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Workplace Health and Safety

Human Rights

Workplace Diversity and Equality
The Company has established and implemented many regulations for internal staffs such as the “Human Rights Policy” and “Regulations Governing Personnel Management”in accordance with the labor laws and related international human rights standards. The regulations provide clear assurance of the labor rights and interests of the employees including hiring, remuneration, working hours, trainings, promotion and so on conditions without discriminations regardless of one’s gender, race, age, marital status, religion, political stance and family situations. We prohibit any forms of forced labor and conducts of discrimination and prohibit child labor strictly abide to the labor laws.
We have also introduced the Total Productive Maintenance (TPM) activities and occupational health and safety management system. Various hazard prevention measures and implementation are conducted accordingly to provide employees a work environment that is safe and healthy. The HR Department is responsible for the coordination of all employee rights. The Construction & HSE management Department is responsible for the organization of labor safety and health related business. We provide an open and transparent communications mechanism and channels committed to driving a harmonious labor-management relationship

Perform Human Rights Matters of Concern Evaluation and Management Measures
The Company supports and respects international related human rights charters, such as the “The United Nations Global Compact (UNGC)”. Establish various management regulations to guarantee the legal rights of the employees and build an outstanding work environment through reasonable remuneration and promotion system. Adopt an open and fair communications mechanism and channel to achieve the goals of promoting equal rights at work and prohibiting discrimination.
Each year evaluate and review the effectiveness of the internal work procedures and management measures based on the five guidelines of the human rights policy to mitigate related risks of human rights issues.
2022 Evaluation results:

Labor rights and interests

Goals：Strictly abide to the local labor laws and related international human rights regulations and comply with the “Human rights policy” and charters for internal staffs, prohibits any forms of forced labor.
Assessment Target：All potential employees, All employees
Management Measures：
1. The organization of recruitment and procedures for hiring are in accordance with the “Employment Service Act” and various labor laws and regulations to ensure equal employment.
2. Established a complete personnel charter and conduct regular reviews and corrections. Clearly stipulate the rights, obligations, and management matters of both parties for labor and management. Our personnel rules and regulations are available on our intranet for employees to access, and we also explain labor rights and benefits to new employees on the day they come on board and during new employee orientation.
3. An attendance system is used to verify the employees’ working hours. If the daily working hours are exceeded, the system will notify the employees to checks the facts and the need for overtime work. In addition, the overtime system is used to control overtime applications. Employees are allowed to work overtime only after they agree to it, after the supervisor in charge has evaluated the necessity of working overtime, and the system has verified that it meets the requirements of the Labor Act on Labor Attendance and Leave.
4. The personnel unit of every department will regularly provide the employee leave chart to the unit’s manager to ensure the employees make proper leave arrangements.
5. Regularly organize educational trainings on labor laws to assist managers and employee from the personnel unit to construct a correct management concept.
Assessment Result for the Year：
- In all recruitment information published by the Company, the salary range and job description are disclosed in accordance with the regulations to ensure information symmetry between employees and employer.
- All employees are granted leave in accordance with the law.
- The Company was fined one time for violating labor standards. We will hire more workforce and optimize processes to improve efficiency and reduce the risk of violating the Labor Standards Act.

Prohibit child labor

Goals：Prohibit the use of child labor throughout the workplace.
Assessment Target：All potential employees
Management Measures：
1. The Labor Standards Act stipulates that a worker over 15 years old, but less than 16 years old, shall be considered a child worker. The Company's personnel rules specify that new employees should be at least 16 years old, and no child worker is hired.
2. The Company has formulated a standardized recruitment form and the HR department follows internal control procedures to interview candidates by phone in advance regarding the candidates' education background and experience. New employees are required to submit supporting documents (e.g., ID documents, education certificates) to avoid hiring child workers.　
Assessment Result for the Year：
- All the employees are over 18 years old. There have been no incidents on the use of child labor.

Anti-discrimination

Goals: Strictly prohibit any forms of discrimination and harassment conducts, regardless of one’s gender, race, age, marital status, religion, political stance, family situation and so on. Fulfilling equality in remuneration, hiring conditions, trainings, and promotion opportunities.
Assessment Target：All potential employees, All employees
Management Measures：
1. The organization of recruitment, and procedures for hiring are in accordance with the “Employment Service Act” and various labor laws and regulations to ensure equal employment and to promote job opportunities.
2. In accordance with the “Labor Standards Act” and other labor laws and regulations, entry-level specialists of the same post are entitled to the same benefits as hired employees. Additionally, for personnel with relevant majors and work experience, the benefits are considered based on education, expertise and certificates, without any difference based on gender or ethnic group.
3. In accordance with the “Gender Equality in Employment Act”, the Company implements measures to promote gender equality at work, including the provision of menstrual leave, maternity leave, leave for maternity checkups, leave for paternity checkups and paternity leave, family care leave, provision of breastfeeding rooms, childcare leave without pays, and provides childcare measures.
4. The Company has a resident physician and medical staff to conduct regular workplace risk assessments for female workers during pregnancy, after childbirth, or when breastfeeding.
5. The “Regulations for Establishing Measures of Prevention, Correction, Complaint and Punishment of Sexual Harassment” and the “Notice of Complaint” have been established to allow employees to file complaints when their lawful rights and interests are infringed or improperly handled. If an appeal case is confirmed to be factual according to the investigation outcome, the offender will be punished according to the level of severity of the case.
6. In addition to providing the necessary food, clothing, housing and transportation for foreign workers, the Company also has dormitory administrators to help foreign workers cope with their daily chores and have appointed interpreter to serve as a communication channel
Assessment Result for the Year：
- Job applicants need to submit various information and fill out application forms which are necessary information for the work.
- The 2023 reinstatement rate after unpaid parental leave is 100%. The retention rate for employees who returned to work in the previous year and as of 2023 those who remain is at 100%.
- There are 2 nursing rooms in Wang-Tien Factory area, 1 nursing rooms in Zhangbin Plant.
- The Company has signed 2 contracted nurseries and childcare centers and 1 contracted postpartum care center.
- The Company hired 25 employees with disabilities and assigned them to appropriate duties according to their qualifications. This was beyond the statutory requirement of hiring at least 13 people with disabilities.
- There have been no notifications and appeals of discrimination cases.

Create good Labor-management relations

Goals：Assist employees in maintaining health and well-being and work life balance.　Provide smooth communications channel and committed to promoting harmonious labor-management relations.
Assessment Target：All employees
Management Measures：
1. Established the Employee Welfare Committee and the allocation of welfare funds for a fixed amount on a monthly basis, provide cash as gifts for weddings and condolences for funerals, scholarships for dependents, parental subsidies, hospitalization subsidies for employees and dependents, emergency payments, gifts, or vouchers for three festivals and so on.
2. Organize various leisure activities, travels, department social events from time to time, and signed a corporate special stores cooperation agreement, to offer plenty of employee welfare measures.
3. The Company subsidizes the costs for employee activities, venue fees and lecturer fees, to encourage employees to organize various leisure activities to relieve stress.
4. Each year, organize the employee health checkup and health promotion activities. In concert with the employee health checkup results, keep track of the employees with high health risks to support them in their health management.
5. Set up appeal channels to implement employee feedback mechanism and concept of gender equality. Regularly organize monthly meetings, seminars, advocate important company information and for employees to express their opinions.
Assessment Result for the Year：
- In 2023, the Company allocates employee welfare funds NT$ 12.96 million to the Employee Welfare Committee, and the employee welfare expenses were approximately NT$ 12.78 million, of which welfare education subsidies accounted for 22%,
  leisure and cultural activities accounted for 50%, and holiday benefits accounted for 28%.
- There are 37 special contracted merchants, including national sports centers, restaurants, hotels, and kindergartens. As of 2023, 13 clubs have been established.
- Organized the health promotion activities with an accumulated 1,271 participants.
- Wang-Tien Factory area held 5 labor management conferences and 4 safety and health committee meetings; Zhangbin Plant held 4 labor-management conferences during the year.
- Each plant regularly arranges occupational safety and health-related communication meetings, seminars, general manager meetings, and monthly meetings to discuss workplace safety related issues.

Provide a work environment that is healthy and safe

Goals：“Zero Hazard” as the management goal to promote continuous improvement, encourage employees to make innovative proposals, discover abnormal work or savings in expenses, design improvement plans. Execute various preventive measures and hazard prevention to provide employees a safe and healthy work environment.
Assessment Target：All employees
Management Measures：
1. Promote the SNPM (Sinon-Productive-Management) activities using 6S as foundation and QC technique to strengthen the corporate management.
2. Regular inspection and maintenance of the workplace tunnels, lightings, fire control, buildings and so on mechanical equipment that is important to the labor safety and health. This is to ensure the environment and employee personal safety.
3. Encourage employees to make innovative proposals, discover work anomalies or cost savings, and conceive improvement plans.
4. Each year, organize safety and health educational trainings and disaster prevention drills within the factory on a regular basis for the employees and vendors.
5. Conduct identification and evaluation of risks on all types of hazards that might arise from the various processes, activities, facilities, and manufacturing processes that involve personnel, mechanical equipment, raw materials, business methods. Utilize goals and management plans to lower high-risk hazards to achieve zero hazards as the goal.
6. Each quarter, review the source of occupational hazards and the occurrences of major false alert reporting. Develop countermeasures for the root causes.
Assessment Result for the Year：
- In 2023, there were no employee disability injuries and no occupational diseases.
- The Construction & HSE management Department conducts monthly SNPM (Sinon Productive-Management) activities (unannounced inspection). 600 items failed to pass the annual internal inspection in Wang-Tien Factory area and 80 items failed to pass the annual internal
  inspection in Zhangbin Plant. The improvement achievement rate was 100% in both cases