Whistle-Blowing Measures and Protection Mechanism

Whistle-Blowing Measures and Protection Mechanism


The Company has put in place complaint-making and whistle-blowing channels, covering complaint-filing, verification,
and summary of findings, together with protection of the complainants and related parties. The purpose is to handle complaints, comments, or suggestions from stakeholders that are affected or potentially affected by the company’s business or conduct of its directors, executives, or employees resulting from law-breaking or violation of the code
of conduct, as well as suspected corrupt practices.

Scope of Complaint and Whistle-Blowing

  • Violation of laws, regulations, corporate governance policy or principles, code of conduct, and company regulations
  • Unlawful acts implying corrupt practices for undue benefits, either for personal or others’ gain, including embezzlement, corrupt practices, and fraud.


Employees, relevant officers, or a third party coming across or becoming aware of dubious acts—including those affected by the company’s business or the conduct of company directors, executives, or employees that violate laws, regulations, the company’s corporate governance, code of conduct, policies, and regulations—and suspected corrupt practices.
The company encourages complainants to identify themselves and provide adequate evidence.

Complaint-Making and Whistle-Blowing Process

If one comes across a violation of the laws, regulations, corporate governance principles, code of conduct, Company’s policies or regulations, as well as suspected corrupt practices by Company’s directors, executives, or employees, one can file a complaint through designated channels. An employee coming across such acts should ask or consult his or her superior first. If unsure or uneasy to do so, he or she can use designated channels.

Upon receiving a complaint, the recipient shall consider information or evidence for validity. The complainant is encouraged to disclose his or her identity. If the recipient found that the information is invalid, the recipient shall notify it to the complainant in case he or she reveals his or her identity.

However, if the information is valid, the recipient shall inform the Corporate Governance Manager for compliant registration.

Afterward, the recipient of a complaint shall consider suitable further action or forward the matter to relevant party (investigator) with due regard for freedom to duly act on the issue in question so as to find facts and track progress. This is to ensure that the Company’s actions fit the complaints. Below are the guidelines.

  1. (1) Violations of personnel aspects of Company’s policies and procedures should be forwarded to the Human Resources Manager
  2. (2) Violations of laws, regulations, Company’s policy and principles of corporate governance, code of conduct, or regulations should be forwarded to the Company Secretary
  3. (3) Dubious acts for unlawful gains for oneself or other parties, including embezzlement, corrupt practices, and fraud should be forwarded to the Audit Committee or the Corporate Internal Systems Audit Manager
  4. (4) If the matter under (1), (2), or (3) is complicated or involves several units, it should be forwarded to the Chief Executive Officer (CEO) and President, who will appoint an investigation committee to consider appropriate actions

Subsequently, the investigator shall inform the Corporate Governance Manager for complaint registration, information recording, and follow on progress of such complaint.

Investigator, under (1), (2), (3), and (4), shall verify and assess the fact and validity of the complaint. In case that an allegation (or a complaint) is proved valid, the guilty party is subject to the Company’s disciplinary measures or punishment by law if the violation is unlawful, or both.

When the investigation of a complaint has been concluded, the investigator, under (1), (2), (3), and (4), shall report the resolution to the recipient of a complaint; the recipient then shall inform the complainant on such matter, in case he or she reveals his or her identity.

The process from receiving a complaint until the announcement of complaint resolution to the complainant shall appropriately perform under a reasonable period of time.

False Reporting

If the reported information is proved to be false due to deliberate distortion or false accusation, those reporting it have violated the company’s code of conduct, for which punishment is to follow company regulations or letters of the law, or both.

Protection of Complainants, Whistle-Blowers, and Related Parties

Complainants or whistle-blowers are to be suitably and fairly protected by the company, which implies no change in job titles, job nature, workplaces, job relief, threats, job harassment, dismissal, or unfair acts. The company will keep their complaints confidential and not disclose them to unrelated parties except when required by law.

Those with knowledge of complaints or related information must maintain confidentiality and not disclose it except when required by law. If this is intentionally violated, the company will punish them under its regulations or the law, or both, as seen fit.

Complaint-Making and Whistle-Blowing Channels

Stating explicitly that the information is confidential, complainants or whistle-blowers can file matters through the following channels:

Contact: Chairman of the Board or
Chairman, Corporate Governance Committee or
Chairman, Audit Committee or
Chief Executive Officer / President, or
Company Secretary
Address: Thaioil Public Company Limited
555/1 Energy Complex Building A, 11th Floor
Vibhavadi Rangsit Road, Chatuchak, Chatuchak, Bangkok 10900
E-mail: cgcoordinate@Thaioilgroup.com
(The Corporate Governance Manager, will acknowledge receipt of the matter and duly forward it to responsible parties.)
Phone: 0-2797-2900
0-22299-0000 Ext. 7440-7442
Fax: 0-2797-2976