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 email@example.com.
Labor Protection Act
Hiring Process & Onboarding
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.
Social Security - How It's Paid
For example, if an employee’s gross salary on their contract is 10,000b/month, the employee is responsible for 500b of social security. FCF will match that 500b from the Project fund, and a combined 1,000b is sent to the government. In this example, the gross salary on the employee’s contract is 10,000b, the net salary in the employee’s bank account is 9,500b, and two entries are charged to the Project fund that reflect the actual transactions that happen; 1,000b to the government for social security, and 9,500b to the employee as net income.
Social Security - What It Covers
Sickness - The insured can receive free medical treatment using one of the two hospitals registered with their social security card. If the primary hospital is full, the second choice of hospital can be used.
Maternity - The mother will receive coverage for child delivery expenses without limits, a lump sum of money, and 50% of her wages for 90 days.
Death - Families receive a funeral grant and partial salary of the deceased for a fixed period of time.
Child Allowance - The insured can receive monthly benefits up to age 6 for up to 3 children. As of June 2022, this was 600b/month.
For more information, visit the Social Security Office’s page.
Workmen's Compensation Fund
Typically, work should not exceed 8 hours per day and no more than 48 hours per week without overtime pay. This does not mean a working day or week cannot exceed that.
An employee must consent to overtime and be compensated for that extra time. Contact firstname.lastname@example.org if an employee needs overtime pay beyond the 48 hours.
Employees must be provided at least 1 hour of rest after working 5 continuous hours.
Employees have a right to at least 1 full day off per week.
All of this is negotiable between the Project and the employee. Due to the nature of FCF’s work, our Projects often have unique working hours so Project Directors and employees need to negotiate a work schedule that both are satisfied with. If you don’t have a sub-contract or some written agreement that details working hours/days, you can create one internally or contact email@example.com for help. It can be general guidelines or specific hours, depending on what is needed. In either case, communication ahead of time will prevent disagreements or unmet expectations later.
First 3 months the employee can leave for 3 days.
The 4th – 12th month the employee can leave for 6 days.
2nd year the employee can leave for 11 days.
3rd year the employee can leave for 13 days.
4th year the employee can leave for 15 days.
5th year the employee can leave for 17 days.
6th year the employee can leave for 19 days.
7th year the employee can leave for 21 days.
Employees should provide their supervisor with as much advance notice as possible prior to using vacation leave. A general rule of advance notification is:
1 month before a 10 day vacation leave.
2 weeks before a 5 day vacation leave.
1 week before <5 days of vacation leave.
Student Loan Withholding
Employee Termination or Resignation
FCF Human Resources firstname.lastname@example.org
FCF Executive Director email@example.com
FCF Board of Directors firstname.lastname@example.org
In the event where the conflict involves someone on the list above, move to the next level of authority on the list.