Our Work

Policy Statement

The FamBear brand under American Thai Holdings Company Limited (the company) is committed to providing a safe environment, workplace, and community (for all employees, users, contractors, and suppliers) free from discrimination and sexual harassment at work or in any situation while doing business with the company. The Company operates a zero-tolerance policy for any form of sexual harassment or discrimination.  Any person found to have harassed or discriminated against another will face disciplinary action, up to and including dismissal from employment, removal from the platform, and report to local law enforcement. All complaints of sexual harassment and or discrimination will be taken seriously and treated with respect and in confidence. No one will be victimized for making such a complaint.

Definition of sexual harassment

Sexual harassment is unwelcome conduct of a sexual nature that makes a person feel offended, humiliated, and/or intimidated. It includes situations where a person is asked to engage in sexual activity as a condition of that person’s employment, as well as situations that create an environment that is hostile, intimidating, or humiliating for the recipient. Sexual harassment can involve one or more incidents and actions constituting harassment may be physical, verbal, and non-verbal. Examples of conduct or behavior which constitute sexual harassment include, but are not limited to:

Physical conduct

• Unwelcome physical contact including patting, pinching, stroking, kissing, hugging, fondling, or inappropriate touching
• Physical violence, including sexual assault
• Physical contact, e.g., touching, pinching
• The use of job-related threats or rewards to solicit sexual favors

Verbal conduct

• Comments on a worker’s appearance, age, private life, etc.
• Sexual comments, stories, and jokes
• Sexual advances
• Repeated and unwanted social invitations for dates or physical intimacy
• Insults based on the sex of the worker
• Condescending or paternalistic remarks
• Sending sexually explicit messages (by phone or by email)

Non-verbal conduct

• Leering
• Display of sexually explicit or suggestive material 
• Sexually-suggestive gestures
• Whistling

This list is not exhaustive, and it is important to note that sexual harassment can include any conduct of a sexual nature which is unwanted and unwelcome by the recipient.

Anyone can be a victim of sexual harassment, regardless of their sex or gender identity and that of the harasser. The company recognizes that sexual harassment may also occur between people of the same sex. What matters is that the sexual conduct is unwanted and unwelcome by the person against whom the conduct is directed.

The company recognizes that sexual harassment is a manifestation of power relationships and often occurs within unequal relationships in the workplace, for example between manager or supervisor and employee. Anyone, including employees of the company, clients, customers, caregivers, users, casual workers, contractors, visitors, or anyone doing business with the company who sexually harasses another may be reprimanded, reported to local law enforcement, and reported in accordance with this internal policy and per the governing laws.

All sexual harassment is prohibited whether it takes place within the company premises or outside, at a customer’s location, social events, business trips, training sessions, or conferences sponsored by the company.

Complaints procedures

Anyone who is subject to sexual harassment should, if possible, inform the alleged harasser that the conduct is unwanted and unwelcome. The company recognizes that sexual harassment may occur in unequal relationships (i.e., between a supervisor and his/her employee) and that it may not be possible for the victim to inform the alleged harasser. If a victim cannot directly approach an alleged harasser, he/she can approach one of the designated company human resources staff members responsible for receiving complaints of sexual harassment or fill out our online form.

• Immediately record the dates, times, and facts of the incident(s)
• Ascertain the views of the victim as to what outcome he/she wants
• Ensure that the victim understands the company’s procedures for dealing with the complaint
• Discuss and agree on the next steps: either informal or formal complaint, on the understanding that choosing to resolve the matter informally does not preclude the victim from pursuing a formal complaint if he/she is not satisfied with the outcome
• Keep a confidential record of all discussions
• Respect the choice of the victim
• Ensure that the victim knows that they can lodge the complaint outside of the company through the relevant Thailand legal framework

Throughout the complaints procedure, a victim is entitled to be helped by a counselor outside of the company. The company recognizes that because sexual harassment often occurs in unequal relationships within the workplace, victims often feel that they cannot come forward. The company understands the need to support victims in making complaints.

Caregivers, customers, or any user of any of our platforms can contact the company Human Resources team or email us at contact@fambear.com to file a report. Additionally, everyone is encouraged to contact local law enforcement for all additional assistance if needed.

Formal complaints mechanism

Following a discussion with the victim and being granted permission, the designated person who initially received the complaint will refer the matter to a senior staff member to instigate a formal investigation and may include outside legal counsel, law enforcement, and investigators. The Human Resources manager with senior management written approval may deal with the matter him/herself, and refer the matter to an internal or external investigator and or law enforcement.

• Interview the victim and the alleged harasser separately
• Interview other relevant third parties separately
• In conjunction with senior management and other legal representatives, decide whether or not the incident(s) of sexual harassment took place
• Produce a report detailing the investigations, findings, and any recommendations
• If the harassment took place, decide what the appropriate remedy for the victim is, in consultation with the victim (i.e., an apology, a change to working arrangements, a promotion if the victim was demoted as a result of the harassment, training for the harasser, discipline, suspension, dismissal, monetary compensation)
• Follow up to ensure that the recommendations are implemented, that the behavior has stopped, and that the victim is satisfied with the outcome
• If it cannot be determined that the harassment took place, he/she may still make recommendations to ensure the proper functioning of the workplace
• Keep a record of all actions taken
• Ensure that all records concerning the matter are kept confidential
• Ensure that the process is done as quickly as possible

Informal complaints mechanism

• Give an opportunity to the alleged harasser to respond to the complaint
• Ensure that the alleged harasser understands the complaints mechanism
• Facilitate discussion between both parties to achieve an informal resolution which is acceptable to the complainant, or refer the matter to a designated mediator within the company to resolve the matter
• Ensure that a confidential record is kept of what happens
• Follow up after the outcome of the complaints mechanism to ensure that the behavior has stopped
• Ensure that the above is done speedily

Outside complaints mechanisms

A person doing business with FamBear who has been subject to sexual harassment can also make a complaint outside of the company via our online form.

Sanctions and disciplinary measures

Anyone who has been found to have sexually harassed another person under the terms of this policy is liable to any of the following sanctions:

• Verbal or written warning
• Adverse performance evaluation
• Transfer
• Demotion
• Suspension
• Dismissal
• Removal from the platform
• Report to local law enforcement/Legal action per the local laws

The nature of the sanctions will depend on the gravity and extent of the harassment. Suitable deterrent sanctions will be applied to ensure that incidents of sexual harassment are not treated as trivial. Certain serious cases, including physical violence, will result in the immediate dismissal of the harasser and the involvement of law enforcement.

Implementation of this policy

The company will ensure that this policy is widely disseminated to all relevant persons. The company may require all employees to attend a refresher training course on the content of this policy. It is the responsibility of everyone doing business with the company to understand and agree to the policy.

Monitoring and evaluation

The company will ensure that this policy is widely disseminated to all relevant persons. The company may require all employees to attend a refresher training course on the content of this policy. It is the responsibility of everyone doing business with the company to understand and agree to the policy.