Human Rights Policy and Management Program

1. Human Rights Policy

The company adheres to internationally recognized human rights standards such as the International Labor Organization’s Tripartite Declaration of Principles, the OECD Guidelines for Multinational Enterprises (the United Nations’ Universal Declaration of Human Rights), and takes actions consistent with the Responsible Business Alliance’s Code of Conduct (RBA) to formulate relevant human rights protection and Labor policy is explained as follows:

(A) Diversity, Inclusion and Equal Opportunity:

• Employ employees regardless of race, class, language, thought, religion, political party, place of origin, place of birth, gender, sexual orientation, age, marriage, appearance, facial features, constellation, blood type, physical or mental disability, or previous trade union membership Acts of discriminatory treatment.
• Ensure non-discriminatory treatment in employment policies, implement fair and equitable employment, salary and benefits, training, evaluation and promotion opportunities, and provide an effective and appropriate grievance mechanism to avoid and respond to situations that endanger employee rights and interests, and strive to create equal employment, a working environment free from discrimination and harassment.
• Regularly track the implementation of diversity, inclusion and equal opportunities.

Employee Ethnicity Indicators (December 2023)

Female Diversity Indicators (December 2023)

Other diversification indicators (December 2023)

• Children under the age of 16 will not be employed, and any behavior that may lead to the employment of child labor is not allowed.

In order to implement corporate social responsibilities and protect the human rights of foreign employees, the company refers to the norms of the "International Convention on Human Rights" and the "Responsible Business Alliance Code of Conduct" to ensure that "all workers should not pay any fees for being employed" and proactively implements the "zero payment" policy for employment. In accordance with the provisions of this policy, for newly hired foreign employees, regardless of nationality, the relevant agency service fees, visa fees for coming to Taiwan, certificate of good citizenship, physical examination fees, and air tickets, etc., will all be borne by the company. issues and employee rights and interests, and further implement corporate social responsibility.

(B) Reasonable working hours:

In order to ensure that employees do not fall into the risk of excessive working hours, the standards for working hours and extended working hours are clearly defined, a reminder function is actively set up in the attendance system, and regular inspection and control are carried out to care for and manage employee attendance status from time to time. Educate supervisors and employees.

(C) No forced labor:

When an employment relationship is established, a written labor contract is signed in accordance with the law. The contract states that the employment relationship is established based on the consent of both parties, and there is no forced labor, no illegal human trafficking, and no slavery.

(D) Healthy and safe workplace:

In order to avoid potential health and safety risks caused by work patterns, employees' health and safety risks are regularly reviewed and improvement plans are carried out based on the identification results.

(E) Freedom of association:

Employees have freedom of association, establish diverse associations, and actively promote employees to join associations.

(F) Labor negotiations:

Establish smooth communication channels and hold regular labor-management meetings to ensure the rights and interests of both parties.

(G) Privacy protection:

In order to fully protect the privacy rights of customers and all stakeholders, we have established a complete information security management mechanism and followed strict control regulations and protective measures.

(H) Business Ethics:

Integrity management, no illegitimate gains, fair transactions, respect for intellectual property rights, confidentiality obligations of business secrets/customer information, identity protection and prevention of retaliation, etc., to strengthen colleagues' awareness of compliance.

2. Specific management plan

In order to ensure that the human rights policy can be fully implemented, the company regularly provides relevant courses during employee education and training and new employee training, including:

• Newcomer training: Content includes prohibition of forced labor, prohibition of child labor, anti-discrimination, anti-harassment, implementation of working hour management, ensuring humane treatment and providing a healthy and safe working environment.
• To prevent workplace violence, through publicity and announcements, employees should understand their responsibility to help ensure the occurrence of illegal violations in the workplace during the performance of their duties, and disclose the complaint hotline to create a friendly working environment.
• Occupational safety training series: The content includes health promotion promotion, labor safety and health and fire safety training, and first aid personnel training.

In 2023, human rights protection-related training was also implemented for colleagues. The total duration was 12 hours, and a total of 174 people completed the training, accounting for 92% of all colleagues. In the future, we will continue to pay attention to human rights protection issues and promote relevant education and training to increase awareness of human rights protection and reduce the possibility of related risks.

3. Labor relations and enterprise trade unions

In accordance with the provisions of the Trade Union Law, the company established an industrial trade union on April 27, 198and held regular or irregular meetings of management and supervisors, and communicated with the company in writing or in meetings based on matters decided at the meetings of management and supervisors. In addition, in order to protect the rights and interests of both parties, strengthen cooperation between the two parties, enhance member welfare, and promote career development, the company and the labor union have entered into a group contract, which is announced on the company's website. Labor relations are harmonious, and all employee welfare activities and other systems are implemented or supervised. With the coordination and cooperation between labor and management or the enterprise trade union and the company, the handling is quite successful.

The company's corporate union has always been rational and strives for the improvement of the working environment and employee benefits. At the same time, it can also constrain colleagues to abide by the provisions of the labor agreement and actively participate in production and manufacturing activities. The company can also sympathize with the hard work of employees and provide better wages than peers in the dormitory. The environment is excellent and leisure equipment is fully provided. The company invests considerable funds every year to improve employee welfare, so there have been no labor disputes in the past three years. At present and in the future, the company will operate in harmony between labor and management, and there will be no labor disputes.

附檔: 團體協約