็Handbook

EMPLOYEE HANDBOOK Green River (Thailand) Group HR Prepared By

CONTENTS Category 1 General Chapter Category 2 Working Date, Operation hours, Break, and Working Hour Record Category 3 Holiday and Leave Guidelines Category 4 Leave and Rules for Taking Leave Category 5 Overtime Criteria and Holiday Work Category 6 Date and Place of Payment of Wages, Overtime Work Expenses, and Overtime Payment on Holiday Category 7 Discipline and Disciplinary Punishment

Category 1 General Chapter 1. About the organization Located in the provinces of Songkhla, Satun, Trang, which is in the southern part of Thailand. The aim is to expand the industry. Production by investment under the product form of pressed wood boards (Particle Boards) and processed rubber wood. We expect to create jobs and income for local people from our operations. to produce products using Natural resources that are abundant in southern Thailand include rubber wood, which is considered an important raw material. Vision : conserve natural resources for sustainable development Mission : It is the world's leading green resource organization. Value : Honest and moral Spirit : Be a pioneer in business Be creative and develop 2. Business operations 2000 : Green River Wood and Lumber Manufacturing (Thailand) Co., Ltd. Business: Rubber wood 2002 : Green River Parawood Company Co., Ltd. Business: Solid wood 2004 : Green River Panel (Thailand) Company Co., Ltd. Business: Particle Boards 2011 : Company registration: Green River Holding Co. Ltd. 2015 : Enter the stock exchange 2017 : Green River Panel Trang (Thailand) Company Co., Ltd. Expanding the pressed wood board business (Particle Boards)

3. Companies in the product group and quality policy Green River Wood & Lumber Manufacturing (Thailand) Co., Ltd. Initials : GRW Product : Rubber wood Location : Number 222 Village No. 4, Tha chang Subdistrict , Bang Klam District, Songkhla Province 90110 Quality policy : Quality processed rubber wood Create customer satisfaction continuously develop Green River Para Wood Co., Ltd. Initials : GRP Product : Solid wood Location : 359 Village No. 10, Khuan Kalong Subdistrict, Khuan Kalong District, Satun Province 91130 Green River Panels (Thailand) Co., Ltd. Initials : GP Product : Particle Board Location : 222 Moo. 4, Tha Chang Subdistrict, Bang Klam District, Songkhla Province 90110 Policy : The products are of quality. Satisfied customers Continuously develop Green River Panels Trang (Thailand) Co., Ltd. Initials : GPT Product : Particle Board Location : 222 Moo. 5, Kuan Mao Subdistrict, Ratsada District, Trang Province 92160

2.Production process of Particle Board 1.Processed rubber wood Production process

Category 2 Working days, normal working hours and rest times, and recording working hours 1. 1.Working days, Normal working hours and rest times 1.1. Employees in the office section normal working day Monday – Saturday Weekly holidays Alternating Saturday and Sunday holidays. Normal working day 08.00 -17.00 Break time 12.00 - 13.00 1.2 Employees in the factory normal working day 6 days a week and holiday 1 days a week Day shift time 08.00 - 17.00 Break time 12.00 - 13.00. 07.00 - 16.00 Break time 11.00 - 12.00. Night shift time 20.00 - 05.00 Break time 24.00 - 01.00 . 2. Recording working time. 2.1 Stand in front of the scanner and the scanner will recognize. 2.2 If the scanner display fails May be standing too far from the scanner If the scanner is still unable to recognize faces, employees will be required to take a photo of the abnormal scanner status to use as an attachment when requesting a time adjustment and of the abnormal scanner status to use as an attachment when requesting a time adjustment and 2.3 If you submit a request to adjust your entry and exit times more than 2 times/month due to "forgetting to scan the time" it will affect your diligence allowance and evaluation of employee performance 2.4 If unable to record entry and exit times as usual Due to working outside the company Other external factors or system failures require employees to apply for time adjustments immediately or after receiving notification via email. In this case, it will not be counted towards the number of times for requesting a time adjustment.

3. Work entry regulations 3.1 Employees must scan their faces to record their time at work. 3.2 If an employee forgets to scan their face you must immediately notify your supervisor in order to adjust the time in the system intranet 3.3 If there is a change in work shift or work day, notify the supervisor to make changes in the system 1 day in advance. 4. Late entry to work 4.1 Employees who record their entry time within five (5) minutes after the starting time will be considered late for work. 4.2 If an employee enters work more than five (5) minutes late, it will be considered late and will be deducted based on the actual time of the tardiness 4.3 Employees who arrives late to work more than two (2) times per month The Human Resources Department will immediately issue a warning letter to that employee 4.4 Employees who come to work late consecutively or on a monthly basis, the Human Resources Department may consider disciplinary action for them. That employee as well

Time Adjustment Request Log in : Intranet https://intranet.greenriverholding.com Choose HR Time Attendance Choose Time Adjustment Request Fill in the information in the Employee Information field. Enter the employee code in the Code field. Specify the day and time you want to adjust the time. Specify the reason for requesting a time adjustment. To attach a file, click to select the file. Submit

1.Weekend 1.1. Office employees, the company determines that every other Saturday and Sunday is a weekend. If the company is necessary, the company may set another day as a weekend, however, after employees have been working for not more than 6 consecutive days, the company will announce to employees in advance. 1.2. For employees who have to work continuously which are shifts, the company may designate a weekend for any day, but not more than 6 days apart, by turning around according to the shift schedule and the company will announce in advance. 1.3. For the weekend, the daily and contracted employees can leave without pay. 2. A traditional Holidays The company has set employees to take 13 traditional holidays a year and employees are paid equal to the normal working day. which the company will announce to employees in advance within December of each year 2.1. If any traditional holiday falls on a weekend, the company will postpone that traditional holiday went to rest on the next working day. For office employees, if Saturday is a weekend, can be postponed to the next Saturday or as appropriate 2.2. .The company may change the traditional holidays each year as appropriate and will announce them to the employees specifically each year. 2.3. In the case of work or condition of work must be done continuously, if it stops, it will damage the work, the company will agree with the employees to postpone the traditional holidays on other days or will pay compensation for the traditional holidays on a case-by-case basis 3.Annual Leave Employees who have worked consecutively for 1 year have the right to take annual leave as specified by the company must apply for permission from their supervisor at least 3 days in advance and must obtain approval from the company or supervisor only so can take leave If any employee takes the annual leave without proper permission under the regulations, the company may consider a disciplinary penalty Category 3 Holidays and holiday rules

Paid leave 1. Annual leave The employees have worked consecutively for the company for 1 year. Employees who wish to exercise the right to annual leave must submit a leave application at least 3 days The unused annual leaves in each year, the company will cancel them every 31 December of each year 2. Sick leave 2.1 Sick leave, employees are entitled to sick leave as long as they are sick by receiving wages equal to normal working days, one year is not more than 30 working days. 2.2 For employees who take sick leave for 3 days or more, a certificate from a first-class physician or hospital. 3. Business leave Employees have the right to take leave for personal business, not more than 6 days a year, with pay 3.1 Employees have the right to take leave for necessary business, with pay. One year no more than 3 days 3.2 Monthly employees who have passed after probation, you are entitled to 3 days of paid leave per year for government service. 4. Marriage Leave 4.1. Employees who have worked with the company for at least 1 year are entitled to take marital leave for not more than 3 working days with wages. 4.2.The company will grant leave only when it is the first marriage and once throughout working with the company. 4.3.Employees must submit a leave form through the system by at least 7 days in advance and attach relevant documents as evidence for approval. Category 4 Leave and Rules for Taking Leave

5. Maternity leave 5.1 A female employee is entitled to maternity leave for one pregnancy of not more than 98 days, including maternity leave during pregnancy, including holidays during the leave 5.2 Employees who apply for maternity leave will receive regular wages for 45 days, provided proof of first-class medical certificate must be presented. 6. Child care leave 6.1 Male employees who have passed the trial are entitled to a maximum of 2 working days of paid leave 6.2 Employees must submit a letter of leave through the system. And attach documents related to the child within the first day of returning to work 7. Sterile leave 7.1 Employees are entitled to sterile leave and have the right to take leave due to sterilization according to the period of first-class modern medicine define and issue a certificate 7.2 Employees are entitled to get regular wages throughout the leave period. 7.3 Employees who will take sterile leave must submit a leave form according to the format provided by at least 7 days in advance. 8. Military leave 8.1 Employees have the right to leave for military service in the summons of troops to check the readiness by law on military service by receiving wages equal to working days throughout the leave but not more than 60 days per year, including the company's holidays. 8.2 Leave for this purpose, employees must bring a letter from the government agency confirming the operation for approval from the company and must submit a leave by 7 days in advance 9. Leave for the funeral ceremony 9.1 Funeral leave is considered a "business leave". Employees who have worked with the Company for 1 year are entitled to a maximum of 3 working days paid leave The company will grant leave for the cremation of the person in the family, namely, the employee's own parents, spouse, and legal children. 9.2 Employees can submit a leaving certificate through the system along with attaching a copy of the death certificate as evidence for taking leave and consideration for approval.

Unpaid leave 1. Training leave or develop knowledge and abilities A leave for training or development of knowledge and competence of the employees. The employee makes a clear report of the reason for his leave along with showing relevant evidence to the company for acknowledgment by at least 7 days in advance 2. Ordination Leave Employees who have worked with the company for at least 1 year shall have the right to receive ordination leave for not more than 30 days without pay Employees must submit a leave form to the company by at least 15 working days in advance 3. Leave for personal business Besides the leave in clause 3.1 and 3.2 above, the employee can submit the leave through the system at least 1 day in advance 4. Absence without proper leave Absence of work for 3 consecutive working days, regardless of whether or not there are separate holidays. Without a reasonable reason, the company will consider that employee cease from being an employee of the company. Without having to pay compensation

Procress for Leave Log in to : Intranet https://intranet.greenriverholding.com Choose HR E-Leave Choose NEW Leave Request Enter the employee code in the field. : Employee Specify date-time / type of leave. Specify reason for leave To attach a file, click to select the file. Representative Submit ** Leave is complete once full approval has been received.**

1. In the case that the nature of the work needs to be done consecutively. if it stops, it will damage the work, or if it is emergency work, cannot be stopped. The company may allow employees to work overtime on working days, work on a holiday, and overtime on a holiday as needed by the supervisor will notify employees in advance and employees must cooperate with willingness as follows: 1.1. In case of working overtime on working days, fill out the form for permission to work overtime before working the said overtime in advance. 1.2. In case of working on holidays or overtime on holidays, write a holiday work permit application form and/or working overtime on holidays, proposed to the supervisor in the rank up to the manager for approval in advance. 1.3. In case of overtime working on normal working days or working overtime on holidays for not less than 2 hours, the company will allow employees to rest at least 20 minutes before overtime work without being paid. 2. An employee who works with a nature of work that cannot be fixed at a fixed time, and an employee who has the authority to act on behalf of the company in the case of hiring, wage reduction, or termination, is not entitled to get overtime, holiday pay, and holiday overtime pay unless the company pays for individuals in a special case only. 1. Date and Place of Payment of Wages Daily and contract employees : Paid on every 15th of the month and the end of the month. Monthly employee : Paying at the end of the month 2. In the case that the company allows employees to work overtime, on holidays, and overtime on holidays according to law Category 5 Overtime Criteria and Holiday Work Category 6 Date and Place of Payment of Wages

Employee Discipline as stated herein, employees are obliged to strictly abide by any employee who fails to comply or omits to act is considered a violation of discipline or contrary to work regulations and guidelines of this company will inevitably be subject to disciplinary action based on the nature of the offense or the severity of the commission. The punishment can be according to one or more of the above and there is no need to be punished according to the company's procedures. There are four disciplinary actions as follows: -Verbal admonition (Recorded as evidence) -Admonition in writing -Advisory in writing and suspension of work without pay. -Termination of employment without compensation Learn more in the Intranet system, regulations and policies. Category 7 Discipline and Disciplinary Punishment Internal contact