Thai Employees

FCF is the legal employer of all Thai employees and is responsible for following the regulations of Thai law regarding employment. Projects have been delegated supervisory responsibilities over employees and can create their own internal policies related to staff, provided they meet the minimum requirements of the law and follow FCF’s policies. Together, both FCF and Projects, commit to working together to ensure our employed staff are well cared for, including, but not limited to: prayer for each person, a livable wage, benefits, clear job description and expectations, a healthy and safe work environment, privacy protection, and proper training for the position. We believe we are responsible for ensuring that the work environment at FCF is high quality and a place our employees genuinely enjoy being part of. If you feel that FCF and/or the Project is not fulfilling this responsibility, please contact hr@fcfthailand.org.

Labor Protection Act

Foundations must follow the Civil & Commercial Code of Thailand, and relations between employers and employees are primarily addressed by the Thai Labor Protection Act. The basic presumption of Thai Labor Law is that the employer is in a superior position in relation to the employee; therefore, employees require the law to equalize the imbalance of power. This standard is the bare minimum of FCF’s responsibility, but FCF and Projects should strive to go above and beyond the minimum standard to ensure we care for our staff well. The following information below is not meant to detail every aspect of the Labor Protection Act but to help both Project Directors and employees understand some of the most important minimum requirements and how they work.

Labor Protection Act - Thai
Labor Protection Act - English

Hiring Process & Onboarding

When possible, it is requested that Project Directors inform HR at least one month before hiring new employees for their Project due to the time it takes to fully onboard someone and the timing of entering the social security program. 

After HR is informed of a new staff candidate, the candidate will be given an application to complete and return. HR will work with the Project Director to create a contract that includes details such as payment & benefits, job description, start date, days/hours of work, etc. Once approved, we can submit the new employee’s information to the Social Security Office. On or before the new employee’s start date, HR will provide orientation which includes topics such as understanding FCF’s mission and processes, understanding employee rights and responsibilities, reading policies, and signing a code of conduct.

A detailed version of FCF’s standard employment process, application, templates, and useful information is contained in this document: ขั้นตอนการรับพนักงานคนไทย.

Compensation

The Family Connection Foundation establishes and administers compensation and salary practices based on principles of fairness, appropriateness, and responsible stewardship of resources, taking into account the Foundation’s mission, financial capacity, and long-term sustainability, as well as the roles, responsibilities, qualifications, and performance of personnel.

All FCF employees must be compensated through FCF to protect their rights under the Labor Protection Act. No employees should be compensated for FCF-related work outside of FCF’s financial processes. Compensation may include financial remuneration, benefits, services in kind, or other incentives. The FCF Admin Team uses a fixed compensation plan that Projects are welcome to use as a model that factors in annual raises and cost of living adjustments. Project Directors may also create their own compensation plan. If this is done, it should be clearly communicated to employees.

Deductions from wages or salaries shall only be made in cases mandated by law or with the employee’s consent, such as income tax, Social Security contributions, employee contributions, school loan repayment withholding, or other items in accordance with FCF policy. FCF shall provide documentation or records detailing salary payments and deductions to ensure transparency and allow employees to review them clearly.

Retirement

FCF values the wealth of experience and wisdom that older individuals bring to our organization. As such, we do not enforce a mandated retirement age. Instead, we welcome and encourage continued participation and contribution from employed staff and volunteers as they enter retirement.

For further information, please refer to the FCF Staff Handbook.