CG Hotline & Whistleblower Policy.

CONTENT

1. Objectives
2. Scope
3. Whistleblower Who Receives Protection
4. Who Can Use CG Hotline
5. Channels for Raising Concerns
6. Person Responsible
7. Concern Handling Procedures
    7.1 Registration and Distribution
    7.2 Investigation and Determination
    7.3 Discipline Committee/Investigation Committee/Civil Investigation Committee
    7.4 Result Notification to Claimer and Improvement
    7.5 Malicious Claim or Wrong Channel Claim
    7.6 Responsibility of Higher Supervisor


1. Objectives

PTTEP would like to encourage all PTTEP management, staff and officers to conduct auditable business properly, transparently, fairly in compliance with Good Corporate Governance and the Code of Business Conduct of PTTEP. PTTEP expects its employees and officers to raise concerns or report any alleged wrongful conduct, so that PTTEP can improve and ensure appropriateness, transparency and fairness in its business dealings. Furthermore, in accordance with the Securities and Exchange Act, anyone reporting suspected misconduct in good faith will be protected, which PTTEP agreed is a suitable practice to be applied in the company.

PTTEP has also issued this CG Hotline and Whistleblower Policy to ensure that supervisory staff together with the human resources unit, will oversee and advise all concerned regarding proper behavior for employees and officers, including protection of the claimer(s), who, in good faith, report suspected wrongful conduct.

2. Scope

When employees or officers, in good faith, have doubts or believe that there is violation or noncompliance of law, regulations, good corporate governance, code of business conduct, policies, supplemental regulations, rules or any other activity or discipline of PTTEP, they should consult with their supervisors as a first step. If employees or officers feel uncomfortable in raising any issue directly with their supervisor, they can directly inform the Corporate Secretary through the CG Hotline or directly inform the unit which is responsible for the matter.

3. Whistleblower Who Receives Protection

Any employee or office who raises concerns, provides direction, or gives information in good faith without intention to harm or malign anybody or PTTEP, will receive proper protection from PTTEP; for example, there will be no change of position, job responsibility, work location, work suspension, threats, anger targeting the employee, dismissal or any other actions that are unfair treatment to the whistleblower(s).


4. Who Can Use CG Hotline

The CG Hotline can be used by employees or officers of PTTEP Group including external parties who encounter, observe or suspect wrong-doing or violations of law, regulations, good corporate governance, code of business conduct, policies, supplemental regulations, rules or any other disciplines of PTTEP by the PTTEP Group management, employees or officers.

5. Channels for Raising Concerns

5.1 CG Hotlines of PTTEP can be reached through these following channels
      1) By Telephone number 0-2537-4499
      2) By Facsimile number 0-2537-4949 
      3) By E-mail cghotline@pttep.com 
      4) By Letter : either by post or by hand 
 
               The Corporate Secretary Office 
               PTT Exploration and Production Plc 
               555, PTTEP Office Building, Vibhavadi Rangsit Road 
               Chatuchak, Bangkok 10900.

5.2 Or report directly to the units responsible

6. Person Responsible 

    6.1 Caller or Claimer: A PTTEP internal or external person who initiates a hotline case via telephone, facsimile, e-mail or letter. 
    6.2 Case Coordinator: A person who receives a case reported, records the initial data and files the case result, which is the Corporate Secretary Office. If a case arises as described in number 5.2 above, that responsible unit shall act as the Case Coordinator and shall make a copy of the case to be sent to the Corporate Secretary Office for acknowledgement. 
    6.3 Case Owner: The direct supervisor of the person who is reported of an allegation or a line supervisor of the unit which is reported. In case a Case Owner cannot perform the duty for a long period, the line supervisor of the Case Owner will assume the role of Case Owner accordingly. 
    6.4 Human Resources: The Human Resources Management Department 
    6.5 Chief Executive Officer: The topmost supervisor of PTTEP 
    6.6 Corporate Governance Committee

7. Concern Handling Procedures 

    7.1 Registration and Distribution 
           (1) Case Coordinator will register the case and determine the timeframe appropriate for reporting progress and results to the Caller as indicated below: 
                 (1.1) Cases that have major impact on the Company’s reputation shall be handled urgently. 
                 (1.2) All other cases shall be handled without delay. 
                 (1.3) A general query or concern, such as, stock price or dividend payment, will not be registered, but will be passed to the unit directly responsible, so that they can respond to the caller. 
           (2) Case Coordinator will record data from caller as follows: 
                 (2.1) Caller’s name; Caller may remain anonymous if desired 
                 (2.2) Date of case report 
                 (2.3) Name of alleged person(s) or incident(s) reported 
                 (2.4) Any other related information 
           (3) After registering the case, the case coordinator designates the confidentiality level of the case in accordance with its impact and content (except for general query cases) and proceed as follows: 
                 (3.1) Disseminate the case details to the Case Owner, who is to gather data and take action within the Case Owner’s authority. 
                 (3.2) Make a copy of the case to be sent to the Human Resources Management Department for their acknowledgement and their advice regarding disciplinary action standards or others. 
                 (3.3) Make a copy of the case to be sent to Chief Executive Officer for acknowledgement. 

    7.2 Investigation and Determination 
           (1) Case Owner collects data and advises the concerned person named in the report regarding the proper conduct. In case disciplinary action is to be taken, the Case owner shall seek advice from the Human Resources Management Department to ensure that the disciplinary action is taken in compliance with the company standard. If the Case Owner does not have authority to conduct the disciplinary action, the Case Owner shall propose a suitable action step or recommendation via the line supervisor, who will contact the authorized person. The Case Owner shall create a summary report of the data collection or action taken, and submit it to the Chief Executive Officer for acknowledgment or further judgment, depending on the case. 
           (2) In the case where the Caller wishes to remain anonymous and additionally data cannot be gathered, the Case Owner shall submit the data collection together with the Case Owner’s recommendation to the Chief Executive Officer via line supervisor for further judgment. If the Chief Executive Officer decides the case cannot proceed further, the Chief Executive Officer will decide that the case be closed. The Case Owner shall make a copy of the Chief Executive Officer's decision to be forwarded to the Case Coordinator to acknowledge and to create a report for the Corporate Governance Committee. 

    7.3 The Disciplinary Committee/ the Investigation Committee/ the Civil Investigation Committee 
           (1) In a case where the Case Owner and the Human Resources Management Department determine that the disciplinary action required is work suspension more than 2 days, the Human Resources Management Department shall propose this action to the Chief Executive Officer and/or the Board of Directors, so that they can appoint the Disciplinary Committee/ the Investigation Committee/ the Civil Investigation Committee. 
           (2) After the Chief Executive Officer concludes judgment of the case, the Human Resources Management Department shall instruct the Case Owner to proceed in accordance with the Chief Executive Officer’s judgment. 

    7.4 Result Notification to Claimer and Improvement 
           (1) The Case Owner shall take action in accordance with the Chief Executive Officer’s or the Board of Directors’ judgment (depending on the case) and provide advice for proper conduct to the person named in the report. The Case Owner shall then inform the Case Coordinator of the result. 
           (2) The Case Coordinator will inform the Caller of the result, record the result in the CG Case Registration file and report all the results to the Corporate Governance Committee quarterly. The Case Coordinator shall also summarize the cases in the Corporate Governance Report disclosed in the Annual Report. 
           (3) The Case Coordinator will follow up on improvement demonstrated (if any) and report this improvement to the Chief Executive Officer and the Corporate Governance Committee. 

    7.5 Malicious Claim or Wrong Channel Claim 
           (1) If employees or officers of PTTEP Group submit a report, claim, or information as noted in number 2, which, at a later time is verified as being of malicious intent or made through wrong channels, that person shall be liable to disciplinary action in accordance with the action standard. 
           (2) For any action in (1) committed by an external party, which damages PTTEP or PTTEP Group, lawsuit action will be raised against that person. 

    7.6 Responsibility of Higher Supervisor
If the Case Owner does not comply and ignores this Policy, the higher supervisor shall be liable to the disciplinary action in accordance with the action standard as well.