence (if any) and upon receipt of approval, it
shall be regarded as a correct business leave.

For leave without justification, the Company is entitled to refuse permission and the leave shall
be taken as absence form work.

2.5 Regarding military training leave, when Staff received an order from the authority for military
training or testing military preparedness under military law. Staff shall submit leave letter
including evidence to the company in advance of at least 7 days.

2.6 Regarding leave for training, Staff are entitled to take leave to enhance knowledge and
capability relating to labor and social welfare or enhancement of aptitude and experience to
improve efficiency, or taking leave academic examinations arranged by the authority or permitted
by authority, the Staff shall notify the Company in advance of not less than 7 days before taking
leave, by using the Company’s Form, including evidence, and upon receipt of permission the
leave shall be regarded as correct.

The Company may not permit Staff for knowledge enhancement training within the same year in
which the Staff has already taken leave of not less than thirty days or three times for knowledge
and capability enhancement training, or the leave-taking or the Staff might cause damage to the
Company or adversely affect its operations.

Leaving-taking without fulfilling the Regulations amount to negligence of duty or absence from
work. This may entail punishment, and leave-taking without abidance to the Regulations amount
to violation of Regulations governing leave, and offenders face punishment as the case may be.

Chapter Seven
Discipline and Punishment

Clause 1. General Discipline

The Company has prescribed general discipline for the Staff as follows:-
(1) Staff shall comply strictly with the Company’s notices, working rules and/or orders
previously or presently existing or to be issued in future as well as to cooperate in good faith with
the Company or inquiry directors in the inquiry for facts or disciplinary offenses.

(2) Staff shall punch their cards on arrival and do the same upon leaving the job by themselves.

(3) Staff shall be strictly obedient to orders issued by their Supervisors.

(4) Staff shall not do personal job while working according to their duties.

(5) Staff shall dress politely and orderly in the style required by the Company at all times during
the work hours and their presence in the Company’s workplace.

(6) Staff shall not take out or remove the Company’s documents, tools, instruments, materials,
equipment, and/or any other property from the workplace without permission.

(7) Staff shall not do other job not concerned with their duty, and not reshuffle nor transfer their
position and duty prior to the assignment.

(8) Staff shall perform work attentively, not to be negligent, not to play mischief or play during
the office hours or the working period.

(9) Staff shall perform their duty and job honestly and diligently.

(10) Staff shall not disclose intentionally or unintentionally their or other persons’ wages,
salaries, or rates of increase thereof to any staff whose duty is not concerned therewith.

(11) Staff shall not offer for sale goods or any other things during the office hours.

(12) Staff shall not play a lottery, a share pool, loan money, or do any other act likewise in the
workplace.

(13) Staff shall keep and maintain tools, instruments, uniform, and/or work equipment in good
and orderly condition as is necessary or reasonable for their duty, not seeking interest for
themselves or other persons from the application of such tools, instruments, uniform, and/or work
equipment.

(14) Staff shall not abuse their power in office, seeking interest for themselves or other persons in
any events whatsoever.

(15) Staff shall not induce or bring relatives or outsiders into the Company’s premises without
permission.

(16) Staff shall strictly comply with rules or orders concerning safety of work.

(17) Staff shall protect the Company’s property, customer, or any staff against harm.

(18) Staff shall not gossip, accuse, or threaten the Supervisor, any staff, visitors, or customers of
the Company.

(19) Staff shall uphold the Company’s reputation.

(20) Staff shall be polite and courteous to their Superior or colleagues.

(21) Staff shall not post a notice, advertisement, or spread out with messages causing the
Company loses the reputation, or untie, destroy, alter, add, or act in any manner on the
Company’s documents without permission.

(22) Staff shall not hold meetings or rally in connection with the strike within the Company’s
premises or the workplace without permission.

(23) Staff shall not stop working for opposition.

(24 Staff shall not bring or eat any food, confectionery, or snacks in the workplace during the
office hours.

Clause 2. Serious Discipline

The Company has prescribed serious discipline for the Staff as follows:-

(1) Quarreling or assaulting other persons or the Supervisor while they are on duty or on account
of his/her discharge of duty.

(2) Deserting duty, sleeping or snapping during the office hours or while they are on duty,
coming late for work, not coming or leaving the workplace as prescribed by the Company, being
absent from work, or taking leave without proper reasons.

(3) Smoking in the area where there are inflammables and no-smoking sign is expressly posted.

(4) Bringing into the workplace weapons or explosives into the workplace except for the officers
authorized by the Company who have to comply with their duty.

(5) Gambling, committing embezzlement or fraud of the money or property of the Company,
customers, visitors, or colleagues, or doing any other act against the civil and/or criminal law in
the workplace against the Company, Supervisor, visitors, guests, or colleagues.

(6) Bringing liquors or coming for work in the state of intoxication or drinking liquors in the
workplace inclusive of other drugs whether in or out of the workplace.

(7) Doing any act may gravely bring the Company into disrepute.

(8) Acting during the term of his/her employment as agent of other person or carrying on business
or working for a company carrying on the same business as the Company’s inclusive of doing
any act in competition with the Company’s business by using its trade secrets whether directly or
indirectly. And doing, aiding, or allowing any person to do such act during the term thereof.

(9) Persuading or convincing the Company’s customers to do business with himself/herself or

third persons whether directly or indirectly.

(10) Using the Company’s trade secrets for the purpose other than the performance of work under
the employment contract.

(11) Using, disclosing, and/or taking away the Company’s trade secrets and/or allowing other
persons to do so without the Company’s written consent regardless of any form such trade
information is in.

(12) Copying, modifying, publicizing, and/or doing any act that infringes the copyright of the
works assigned by the Company which solely belongs to the Company.
(13) Being impolite and discourteous to visitors or customers of the Company.

Clause 3. Punishment by Way of Discipline

The Company has prescribed punishment for Staff who violated Regulations, Orders or who
committed offenses as follows:-

3.1 Verbal Warning 3.2 written warning.

3.3 Forced to resign, termination of job or sacking.

The Company is entitled to mete out punishment matching the gravity of offense, and it needs not
observe procedural requirements.

Chapter 8
Suspension for Inquiry

In the event of the Company’s inquiry against the Staff accused of committing an offense, the
Company has the power to suspend such Staff inclusive of the persons concerned for not more
than 7 days. The Company shall give the Staff written notice of the suspension, stating the
offense and a period of suspension prior to the suspension. The Company agrees to pay the Staff
a wage equal to 50 percent of a workday wage he/she is entitled to prior to the suspension order.

On completion of the inquiry and it is found that the Staff inquired is not guilty, the Company
agrees to pay him/her the wage equal to the workday wage forth from the date he/she is
suspended together with interest of 15 percent a year. The money paid by the Company under the
first paragraph shall be calculated as a part of the wage under this paragraph.

Chapter 9
Filling Complaints at the Premises

To get conflicts in working conditions, working procedures, benefits, duties and responsibilities
being corrected, with undesirable elements taken are of speedily with fairness, and for general
efficiency, the Company has fixed a standard to file complaints as follows:-

Clause 1. Meaning and Scope of Complaints

(1) Complaint filed by the Staff shall be related to views and comments or conflicts relating to the
system or working procedures, rights under employment contract or employment conditions,
Staff character and fairness.

(2) Complaints shall not be relating to appointment, transfer, termination of job, or sacking.

(3) Complaint must be related to work and not personal matters.

Clause 2. Method and Procedure to File Complaint

(1) Staff wishing to file a complaint shall do so by itself, in writing addressed to the Supervisor
within 7 days from date of occurrence of conflict.

(2) The Supervisor shall conduct investigations and reach a decision within 7 days from the date
of receipt of complaint.
(3) The Supervisor shall serve notice about the result of investigations to the complainer with
explanations by letter. Any verbal explanation shall be recorded in writing and the complainer
shall sign its name in acknowledgment.

Clause 3. Appeal against a Decision

(1) A complainer not satisfied with the explanations or verdict of the Supervisor is entitled to
submit an appeal to the Management Staff writing within 7 days from the date of receipt of the
explanations or decision.
(2) The Management Staff shall conduct investigations to get facts additionally (if any) and finish
the process within 7 days from the date of receipt of the appeal.

(3) The Management Staff shall serve notice about its investigations on the appeal by
explanations and try to reach understanding, or the verdict may be issued in writing. Verbal
explanations shall be recorded along with justification and the Complainer shall be asked to sign
in acknowledgment.

(4) Explanations coupled with effort for understanding or the verdict of the Management Staff
shall be final.

Clause 4. Protection of Complainer and Related Persons

(1) Complaints shall be given consideration with fairness.

(2) Complainer shall not be punished nor transferred to another job, except for complaint filed
dishonestly.

(3) Staff standing witness to a complaint or who cooperated in an investigation shall be protected
and shall not be hounded or punished, except in case of Staff giving testimony with a grudge, or
bad intention, or who refused to extend cooperation in the fact-finding investigations.

Chapter 10
Termination of Employment

Employment shall be terminated under the following circumstances:-

1. Death 2. Resignation 3. Dismissal

Clause 1. Death

In the even of death, the Company shall pay wages or remuneration to the heir of the deceased,
along with other compensation or benefits in accordance with the Compensation Law or Social
Security Law.

Clause 2. Resignation

Staff desiring to resign shall submit a leave letter to the Unit Supervisor, before the first of the
month. Resignation is permissible upon receipt of permission.

Resignation by not serving advanced notice to the Company is harmful to the Company so that
the latter is entitled to seek compensation from the Staff.

Clause 3. Termination of Employment

Termination of Employment means the act of the Company to dismiss Staff, by forcing to resign
or by sacking due to lack of qualifications required for work, with bad character, dissolution of a
work unit, stoppage of business, or commitment of an offense by the Staff.

Regarding termination of employment under the first paragraph, the Company shall give
justification, with date for termination, in writing to the Staff and it shall be notified in advance of
at least one salary payment, except for Staff that committed serious offense so that it is not
entitled to get compensation.

In case the Company cannot give advanced notice under the second paragraph, the Company
shall give wages to the Staff instead of advanced notice.
Chapter 11
Compensation and Special Compensation

Clause 1. Compensation

The Company shall pay compensation for termination of employment to the Staff based on period
of service as follows:

1. Staff having service continuously for 120 days but less than 1 year shall get compensation
equivalent to latest wage rate for 30 days.

2. Staff having service continuously for 1 year but less than 3 years shall get compensation
equivalent to latest wage rate for 90 days.

3. Staff having service continuously for 3 years but less than 6 years shall get compensation
equivalent to latest wages rate for 180 days.

4. Staff having service continuously for 6 years but less than 10 years shall get compensation
equivalent to latest wage rate for 240 days.

5. Staff having service continuously for 10 years and above shall get compensation equivalent to
latest wages rate for 300 days.

Clause 2. Exceptions to payment of Compensation

The Company shall not pay compensation to Staff dismissed from service for committing any of
the following offense:

(1) Being dishonest in work.

(2) Committed criminal offense against the Company.
(3) Acted intentionally to damage the Company.
(4) Being careless and caused damage to the Company seriously.
(5) Violated the Regulations governing work, rules, or orders issued legally by the Company and
the Company has already served a written warning, excepting serious cases requiring no written
warning.
(6) Neglected duty for 3 days continuously without justification, whether or not there is a holiday
intervening in such period.
(7) Sentenced to imprisonment under a final verdict of Court of Law, excepting offenses due to
carelessness or minor offense causing damage to the Company.

Clause 3. Special Compensation

In case of necessity by the Company to retrench Staff due to adjustment of work unit, production
process, marketing or service as a result of introduction of machinery or technology, the
Company shall act as follows:-

(1) The Company shall serve a notice about the retrenchment in advance of not less than 60 days
to the Staff.

In case of inability to serve notice about retrenchment or serving notice of retrenchment by less
than 60 days, the Company shall pay special compensation, in lieu of advanced notice at latest
wage rate for 60 days.

(2) Special compensation in addition to the compensation stated in clause (1) equivalent to latest
wage rate for 15 days per 1 year service for the Staff with service of 6 years and above.
Aforementioned special compensation would not exceed wages at latest rate for 360 days.

(3) To facilitate calculations to pay special compensation, period of time more than one hundred
eighty days shall be taken as one year service.

In case of necessity by the Company to move its business establishment to another location that
adversely affect the livelihood of the Staff or their families, the Company shall serve a Notice in
advance of not less than 30 days before moving the establishment. In case Staff does not wish to
move as well, it is entitled to terminate the Employment Contract within 30 days from the date of
receipt of the Company’s notification or the date of moving thereof as the case may be and shall
get special compensation not less than the amount of compensation receivable by Law.

In case the Company does not serve advanced notice under the first paragraph, the Company shall
pay special compensation in lieu of advanced notice, equivalent to latest wage rate of thirty days.

Chapter Eleven
Miscellaneous

Clause 1. Other Regulations

1.1 Rules and regulations enforceable on any section particularly, shall be taken or a part of these
Working Rules and Regulations.

1.2 For anything not specified here, the law governing labor welfare or the traditional practice
shall be followed.

Clause 2. Changes and Corrections

These Working Rules and Regulations have been created to fit in with the Provisions of Labor
Protection Act, B.E. 2541. Nevertheless, the Company is entitled to effect amendment to give
fairness under the conditions of employment by adhering to Labor Relations Act, B.E. 2518.

In addition, the Company has the administrative and managerial rights to act, not to act, initiate,
change, increase, or reduce as appropriate the rights and benefits in terms of the portion the
Company has provided other than those required by the labor protection law. The Company has
the right to order, assign work, determine the power, duty, and responsibility in the decision-
making or work performance in connection with the employment, appointment, transfer or
change of positions, jobs, or places of work, punishment, suspension, determination of
complaints, remuneration, and termination, inclusive of creation of new jobs, dissolution of old
jobs, promotion and maintenance of work efficiency, establishment and change of methods of
work, and establishment of rules, notices, orders, circulars, and/or work rules that are not contrary
to the labor laws.
Clause 3. Enforcement

3.1 Staff at all levels are advised to study these Working Rule, and Regulations for understanding
completely.

3.2 Staff cannot deny knowledge of the conditions, principle and working guidelines.

3.3 Supervisor and Management Staff shall exercise control for the Staff at worker level to
perform their duty in conformity to the Rules and Regulations strictly.

3.4 This Work Rules and Regulations is effective on …………………………

Notice on ……………………..