Page 104 - annual report AUCT 2025_Eng

Business Operation and Operating Results Corporate Governance Financial Statements Attachments
Labor Legal Dispute during the past 3 years
The Company has labor disputes during 2023 – 2025 as follows:
1. The employee was a plaintiff to bring legal action against the Company with the Central Labor
Court on an offence of unfair termination of employment. After the Court made an appointment for mediation,
the plaintiff later filed a motion to withdraw the lawsuit. The Court issued an order accepting the withdrawal
and removed the case from the docket on 19 December 2025.
2. The employee was a plaintiff to bring legal action against the Company with the Labor Court of Region
1 in an offence of unfair termination of employment. On December 16, 2025, the Court dismissed the case.
3. The employee was a plaintiff to bring a legal action against the Company with the Labor Court
Region V in an offence of unfair termination of employment. On 18 August 2022, the Court dismissed a
case because the plaintiff was not entitled to claim for damages from termination of employment.
Employees development
The Company constantly has personnel development policy
and places importance on personnel, who are the main driving forces for
the Company’s effective operations. If the personnel in the organization
Average training hours
lack knowledge and competency in their own professional branch or lack
14.48 hours / person
development, it may cause problem and impact the organization. Therefore,
the Company has established the personnel management policy by providing training courses in various
aspects to boost up the employee’s potential adequately to drive the Company for moving forward.
In 2025, the Company set up KPI where each employee must have an average of 20 training
hours per person. However, the results showed an average of 14.48 training hours per person, which was
31.05 percent decreased from 2024. However, even though the rate was lower than KPI, it was still
conformed to the target of the training plan. Such decrease in average training hours did not cause by
the reduction in importance of personnel development, but it was a result of the adjustment of the Company’s
training guidelines in 2025, as it did not primary focus on training for accumulating training hours, but
instead, the Company paid more attention to quality and appropriateness of the training contents, by
emphasizing on in-dept potential development in each target group and training that can be effectively
applied in actual operations.
The Company placed special importance on
training in Creation of Corporate Values Recognition
and Enhancement of Corporate Culture, so that the
employees can understand and be able to perform their
work in accordance with the direction and goals of the
organization. Average score from the results of the post-
training knowledge assessment on such topic was as high
as 90.48 percent, reflecting the effectiveness of the training
and in line with the level of Employee Engagement, which increased from 2024.
104
Annual Registration Statement / Annual Report 2025
(Form 56-1 One Report)