Staff Guidebook

1 | P a g e
ORITENTATION MANNUAL
& STAFF GUIDEBOOK

2 | P a g e
Messages from Executive Director!
Welcome on board to APCOM’s family.
Now you are one of our family members. We hope you will enjoy working with us in the coming
future.
It does not matter you are a volunteer or an employee under a short term contract or a long term
contract which is called a consultant, you are our valued asset. Yes! You are valued to us. We have
confidence in you as you are the best candidate chosen to fulfill vacancy we have as APCOM is
rapidly growing regionally and globally to highlight and advocate on Men who Have Sex with Men
(MSM) and Transgender People; particularly living with HIV.
Bring out your best capacity, innovation, experience and knowledge to support your team,
subordinator or supervisor to a good cause for APCOM. We are all here looking forward to working
closely with you.
However, before you start your profession with us, it is vital you know the organization, APCOM, and
its leading campaigns. Later our team will give you an induction through the orientation process. We
hope this will help you know your team members, colleagues, subordinates, supervisors, work
campaigns, as well as work process, etc.
Just be relaxed and follow our guideline. This orientation will surely help you get through the process
to adjust yourself to our new working environment as well as organizational culture and to make
your career life at APCOM more comfortably, happily, productively and effectively.
See you and look forward to working with you soon!
Midnight Poonkasetwattana
Executive Director
APCOM Secretariat

3 | P a g e
CONTENTS
PART 1: INTRODUCTION (PAGES 5-20)
MESSAGES FROM EXECUTIVE DIRECTOR 2
FACTSHEETS AT GLANCE 6
BUDDY SYSTEM 7
GET TO KNOW US! 8
OUR STAFF 9-15
OUR PROJECTS 16-17
COMMUNIATION PLATFORM 18
STRATEGIC INFORMATION AND DEVELOPMENT 19
HOW WE STARTED/OUR STRUCTURE 19
RAISING OUR GAME. RAISING OUR VOICES: THE APCOM 2014-2019 STRATEGIC PLAN 20
PART 2: HUMAN RESOURCES POLICIES & RULES AND REGULATIONS (PAGES 21-29)
HUMAN RESOURCES POLICIES & RULES AND REGULATIONS IN SUMMARY 22-23
GENERAL INFORMATION FOR APCOM SECRETARIAT 24
HOURS OF WORK, ATTENDANCE AND PUNCTUALITY 25-26
LEAVE & HOLIDAY 27-29
PART 3: INDUCTION & ORIENTATION (PAGES 30-40)
INDUCTION WITH OUR TEAM IN SUMMARY 31
INDUCTION AND ORIENTATION 32-37
WORK REVIEW 38
WAGE OR SALARY INCREASES 38
PERSONNEL RECORD 38
NON-DISCLOSURE OF CONFIDENTIAL INFORMATION 38

4 | P a g e
CONFLICT OF INTEREST 39
PROPERTY OF APCOM 39
RETURN OF PROPERTY 39
NOTICE OF TERMINATION 40
GET AROUND THE CITY 41-42
NOTES 43-46

5 | P a g e
PART 1:
INTRODUCTION
FACTSHEETS AT GLANCE

6 | P a g e
Organizational Name: Asia Pacific Coalitions on Male Sexual Health (APCOM)
Type of Organization: Non-governmental organization (NGO)
Executive Director: Midnight Poonkasetwattana
Address: 66/1 Sukhumvit 2, Klongtoey, Bangkok 10110 Thailand
Tel: +66 2255 4410
Email: apcom@apcom.org
URL: http://www.apcom.org/
APCOM is leading a variety of unique and powerful projects that address the needs of MSM and
transgender people within Asia and the Pacific in relationship to their health and human rights as
following:
1. Multi-country South Asia, Global Fund HIV Program
2. Building New and Informed Leadership
3. TestXXX Regional HIV Testing Campaign
4. JumpStart, Capacity Strengthening Initiative
HUMAN RESOURCES POLICIES
Operational Period: 10 am – 6 pm, Monday – Friday
Public Holidays: 11 days per year
Annual Leave: 20 days per year
Six Leave: 30 days per year
Delaying at work: A maximum of 15 minutes
Pay Day: 27th
of every month
BUDDY SYSTEM

7 | P a g e
The first thing we would like you to know once you join our team at APCOM is that every new staff
will get a buddy. Your buddy who may be assigned by Executive Director or Senior Campaign Officer
will help you start your early days at APCOM happily and make your career life with us much better
and easier. He or she will help you with many things until you can settle down and feel at ease.
What the buddy can help you with may include introducing you to the team members, bringing you
around the office to facilitate you and explain to you what facilities you can find in the office and
even near the office. The buddy will guide or show you where you can dine during a lunch break or
for a fine dinner. Also, your buddy can accompany you for dining, shopping or exploring the city.
GET TO KNOW US!

8 | P a g e
Who are we:
We are a coalition of members from Asia and the Pacific united in our courage to advocate issues
that affect the lives of men who have sex with men and transgender people including their rights,
health and wellbeing.
Together, we are sharing knowledge and real-life stories that are focused on supporting and,
ultimately, promoting the sexual orientation and gender identity rights of these individuals and their
communities.
What we believe:
As a community of change makers, APCOM is focused on establishing a world where men who have
sex with men and transgender people live their lives fully free from stigma and discrimination and
with the highest attainable standard of sexual health - a world where everyone is treated equally.
Who are our primary constituents:
APCOM’s primary constituency is men who have sex with men and transgender people of Asia and
the Pacific region.
OUR STAFF

9 | P a g e
People are a critical ingredient of our success. We are fortunate to have skilled group of people
working as staff and volunteering to be part of our community board.
The APCOM Secretariat is made up of 14 committed individuals. Our staff’s professional profile and
find out more about our four Foundation Board members as well as our Governing Board that brings
together individuals from throughout Asia and the Pacific as followings:
STAFF:
Midnight Poonkasetwattana, Executive Director
Email: midnightp@apcom.org
Midnight has been Executive Director, based in Bangkok, since May 2011. Before joining APCOM,
Midnight worked for Purple Sky Network, where he engaged with MSM and transgender
communities in the Greater Mekong sub-region. He previously supported the implementation of HIV
and human rights programmes in various countries throughout Asia and Eastern Europe as part of
the International HIV/AIDS Alliance. Midnight obtained his Bachelor’s Degree in Development
Studies from the University of East Anglia in 2002 and completed his Masters in Globalisation and
Development in 2009 at the School of Oriental and African Studies through the University of London.
Having many years of experience working in multi-sectorial partnerships with governments, donors
and the United Nations, Midnight particularly enjoys working with community groups and civil
society organisations to build their organisations’ capacity to better promote the rights of gender
and sexual minorities.
Shankar Silmula, Programme Manager
Email: shankars@apcom.org
Shankar joined APCOM in late 2014 to lead the APCOM / UNDP Global Fund Multi-country South
Asia Project. Originally from Mumbai India, Shankar has been working as a development professional
in the field of HIV/AIDS for the past 8 years focusing on programme development and management,
advocacy and capacity development in the different organisational set-ups like Community Based
Organizations, Government Institutions, UN and International NGO’s.
He has a Bachelor’s degree in Mass Media from Mumbai University and Masters in Social
Entrepreneurship from Narsee Monjee Institute of Management Studies (NMIMS).  
Vaness S. Kongsakul, Programme Officer
Email: vanessk@apcom.org
Vaness started working for APCOM as a part-time assistant to the Executive Director and as
webmaster. Having been at APCOM since 2011, his key duties include coordinating many daily office
functions as well as creating art work and design for APCOM’s publications. Before joining the
APCOM team, Vaness was a performance artist in Thailand. He graduated with a Degree in Fine Arts,
majoring in Theatre Directing in 2007. He realised his passion for working in the HIV and AIDS sector
when he became involved with Youth Voices Count.
Matthew Vaughan, Senior Programme Officer
Email: matthewv@apcom.org

10 | P a g e
Matthew worked within the community services sector in Australia for 10 years. Before coming to
Bangkok in 2012, he spent six years working for the AIDS Council of NSW and two years working at
NSW Health in the HIV AIDS and Related Programmes Unit.
Matthew specializes in working with community groups in a range of different settings, including
community and resource development, strategic planning, peer education, group facilitation and
educational workshops. Matthew brings a wealth of knowledge in LGBT community development,
health promotion and human rights, especially in relation to communities in regional and rural areas
across NSW. He has a keen interest in media and communications, corporate governance,
organisational sustainability, strategic planning, employee management and staff satisfaction.
Wattana Keiangpa, Officer Coordinator
Email: wattanak@apcom.org
Wattana Keiangpa (A) joined APCOM in early 2013 after working as Programme Officer at the Poz
Home Centre Foundation since 2009. During his time at Poz, A was responsible for many projects
involving client care and support and regular liaison with the Bangkok Metropolitan Administration,
the government, public and private hospitals. A has a strong sense of community and cares about
MSM and transgender people living with HIV. In his free time, he is a counsellor, providing much
needed support for MSM and transgender people who live with HIV. In addition, he currently serves
under the management of the Board of Directors at APCOM as Director and Secretary.
Kularb Khongtaisong, Finance Officer
Email: kularbk@apcom.org
Kularb Khongtaisong (Nim) holds a Bachelor’s Degree in Business Administration from
Ramkhamhaeng University where she majored in International Business. Nim joined APCOM in 2014
as Finance Officer. She manages the foundation’s financial systems and procedures, and works with
various donors including the Global Fund, Population Services International (PSI) and UNAIDS. Nim
has more than five years’ work experience in financial management and two years in grant
management. Before joining APCOM, Nim worked for NGOs including the American Red Cross, Save
the Children UK and Family Health International.
Rangsit Sanguansak, Programme Assistant
Email: rangsits@apcom.org
Rangsit graduated from Mahasarakham University in Northeast Thailand with a Bachelor of Arts. He
has worked in multicultural environments, including the Thai Red Cross and Population Services
International, and has extensive experience in human resources, administration and project
coordination. He is also experienced in negotiating and coordinating for multinational organisations.
Rangsit is a fashion enthusiast, open-minded, environmentally conscious and ready to learn new
things.
Inad Rendon, Advocacy Capacity Development Officer
Email: inadr@apcom.org

11 | P a g e
Inad joined APCOM in 2013 and works in advocacy for gay, lesbian, bisexual, transgender and people
living with HIV. His stint with the Social Health of Inter-Ethnic Networks for Empowerment, or SHINE,
in General Santos City, Philippines, inflamed his passion for advocacy. He studied law at the Ateneo
de Davao University in the Philippines while working as legal officer for an organization promoting
the rights of indigenous peoples and internally displaced persons. At the same time, he served legal
cases on violations against women and children. He also served as legal support for a human rights
defenders programme in Mindanao. Inad’s knowledge of human rights and redress mechanisms
were strengthened during his experience with the international monitoring team in the Philippines.
Inad also worked with human rights experts and international human rights lawyers in documenting
human rights violations in conflict-affected areas in Mindanao. He is currently heading the JumpStart
campaign.
Bancha Jenpiyapong, Digital Information Officer
Email: banchaj@apcom.org
Bancha Jenpiyapong (Joe) graduated from Ubon Ratchathani University in Northeast Thailand,
majoring in English and Communications. With almost 10 years of work experience in public
relations and communication, Joe worked for multi-international organisations including the
Singapore Embassy in Bangkok and as a public relations executive for the Banyan Tree Hotel Group.
Before joining APCOM in January 2015, Joe worked as Supporter Relationships Coordinator at
Greenpeace Southeast Asia, based in Thailand. With his passion for a better society, human rights
and MSM and transgender people’s wellbeing and health, Joe is a welcome addition to the APCOM
team. His key responsibility includes liaising with partners under the JumpStart project, working with
the partners on the dissemination of relevant regional information to the MSM and transgender
communities, developing and contributing to APCOM’s website’s content, keeping APCOM’s social
media accounts up to date by ensuring they contain relevant information and providing input to
APCOM’s newsletter.
Safir Soeparna, Media and Communication Officer
Email: safirs@apcom.org
Safir has been working in the field of HIV and LGBT rights in Asia in both policy and communication
levels. His topics of work and research over the years have focused on sexual education, stigma and
discrimination reduction, laws and policies monitoring and reformation, community mobilization
and sensitization of law makers and law enforcement agents. Prior to joining APCOM, Safir worked
as digital communication specialist at UNAIDS Asia Pacific, HIV policy advisor at UNESCAP and
communication officer at the Global Committee of International Day against Homophobia.
Philip Limbumrung, Campaign Coordinator
Email: philipl@apcom.org
Philip Limbumrung is a Campaign Coordinator currently organising the Bangkok community HIV
testing campaign TestBKK, which aims to increase HIV testing rates among men who have sex with
men (MSM) in Bangkok, particularly young gay men, and encourage them to make HIV testing part
of their routine. He coordinates and oversees the implementation of the innovative campaign.
Before joining APCOM, Philip worked for Purple Sky Network, which is the regional network of
organisations, experts, professionals and volunteers working on HIV/AIDS for MSM and Transgender

12 | P a g e
people in the Greater Mekong sub-region, as Communications Officer. He has also been involved in
the LGBT movement and LGBT activities at a local level in Thailand.
Apiwit Tibamrung, Campaign Officer
Email: apiwitt@apcom.org
Apiwat Tibamrung (Em) graduated from Bangkok University with a Bachelor’s degree in
Communication Arts and Brand Communication. As a young profession passionate about gay rights,
Em joined APCOM in 2008 as Campaign Assistant working under the campaigns unit, and now
specialises in the TestBKK project. He is talented at and dedicated to creating campaign activities and
engaging the target audience. In addition, he acts as a coordinator with APCOM’s stakeholders
regarding campaign activities.
Chaiyawat Chomsa, Campaign Assistant
Email: chaiyawatc@apcom.org
Before joining APCOM as Campaign Assistant in 2013, Chaiwat Chomsa (Plug) was an active
volunteer at the Communication Causes Change Project Bangkok Training Session organised by
APCOM. After the training, Plug was inspired to become a community advocate working on HIV and
STIs issues. He is passionate about engaging gay men and transgender communities and networks in
campaign activities and educational development. Plug is part of the TestBKK project.
Niluka Perera, Projects Officer, Youth Voices Count
Email: niluka@youthvoicescount.org
Niluka is a project officer for Youth Voices Count. He has been a member of the network since 2012
and has also served as a Core Working Group member.
Niluka has been involved in LGBT rights and sexual health community activities in his native Sri Lanka
since 2010. He has especially engaged with the grass roots LGBT communities to promote best
practices in sexual health. He has also worked with other LGBT activists in Sri Lanka in campaigning
for the rights of LGBT people in the country. Niluka is an English Honors graduate from the University
of Peradeniya, Sri Lanka, and also has a back ground in public relations and affairs.
GOVERNING BOARDS:
Dédé Oetomo, Chair, Technical Advisor on Human Rights
Dédé is from Indonesia and has been actively involved in the pro-democracy movement and the HIV
response for over 25 years. He is the Founder and Chair of the Board of Trustees of GAYA
NUSANTARA Foundation, a community based organisation active research and education in the
areas of human rights, public awareness and politics as well as sexual health and well-being services
around sexuality and gender diversity. Dédé is an Adjunct Professor at the University of Surabaya,
University of Airlangga, and Widya Mandala Catholic University in Surabaya, Indonesia.
He is an internationally recognised scholar, educator and activist in areas of HIV and AIDS, research,
training and advocacy. He is a member of the Advisory Council of the Coalition for Sexual and Bodily
Rights in Muslim Societies (CSBR) and of the Executive Committee of AIDS Society of Asia and the

13 | P a g e
Pacific (ASAP). Dédé received the Felipa de Sousa Award from the International Gay and Lesbian
Human Rights Commission in 1998 and the Utopia Award for Pioneering Gay Work in Asia in 2001.
Roy Wadia, Vice Chair Person, Communications Advisor
Roy is an international communications, advocacy and media consultant for a range of clients
including WHO and UNAIDS, with a particular focus on public health, HIV and social development.
Before moving to Bangkok in early 2015, he was based in Mumbai, India, where served three years
as the Executive Director of the Heroes Project, an innovative communications, advocacy and
behaviour change organisation that worked to raise HIV awareness and destigmatise key
populations including men who have sex with men and transgender communities. He also worked in
international news for 12 years at Cable News Network (CNN) and has also spent three years at the
World Health Organization (WHO) in China as Communications and Advocacy Officer and
Spokesman. Roy previously worked as the Director of Communications at the British Columbia
Centre for Disease Control (BCCDC) in Canada. He currently sits on the boards of AIDS Care China
and the India HIV/AIDS Alliance.
Rob Lake, Australasia Regional Network
Rob Lake has been the Executive Director of AFAO, the Australian Federation of AIDS Organisations,
since June 2011. He was CEO at Positive Life NSW, the voice of people living with HIV, from 2007-
2011. Positive Life advocates for HIV positive people and designs and conducts HIV+ health
promotion, peer and prevention programmes for people living with HIV. He has been involved in the
fight against HIV in New Zealand and Australia since 1985. He has worked and volunteered in HIV
care, policy and advocacy and is particularly interested in policy and advocacy linkages with the
disability movement, human rights and civil society governance.
Jan Wijngaarden, Technical Expert
Jan is a social scientist and public health professional with more than 15 years’ experience working in
development, thematically focusing on HIV, sexual health and sexuality education. He has worked
mainly in the areas of policy and programme development, development of teaching-learning
materials, social research, monitoring and evaluation (including documentation) including formative
assessments for programme design. Thematic areas of specialty include: anthropology of gender and
sexuality, public health, epidemiology, HIV and AIDS, men who have sex with men, most-at-risk
adolescents and street children/institutionalised children/child protection.
After completing a Master’s degree in development studies at the University of Amsterdam,
Netherlands (1995) and a Master’s of Science in public health at the London School of Hygiene and
Tropical Medicine, University of London (2009), he is currently a Doctoral Candidate at the
Australian Research Centre in Sex, Health and Society at La Trobe University, Melbourne, Australia.

14 | P a g e
Edmund Settle, UNDP, UN Sector Advisor
With a background in International Policy and modern Chinese history, Edmund is from the United
States. He is currently based in China and has previously worked for China’s National Centre for
STD/AIDS Control and Prevention (NCAIDS). Edmund later established and managed the China
HIV/AIDS Information Network (CHAIN), an NGO specialising in AIDS information management.
Edmund is currently serving as the HIV/AIDS Programme Specialist at UNDP in Beijing, China and
supports the UNDP Asia Pacific Regional Centre Colombo HIV/AIDS Team. He is responsible for
developing and managing a multi-sector HIV and AIDS programme in line with UNDP’s global
mandate. Edmund leads the UN Technical Working Group on MSM and HIV/AIDS which aims to
increase participation of MSM civil society organisations in national policy development; programme
design, implementation and evaluation; and substantive involvement in regional initiatives.
Dr. Pengfei Zhao, WHO-WPRO, UN Sector Advisor
Starting in April 2010, Dr. Zhao Pengfei has taken full responsibility of the HIV Prevention portfolio at
the WHO Western Pacific Regional Office (WPRO), currently focusing on activities related to MSM,
transgender population and sex workers.
Dr. Zhao graduated from Shanghai Medical University in 1985 and began work on sexual and
reproductive health in 1988, becoming Deputy Director of the Shanghai Institute of Planned
Parenthood Research (a WHO Collaborating Centre in Shanghai) in 1994 and concurrently serving as
a professor at Shanghai Medical University until he joined WHO China as AIDS Coordinator in Beijing
in 2001. He moved to WHO Vietnam in 2007, where he served as Technical Advisor for HIV/STI
prevention.
FOUNDATION BOARDS:
Paijittra Katanyuta, Officer Management Manager & Marketing Coordinator
Paijittra, also known as Amena, completed her Master of Arts in Publishing and Editing at Monash
University, Australia and has enjoyed her professional career ever since. With several years of work
experience in many non-government organisations, Amena has gained technical skills, knowledge
and understanding on HIV/AIDS issues that equips her for Thailand’s Foundation Board.
Amena’s passion on HIV/AIDS matters began when she accepted a role as IEX Officer at PATH
(Thailand), leading all the IEC tools to support Aids projects. Later she joined PSI (Thailand)
Foundation as Communication and Training Coordinator coordinating for Communications and IEC
tools of the Champion and for Trainings and Capacity Building of the Champion focusing on HIV/AIDS
projects funded by Global Fund. After that she became a freelancing books and media interpreter
that she coordinated for Foundation for AIDS and for Thai AIDS Treatment Action. At the moment,
Amena acts as Office Management Manager and Marketing Coordinator and dedicates her valued
time as APCOM’s Foundation Board.

15 | P a g e
Somchai Phromsombut, Director, the Poz Home Center Foundation
Somchai has many years of experience working with HIV/AIDS communities and networks, making
him a valuable appointment to APCOM’s Foundation Board. Somchai worked at the Thai Red Cross
Society as General Administration Officer before joining the Poz Home Centre Foundation as
Director. Poz supports and assists men who have sex with men (MSM) and transgender women
living with HIV. In addition, Somchai is acting as a board member at M-CAB as well as N-CAB,
academic boards for the national MSM and transgender people groups.
Tony Sakulpongyuenyong, Chair of Thai Foundation Board for APCOM
Tony is a Thai national who was raised both in Thailand and in the United States. He completed his
Masters of Science as a clinical microbiologist specializing in HIV. He has experience in developing a
more simplified and cost effective method to detect drug resistance in treated HIV patients.
Currently, those methods are being used in many Thai government hospitals. Other previous
experience includes working for a US private laboratory company as a biochemist reporting any
unusual concentration of volatile gases in the environment, and also working for a US clinical
research company that did extensive clinical trial studies of products from company such as Pfiizer.
Until recently, he has been teaching biology in graduate and secondary school. He is now running
the family business of real estate and lighting manufacturing.

16 | P a g e
OUR PROJECTS
APCOM is leading a variety of unique and powerful projects that address the needs of MSM and
transgender people within Asia and the Pacific in relation to their health and human rights.
Here are our leading campaigns.
Multi-country South Asia Global Fund HIV Programme:
APCOM supports the high-level regional and national-level policy development and advocacy,
research and technical support of the Phase II of the regional HIV programme with the goal of
reducing the impact of and vulnerability to HIV of men who have sex with men, hijras and
transgender people. The programme covers eight South Asian countries: Afghanistan, Bangladesh,
Bhutan, India, the Maldives, Nepal, Pakistan and Sri Lanka.
Building New and Informed Leadership:
APCOM is supporting the development of a future generation of changemakers by providing
mentorship and support to Youth Voices Count (YVC), a youth initiative led by young men who have
sex with men (YMSM) and young transgender people (YTG).
YVC brings together the most vibrant, diverse, and young community leaders. Using a human rights
lens, it is the first community-led-and-driven network to wholly embrace the voice of YTG along with
YMSM in Asia and the Pacific, cross-cutting entities from MSM, TG, and LGBTQI movement, HIV
response among young key affected populations (YKAPs), and other HIV and health issues. Its
members have been vocal in advocating on behalf of YMSM and YTG at national, regional and global
level.
APCOM continues to support YVC Secretariat staff and their members to prepare regional
consultations, policy, and community research that benefit country level community groups and
increase youth access to health services in the region.
TestXXX Regional HIV Testing Campaign:
APCOM’s city based response campaign ‘TestXXX’ follows the 2010 Multi City Initiative focusing on
the six Asian cities most affected by HIV. The campaign was successfully piloted in Bangkok, Thailand
using the memorable slogan ‘Suck. F*#k. Test. Repeat’, TestBKK.org.
The campaigns target young under 25 gay men and other men who have sex with men (MSM) and
leverage online platforms, including Facebook, popular websites and mobile applications, to
disseminate key information and messages that encourage MSM to be more aware of HIV risks,
know their HIV status and practice safe sex. Planning is underway to bring the campaign to other
cities including Chengdu, Ho Chi Minh City, Jakarta Manila and Yangon.
JumpStart, Capacity Strengthening Initiative:
This project is strengthening the capacity of the MSM and Transgender networks in Asia and the
Pacific by providing technical and advocacy support, and increasing accessibility of regional strategic
information. These networks consist of the regional, sub-regional and country networks, namely
Youth Voices Count (YVC), Positive MSM Working Group of Asia Pacific Network of People Living

17 | P a g e
with HIV (APN+), Asia Pacific Transgender Network (APTN), Purple Sky Network (PSN), Islands of
South East Asian Networks for MSM and TG Health (ISEAN), Pacific Sexual Diversity Network (PSDN),
Viet Community Development Ltd (VCDL) and Myanmar MSM Network (MMN).
This project also strengthens networking and partnerships in the region, sub-region and the
countries. Strategic information covering varied issues affecting MSM and transgender people, and
our policy briefs in eleven (11) local languages emphasize the competence of APCOM in gathering,
analysing and interpreting useful data and disseminating them throughout the region.

18 | P a g e
COMMUNIATION PLATFORM
“The Source” is APCOM’s main communication platform. Through our online platforms we aim to
strengthen information and active knowledge sharing related to HIV issues for MSM and
transgender persons across Asia and the Pacific. In order to amplify diverse community voices and
provide a platform for the community, we focus significant energy on curating quality content on
our website.
We have created three key focus areas for the purpose of highlighting quality country based services
and individuals:
 The Spotlight Series focuses on country based community-based organisations (CBOs),
networks, services and organisations working in the area of MSM and transgender health
and advocacy.
 The Limelight Series focuses everyday heroes working in the community, particularly from
voices that are often not profiled (such as PLHIV and youth, for example). It profiles their
activities and pays tribute to the diverse individuals working tirelessly on important issues.
 Reflection Pieces provide a record of our thoughts and impressions of the discussions we
take part in at various meetings and conferences.
STRATEGIC INFORMATION AND DEVELOPMENT
APCOM strives to improve the development and availability of evidence-informed strategic
information that can also serve to strengthen advocacy messages. This is particularly crucial in areas
where there is little investment. Since inception, we have generated policy and information briefs on
a variety of issues and topics, such as the need to allocate significant resources to MSM HIV
programming, the effectiveness of involvement of community in research, mappings of the HIV
situation and response amongst MSM and transgender people, discussion papers on transgender
health and rights, and addressing the needs of young MSM and transgender people. While APCOM is
increasingly recognised for playing an important and crucial role in the region, we must continue to
improve and strengthen effective advocacy.
The APCOM Governing Board created standing committees as working groups to facilitate discussion
and debate and to advance the advocacy work in five key areas:
1) Faith and its impact on daily living
2) Health sector engagement
3) Information, communication and technology
4) Social research
5) Human rights
Coordinated by APCOM’s Knowledge Reference Group, these working groups take a more proactive
role in our advocacy efforts and are a central place for knowledge about effective HIV responses for
MSM and transgender communities in Asia and the Pacific.

19 | P a g e
HOW WE STARTED/OUR STRUCTURE
How we started:
Established in 2007 by men who have sex with men (MSM), the Asia Pacific Coalition on Male Sexual
Health (APCOM) brings together representatives from communities, government, development
partners and technical experts. APCOM was created in response to ensuring the inclusion of MSM
and HIV issues in the National AIDS Plans for various countries, monitoring violation of rights of
MSM, and building and advocating for qualitative research and extensive studies that help policy
makers and service providers in their work.
Our Structure:
As a coalition of many networks and organisations, working towards a common goal, the strength of
our partnerships fuels our success. We are guided by annual workplans, reflecting specific project
activities as well as those detailed in our strategic plan. We are committed to measuring impact and
being held accountable to our networks, partners, communities and supporters.
 The APCOM board provides strategic directions, oversees the implementation of the strategic
plan, and approves the annual reports. An executive committee (ExCo) guides the Secretariat
on a day-to-day basis.
 The APCOM Secretariat is responsible for coordinating and reporting on the implementation
of work plans in collaboration with all implementing partners.
 APCOM partners mentioned in the strategic plan (sub-regional and national networks, and
technical partners) perform their distinct roles, and share progress reports with the secretariat
and the board.

20 | P a g e
Raising our game. Raising our voices: The APCOM 2014-2019 Strategic Plan
APCOM’s comprehensive new strategic plan outlines four key advocacy strategies, designed to
improve access to, and experiences of, male sexual health services.
1. Advocacy for sexual health services for our communities, aimed at engaging health policy
makers, programme planners and services to scale up their service delivery;
 By 2019, APCOM partners have discussed male sexual health services and have
advocated for an increased investment, coverage and quality of male sexual health
services with key decision makers of the countries in Asia and the Pacific.
2. Advocacy for an enabling environment for sexual health and support services aimed at
pushing national governments and policy makers to establish MSM and transgender friendly
legal environments, and accessible health services.
 By 2019, APCOM partners have approached key decision makers and gate-keepers for
sexual health and rights in all countries in Asia and the Pacific.
3. Gathering, generating and sharing strategic information for advocacy so that community and
development partners have access to relevant information to generate evidence-based
work.
 By 2019, APCOM is an established knowledge management organisation on male
sexual health and rights for men who have sex with men and transgender people, used
as source of strategic information by community advocates and decision makers.
4. Building a cadre of advocates at all levels, to ensure there is support for current community
advocates and to support the development of new emerging leaders
 By 2019, there will be more well- connected, able and informed advocates working at
multiple levels within all Asia and the Pacific countries towards advancing male sexual
health.

21 | P a g e
PART 2:
HUMAN RESOURCES POLICIES & RULES AND
REGULATIONS

22 | P a g e
HUMAN RESOURCES POLICIES & RULES AND REGULATIONS
IN SUMMARY:
Once you receive this staff guidebook that means you are officially APCOM’s staff or volunteer. In
this section, we would like to give you introduction what and how to act or perform as a staff and
volunteer and what will benefit you.
As a staff of APCOM, you will be appointed to be seated in our office whose working hours is during
10 am – 6 pm from Monday to Friday. All staff can have a 1 hour break for lunch. You can be late to
work for a maximum of 15 minutes or your supervisor will give you a verbal warning. Our
Programme Assistant will help you establish when you start your first day at work. You may get a
computer or laptop as an asset.
In addition, you will shortly receive a group health insurance card which you can start using any
medical care or treatment service at hospitals indicated in the medical care manual that you will
obtain later.
While working under a 3-month probation period, you are entitled to take six leave, but please be
assured that you inform your supervisor early in the morning. After the probation period, you will
have an evaluation with your supervisor. If you pass the probation period, the work contract will be
extended and you will be able to apply for 20 days of annual leave and 30 days of six leave per year.
You need to inform your supervisor for a minimum of 2 days in advance if you plan to be on annual
leave.
Also, you can continue contributing the money in the amount of 750 baht deducted from your
monthly salary to ‘Social Welfare’ since the first month you are working for APCOM. For any
registered employee who earns more than 264,000 THB per year, he or she needs to pay a tax to the
government according to the law of Thailand.
Regarding the public holiday, APCOM offers 13 days of public holiday as you can see the list as
following:
2015 APCOM’s Public Holiday (11 days)
1 January Thursday New Year’s Day
2 January Friday Extra Holiday
13 April Monday Songkran Day
14 April Tuesday Songkran Day
15 April Wednesday Songkran Day
1 June Monday Visakha Bucha Day
31 July Friday Buddhist Lent Day
12 August Wednesday Her majesty the Queen’s Birthday
23 October Friday King Chulalongkron Memorial Day

23 | P a g e
7 December Monday Substitution for His Majesty the King’s Birthday
31 December Thursday New Year’s Eve
Last but not least, please note on your calendar that the schedule of payroll is monthly set on 27th
of
every month or it will be paid earlier if 27th
falls over a weekend.
Evaluation/Appraisal:
As mentioned earlier in this section, after a 3-month probation period, a staff will have an evaluation
with his or her supervisor before a new work contract is issued. During the evaluation, it will be a
good opportunity between the staff and supervisor to discuss and set the annual objectives of their
work as well as any area or suggestion the staff would like develop or improve their professional and
technical skills so that they can better their work performance.
After the objectives are set up, those can be used as the annual work objectives. By the end of the
year, the evaluation/appraisal between staff and supervisor will take place again so that they can
evaluate their work performance. The result of the appraisal will affect the staff’s annual salary
increment individually too.
Termination:
At APCOM, we do not want to terminate the work contract with our staff and it never happens as we
realize that all our staff are our valued assets; however, in any case of termination to occur, we will
give a 1-month notice in advance to our staff. On the other hand, our staff also have their right to
determinate the work contract with APCOM during the probation period and a 1-month notice must
be given to the supervisor as the same practice.
Resignation:
Once you decide to resign your job from APCOM, it is vital you give a 1-month notice in advance to
your supervisor. You may have an exit interview with your supervisor. All assets such as the laptop
need to be returned to the organization before your last day at work.

24 | P a g e
GENERAL INFORMATION FOR APCOM SECRETARIAT
Equal Employment Opportunity
APCOM is committed to providing equal opportunity for all employees, applicants (and potential
applicants) without regard to race, colour, religion, national origin, sex, age, sexual orientation. Each
person is evaluated on the basis of personal skill, qualifications, abilities, aptitudes, and attitudes
without negative regard to factors such as gender, marital status, disability, ethnic background, or
age. APCOM’s policy regarding equal employment opportunity applies to all aspects of employment.
All employees are expected to co-operate fully in implementing this policy.
Policy against Workplace Harassment
APCOM is committed to providing a work environment for all employees that is free from sexual
harassment and other types of discriminatory harassment. Employees are expected to conduct
themselves in a professional manner and to show respect for their co-workers.
Health and Safety at work
APCOM has a general policy to ensure, as far as we are able, that all employees have a safe and
comfortable environment in which to work. We are not aware of any unusual hazards to your health
and safety and provided that reasonable care and common sense in used in handing the office
equipment, there is nothing more dangerous encountered here than you would encounter in your
own home.
Employees should make every effort to ensure a safe, healthy, and accident-free environment.
Employees should immediately report any unsafe conditions and any injuries to the Executive
Director.

25 | P a g e
HOURS OF WORK, ATTENDANCE & PUNCTUALITY
Hours of Work
The normal work week for APCOM shall consist of five (5), seven (7) hour days. Ordinarily, work
hours are from 10:00 a.m. – 6:00 p.m., Monday through Friday, Including one hour for lunch.
Employees may request the opportunity to vary their work schedules (within employer-defined
limits) to better accommodate personal responsibilities.
These should not exceed 8 hours per day and 48 hours per week (Thai labour code)
Works which may be harmful to the health or safety of the employees as prescribed by Ministerial
Regulations shall not exceed seven hours per day and not exceed 42 hours per week. (Thai labour
code)
Rest Periods (according to Thai labour code)
• During a working day an employer shall allow an employee a rest period of at least one
hour once the employee has worked on that day for his first consecutive hours.
• The employer and employee may agree in advance to have each rest period of less
than one hour, but not less than twenty minutes each time whilst the total rest period
for the day shall not be less than one hour.
• Where the nature or type of work necessitates continuous performance, stoppage may
damage the work, or it is an urgent, the employer may require an employee not to have
a rest period with consent of the employee.
Attendance and Punctuality
Attendance is a key factor in your job performance. Punctuality and regular attendance are
expected of all employees. Excessive absences (whether excused or unexcused), tardiness or leaving
early is unacceptable. If you are absent for any reason or plan to arrive late or leave, you must notify
your line manager as far in advance as possible. In the event of an emergency, you must notify your
line manager as soon as possible.
For all absences extending longer than one day, you must telephone your immediate supervisor
prior to the start of each scheduled workday. When reporting an absence, you should indicate the
nature of the problem causing your absence and your expected return to work date. A physician’s
statement may be required as proof of the need for any illness-related absence regardless of the
length of the absence.

26 | P a g e
Probation
The goal of a probation period is:
 To test the ability of the probationer to perform well on the job
 To test the suitability of the probationer’s character to fit into the organization
The first three (3) months of employment shall constitute a probationary period. During this time
APCOM will assess and review the employee’s work performance and reserves the right at any time
during this period to terminate the employment with one month’s notice or one month’s salary in
lieu of notice.
Should the employee feel unsuited to the position during this time, the employee is required to give
APCOM one month’s written notice to terminate their employment with APCOM.
Health Insurance
To protect the employees from the rising expense of medical bills, APCOM currently provides
individual health insurance benefits for eligible employee beginning after the first full month of
employment.

27 | P a g e
LEAVES & HOLIDAY
APCOM’s standard holiday period is from 1st
January to 31st
December.
Holiday entitlement and holiday pay arrangements will be as determined by each staff’s personal
contract; however:
▪ Annual holiday entitlement will be computed pro rata per completed period of service
▪ All government approved Thai public holidays will be observed by the organization.
▪ The same basis of calculation will be used to calculate holidays entitlement for the employee
upon terminate of the employee’s employment
Holiday entitlements may not be commuted to their monetary value except on leaving APCOM.
Record of holidays will be maintained by the Line Manager / Executive Director.
Annual Vacation
Employees may use annual leave for vacations, rest and relaxation, and personal business or
emergencies. Employees have a right to take annual leave, subject to the right of the line manager to
schedule the time at which annual leave may be taken. All employees must clear their holidays with
their immediate line manager giving at least one week’s notice wherever possible. Confirmed holiday
arrangements will not be considered sufficient reasons in themselves for authorized holiday dates if
these conflict with the needs of the organization.
• An employee who has worked continuously for one full year shall be entitled to an annual
vacation of not less than six working days. (Thai labour code)
• An employee is entitled to get his basic pay on his annual vacation. (Thai labour code)
• For an employee who has worked for less than one year, the employer may grant the
employee an annual vacation on a pro-rata basis. (Thai labour code)
• An employer is entitled to arrange an annual vacation and notify an employee in advance, or
arrange as their agreement. (Thai labour code)
• An employer and employee may agree in advance that the annual vacation be cumulative and
postponed and taken together with that of the following year. (Thai labour code)
• An employee shall get his basic pay on weekly holidays (excluding daily workers, hourly
workers, or works based upon output)
Traditional Holidays (Thai labour code)
• Not less than 13 days including National Labor Day. Where a traditional holiday falls on a
weekly holiday, the employee shall be granted an additional holiday on the following working day.
• An employee shall get his basic pay on traditional holidays
Leave Without Pay
Leave without pay shall be applied for in advance, when possible, by the employee and may be taken
only when other appropriate paid leave has been exhausted, and leave without pay has been
approved by the line manager/Executive director. The granting of leave without pay is not automatic
and is at the discretion of the employer. Employees who fail or refuse to request leave without pay

28 | P a g e
shall administratively be placed on unauthorized leave without pay and may be subject to disciplinary
action, including termination.
Sick Leave
• Sick leave may be used if the employs is unable to work due to his or her own sickness,
disability, or medical/dental appointments. At the supervisor’s discretion, employees who use their
sick leave may be required to obtain a medical certificate providing proof of the illness or injury.
Under all circumstances, if the sick leave period extends to five consecutive working days, the
employees must provide medical certification regarding the illness or injury. If the sick leave period
extends to ten consecutive working days, the employee must provide additional documentation
medical clearance to return to work.
• An employee is entitled to sick leave and get his basic pay at a rate equal to the basic pay for
a normal working day for the entire time taken as sick leave for up to 30 working days per annum.
Bereavement Leave
Employees shall be entitled to bereavement leave with pay of five (5) days in the event of a death in
the employee’s family. If the employee wishes to take time off due to the death of the family
member, the employee should notify the Executive Director immediately. An employee may use,
with the Executive Director’s approval, available paid leave for additional time off as necessary and in
accordance with operating needs.
Maternity Leave
A pregnant female employee is entitled to maternity leave of not more than 90 days for each
pregnancy, including holidays during the maternity leave and get her basic pay at a rate equal to
normal working days during the leave but not exceed 45 days.
Sterilization leave
An employee is entitled to take leave for the purposes of sterilization and shall have the right to take
leave as a result of the sterilization for such time as a first class medical practitioner shall prescribe
and in respect of which he issues a certificate and get his basic pay at a rate equal to normal working
days during the leave.
Personal Business Leave
An employee is entitled to take leave to attend to his personal business as necessary in accordance
with work regulations.
An employee shall not get his basic pay on his personal business leave.
Military Service Leave
An employee is entitled to take leave for military service when the government makes a call for
personnel inspection, for military training, or for testing of combat readiness, and get his basic pay at
a rate equal to normal working days during the leave but not exceed 60 days.
Training Leave
An employee is entitled to take leave for training or development of his knowledge and skills in
accordance with the rules and procedures prescribed by Ministerial Regulations.
An employee shall not get his basic pay on his training leave.

29 | P a g e
Unauthorized Absence
Absence other than for approved holiday or leave must be authorized by the employee’s line
manager/Executive Director and will not be paid for without prior arrangement. Unauthorized
absence will incur deduction from pay.
• This should also include the care of family, relative or partner (when a cohabitation
arrangement is in place).

30 | P a g e
PART 3:
INDUCTION AND ORIENTATION
INDUCTION WITH OUR TEAM

31 | P a g e
IN SUMMARY:
How are you feeling now after getting to know our organization and team members? We hope you
don’t feel overwhelmed yet!
In the precious section, this guideline will probably have assisted you to know what APCOM is and
what APCOM is working for. Now we would like you to meet our team members one on one at your
or their convenient time. This one-on-one induction will help you understand the organization’s
charge more. In addition, this will help you understand more about APCOM’s leading campaigns. Our
Senior Campaign Officer and Finance Officers will also have a chance to explain to you on the
organization’s rules and regulations such as types of leaves, application for leave, financial form
requirement and filling out forms, etc. Nevertheless, this procedure will allow you to meet up with
key team leaders. Later while working, you will get to know more staff team members.
Thus, please follow this recommended step who you should meet. Please note that this is flexible
according your or their manageable time.
A. Executive Director
B. Senior Program Officer
C. Programme Manager
D. Programme Assistant
E. Finance Officer
F. Advocacy Capacity Development Officer
G. Media and Communication Officer
H. Digital Information Officer
I. Projects Officer, Youth Voices Count
J. Campaign Coordinator
Your questions, suggestions and opinions will be most welcome. We hope you enjoy our orientation
programme and reading this staff guidebook. This will have hopefully helped you prepare to start
working with us the best.
Thank you very much!
INDUCTION AND OREINTATION

32 | P a g e
The Asia Pacific Coalition on Male Sexual Health (APCOM) Induction and Orientation system provides
new employees with an orientation of APCOM, members and fellow staff.
The induction of a new employee is the final stage of the recruitment and selection process and the
beginning of their learning experience and career development at APCOM. The induction program
provides the necessary information, resources and motivation to assist new employees to adjust to
the work environment as quickly as possible.
Process:
Preparation before a new employee arrives
 Essential tasks to perform before the arrival of a new employee
• Alert staff of new starter’s name and arrival details
• Arrange the following items:
o A desk
o A computer
o A pigeonhole
o Name of the whiteboard
o User name, password and e-mail address
o Key and fob
o Set up meetings with key staff
o Collate documents (Job description, organisational chart, work plan,
telephone list, enterprise agreement, APCOM’s Member’s Guide.)
 Organise a buddy
• One person from APCOM, preferably not from their team is assigned to be a
buddy to make sure that all of this induction happens.
• Providing the new employee with a buddy assists them to become more quickly
and comfortably oriented.
• A buddy is someone who takes a personal interest in the new starter and checks
in to see how they are settling into their working life with us.
• A buddy supplements the interest, planning and performance monitoring of the
supervisor: a buddy shouldn’t replace the supervisor’s role and responsibilities.
• It is important to choose an appropriate buddy. Criteria to consider would
include:
o An ability to be available for the new employee.

33 | P a g e
o Knowledge and understanding of APCOM systems, office equipment
etc.
o Communication and interpersonal skills.
o A positive and supportive attitude.
The first day
a. Welcome and first thing first
 Welcomes
o Official welcome e-mail to all staff (ED or Manager)
 Meeting with Manager to discuss induction process
o Check expectations for induction process, go through induction checklist and
discuss special needs or requests
o Acknowledge and normalise feelings new staff member may have: feeling a bit
anxious, overwhelmed, uncertain, eager
o Show them their workspace
o Tour of office: toilets, lunchroom, kitchen
o Introduction to staff members who are present
o Get APCOM Members Guide
o Get Enterprise Agreement
i. Discuss hours of work, time sheets, lunch and tea breaks, notifying of
absences and whereabouts
ii. Discuss leave entitlements in broad terms
iii. Option of union membership explained,
o Introduce them to buddy and/or support team
b. Finance I (Financial Officer)
• Meet financial officer, to discuss pay system and salary packaging, holidays,
deductions, superannuation, pay dates, method of payment. Also to record bank
account details and tax file number.
c. The desk I (Buddy or Manager)

34 | P a g e
• Introduction to computer, password, internal and external e-mail, printing etc.
• Does this person prefer to have a tutorial on the computer, or spend time fooling
around with it?
d. Administration I (Buddy)
• How to get in and out of the building
• Security
• The whiteboard
• How to use the phones – speed dial, call forward, switchboard, door
• Kitchen - where everything is located
• APCOM customs – birthdays, washing up, etc.
e. Lunch
• With manager and/or with members of team
f. Administration II Machines (Administration Coordinator)
• Photocopier
• Fax machines
• Where all the office supplies are located
• Explain the procedure for sending mail and collecting
• How to order stationary and supplies
• Other questions
f. Debrief
• Debrief with new starter at the end of their first day: check-in to see how their first
day went, ask if any questions, respond with encouragement and enthusiasm to new
employee.
Within the first week
a. Meet with the Executive Director
• Welcome, intro to APCOM, APCOM’s direction (ED)
• The role of APCOM’s Governance structures, how they work.
•
b. Meet with new employee’s Manager

35 | P a g e
• Discuss structure of APCOM, meetings, expectations, line management
• Discuss in general the requirements of the job
• Identify key players in sector to talk with
• Cover safety and security procedures and requirements, accident reporting, location
and operation of firefighting equipment and alarm buttons
• Provide copy of letter of offer and note any questions asked by new staff member
• Refer to our code of conduct and flag the key protocols & regulations: expected
standards of behaviour; telephone protocols, organisational policies on resources
and media contact
• Commence establishment of supervisory relationship and negotiate how supervision
will operate, expectations, requirements
• Cover/provide details about APCOM: brief history, range of services provided, senior
staff, mission of organisation
• Outline how the new employee’s job/role fits into APCOM’s mission and outcomes
• Point out any APCOM systems & policies and encourage new starter to read and ask
you questions:
o Drug & Alcohol System
o Early Intervention System
o Mentoring System
o Code of Conduct
o Media Public Statements
o Travel Policy & Guidelines
o Finance Policy
o Governance Policy
o Website guidelines
o Etc.
c. Work plan and performance evaluation (new staff member with Manager)
• Develop a work plan
• Identify any knowledge or skill gaps pertinent to work required and negotiate a
development plan which will address these
d. Computer (new staff member w/ buddy)

36 | P a g e
• Look through Google Software
• Schedule
• Tasks
• E-mail
• How to book the board room through Google Calendar
• Identify IT needs, e.g. other programs the staff member will need to use
e. Admin III
• How garbage works
• Recycling
• Kitchen – kitchen duties
• Washrooms – where extra supplies are
• The files
f. Publications and website (new staff member)
• Time to read APCOM publications – copy of last year’s annual report, most recent
copies of APCOM publications including discussion and policy papers
• Familiarise what is on the APCOM and members websites
g. Desk II - Time to: (new staff member)
• Make desk look beautiful
• Play with computer
h. Check in with Supervisor
• How is it going?
i. Check in with buddy (Buddy)
• Does the new staff member need to know about nearby facilities: post office, banks,
shops, and cafes?
• How are they feeling?
•
The first month
a. Overview of APCOM
• Meet Finance Controller
o How budgets work

37 | P a g e
o Expenses how they should be accounted for
o Petty cash
o Any forms that need to be filled out
o How to request a cheque and how it is approved
• Meet with Policy and Communications Officers
o Overview of Policy and Communications
b. APCOM Members (Manager)
• Briefing APCOM member organisations
• Identify key member organisations to meet and set up an introduction.
c. Admin IIII (Office Coordinator)
• Overview of Administration
• Any IT issues?
• How to do a teleconference
• How to organise travel and accommodation
• How to organise administration support
5. Within the first six months and first year
a. Review work plan and performance evaluation
b. Evaluate the induction program

38 | P a g e
Work Review
The work of each employee is reviewed on an ongoing basis with the supervisor to provide a
systematic means of evaluating performance.
The annual performance review is a formal opportunity for the supervisor and employee to exchange
ideas that will strengthen their working relationship, review the past year, and anticipate APCOM’s
needs in the coming year. The purpose of the review is to encourage the exchange of ideas in order
to create positive change within APCOM.
Wage or Salary Increases
Wage or salary increases will be determined on the basis of performance, adherence to APCOM
policies and procedures, ability to meet or exceed duties per job description and achieve performance
goals, and the best interests of the organization. Increases are at the APCOM’s discretion and upon
budgeted funding.
Personnel Record
Personnel records are the property of APCOM, and access to the information they contain is
restricted and confidential. A personnel file shall be kept for each employee and should include the
employee’s job application, copy of the letter of employment and position description, performance
reviews, disciplinary records, records of salary increases and any other relevant personnel
information. It is the responsibility of each employee to promptly notify his/her supervisor in writing
of any changes in personnel data, including personal mailing addresses, telephone numbers, name of
dependents, and individuals to be contacted in the event of an emergency.
Non-Disclosure of Confidential Information
Any information that an employee learns about APCOM, or its members or donors, as a result of
working for APCOM that is not otherwise publicly available constitutes confidential information.
Employees may not disclose confidential information to anyone who is not employed by APCOM or to
other persons employed by APCOM who do not need to know such information to assist in rendering
services.

39 | P a g e
Conflict of Interest
A conflict of interest situation arises when the “private interests” of the employee compete or conflict
with the interests of the organization. “Private interests” mean both the financial and personal
interests of the employee or those of their connections including:
 Family and other relations;
 Personal friends; and
 Any person to whom they owe a favour or are obligated in any way.
Employees should avoid using their official position or any information made available to them in the
course of their duties to benefit themselves, their relations or any other persons with whom they
have personal or social ties. They should avoid putting themselves in a position that may lead to an
actual or perceived conflict of interest with the organization.
Property of APCOM
Employee given access to any property of APCOM should ensure that it is properly used for the
purpose of conducting APCOM’s business. Misappropriation of APCOM’s property for personal use or
resale is strictly prohibited.
Return of Property
Employees are responsible for APROM equipment, property and work products that may be issued to
them and/or are in their possession or control, including but not limited to:
 Telephone,
 Credit cards,
 Office/building keys,
 Office/building security passes,
 Computers.
In the event of separation from employment, or immediately upon request by the Executive Director
or his or her designee, employees must return all APCOM property that is in their possession or
control. APCOM may withhold from the employee’s final pay the cost of any property which is not
returned when required. APCOM also may take action deemed appropriate to recover or protect its
property.

40 | P a g e
Termination, Dismissal
Issues of termination and dismissal of employees shall be in accordance with the relevant laws and
regulations or agreements. Absence from work without good reason for over five consecutive
working days shall be considered resignation without notice and the right to terminate the
employment of the staff member in accordance with the disciplinary provisions stipulated in this
manual.
Notice of Termination
The notice required from either side to terminate the employment is one month during the
probationary period and thereafter one month for middle management and junior staff, and three
months for senior management staff, to be given at any time.
Employees shall have the right to resign from their services in writing. The letter should be addressed
to the line manager/Executive Director. APCOM shall have the option of accepting, rejecting or
negotiating resignations.

41 | P a g e
GET AROUND THE CITY
In this section, we hope this information will be useful for those who are new to the city of Bangkok;
especially who are far away from home as an expat. As we care for our staff’s wellbeing, a good
quality of life and fun when you work with us at APCOM, we’ d like to provide you with some useful
information so that you can get around the city; particularly by BTS (sky train) and MRT (subway). We
hope that you can experience different things like Thai culture & food, explore the city’s major
attractions and visit new places during your weekend or days-off.
Here is the useful list of information we suggest you.
The BTS Sky Train:
Existing Services & Facilities
Elevators for the handicapped can be used with the assistance of their staff. They are available at the
following stations: Chong Nonsi, Siam, Mo Chit, Asoke, On Nut, Bang Chak, Punnawithi, Udom Suk,
Bang Na, Bearing, Thon Brui, and Wongwian Yai
Several main stations have sky bridges, walkways that conveniently connect to the station’s concourse
directly to the neighboring shopping and commercial centers.
There are places you can visit nearby the BTS stations as following:
 Mo Chit: Chatuchak Weekend Market, Chatuchak Park, Rod Fai Park
 Arie: Villa Market
 Victory Monument: Fashion Mall, Century The Movie Plaza, Uthumporn Building
 Ratchathewi: Asia Hotel
 Siam: Siam Center, Siam Paragon, Central World, The Offices at Central World, Digital Gateway
 Chit Lom: Central Chid Lom, Central Embassy, Gaysorn, Central World, Maneeya Center,
Renaissance Bangkok Hotel Ratchaprasong, Amarin Plaza, Erawan Bangkok, Grand Hyatt Erawan
Hotel, Erawan Bangkok
 Phloen Chit: Park Ventures, Wave Place Building (Home Pro Plus)
 Asok: Robinson, Sheraton Grande Sukhumvit, Times Square Building, Exchange Tower, Interchange
21, Terminal 21
 Phrom Phong: The Emporium Shopping Complex , The EmQuartier Shopping Complex
 Thong Lo: Noble Remix
 Ekkamai: Nusasiri Grand Condo, Major Cineplex
 On Nut: Tesco Lotus
 Ratchadamri: St. Regis Hotel
 Sala Daeng: Silom Complex, Thaniya Building, J-City
 Chong Nonsi: Sathorn Square, Sathorn Nakorn Tower
 Surasak: Eastin Grand Hotel Sathorn Bangkok
 National Stadium: MBK Center, Bangkok Art and Culture Centre, Tokyu, Siam Discovery Center

42 | P a g e
For more information on these entertainment, transportation, convention centers and museums as
well as market and shopping centers, you can check and pick up an official BTS Sky Train Map at any
BTS counter or visit http://www.bts.co.th/customer/en/06-travel-palace-01.aspx
Bangkok MRT Route Guide:
The Bangkok MRT underground runs underneath Rama IV and Ratchadapisek Roads, the two
thoroughfares that cut through the heart of downtown Bangkok. Although additional lines and
extensions are in the pipeline, it currently only comprises the blue line, serving 18 stations from Hua
Lamphong to Bang Sue. Trains every five minutes in peak times (07:00 - 09:00, 16:00 - 19:00) and
every seven minutes at other times.
•Hua Lamphong Nearby: Chinatown, Central Railway Station
•Sam Yan Nearby: Jim Thompson Shop, Chamchuri Square, Snake Farm
•Silom Nearby: Patpong Night Market, Saladaeng BTS Skytrain, Dusit Thani Hotel, Lumpini Park
•Lumpini Nearby: Lumpini Park, Lumpini Boxing Stadium, Vertigo and Moon Bar (at Banyan Tree
Bangkok), The Sukhothai Bangkok
•Klong Toei Queen Sirikit National Convention Centre Nearby: Queen Sirikit National Convention
Centre, Stock Exchange of Thailand
•Sukhumvit Nearby: Asok BTS Skytrain, The Long Table Bangkok, Terminal 21, Soi Cowboy, Grand
Millennium Sukhumvit
•Phetchaburi Nearby: Airport Rail Link’s Makkasan Station,
•Rama 9 Nearby: Central Plaza Rama 9, Fortune Town, Grand Mercure Fortune Bangkok
•Thailand Cultural Centre Nearby: The Esplanade, Siam Niramit
•Huay Kwang Nearby: Swissotel le Concorde, Mansion 7
•Phaholyothin Nearby: Central Plaza Lad Phrao, Union Mall
•Chatuchak Nearby: Chatuchak Weekend Market, Chatuchak Park, Rod Fai Park
•Kampaengphet Nearby: Or Tor Kor Market, Rod Fai Market, Chatuchak Weekend Market
For more details, please check it out at any MRT counter.

Staff Guidebook

Recommended

Recommended

More Related Content

Viewers also liked

Viewers also liked (20)

Similar to Staff Guidebook

Similar to Staff Guidebook (20)

More from Bancha Jenpiyapong

More from Bancha Jenpiyapong (7)

Staff Guidebook