Human Rights Concerns

Risks

Management Plans

Freedom of Employment and Equal Treatment

● Prohibiting the Use of Child Labor

● Prohibiting Employment Discrimination

Decline in competitiveness：Workplace discrimination leads to a less diverse and inclusive workplace.

Legal risks：Discrimination may result in litigation and damage to the Company's reputation and financial condition. 

1. Establish human resources management policies to ensure that child labor is not employed, protect the employment autonomy of job applicants, and prevent unfair treatment of applicants based on factors unrelated to job performance, such as nationality, race, gender, age, political affiliation, or physical disabilities.

2. Legally hire employees with disabilities beyond the required quota, assist them with job placement, and establish an accessible and barrier-free working environment. 

Prohibition of forced labor

● Excessive Workload

Talent risks：Forced labor can lead to a loss of talent, requiring the Company to invest more in rehiring and training employees.

Health risks：Forced labor can lead to serious injury or even death, which not only deprives the Company of talent, but also causes psychological trauma to their family.

1. Promote a culture of reasonable working hours in compliance with local labor laws and regulations.

2. Conduct regular internal audits to ensure all business operations comply with relevant laws and standards, particularly those related to labor rights.

3. Provide a safe and healthy work environment, organize diverse activities, and support employees in maintaining physical and mental well-being as well as work-life balance.

Diversity and Inclusion

● Workplace Violence Prevention

● Sexual Harassment Protection

● Gender/Ethnic Equality

Decline in job satisfaction：Indulging in workplace discrimination can lead to lower overall satisfaction and morale.

Reputational Damage：A major incident may result in litigation and damage to the Company's reputation.

1. The Company has established the "Regulations on the Prevention of Unlawful Acts in the Performance of Duties" and the "Measures for the Prevention, Complaint, and Disciplinary Actions of Sexual Harassment." A dedicated complaint mailbox has been set up to handle reports. Depending on the severity of the incident, appropriate corrective actions and disciplinary measures will be taken in response to various forms of discrimination, harassment, or other unlawful workplace conduct.

2. Continuously promote gender equality policies and the prevention of workplace misconduct through advocacy and training, striving to provide employees with a dignified and friendly working environment.

Positive Labor Relations

● Freedom of Association

● Labor Disputes Resolution

● Communication Mechanisms

Low Morale: When labor-management disputes arise or communication between labor and management is ineffective, it can hinder the development of shared values and lead to low employee morale.

1. Hold regular labor-management meetings and Welfare Committee discussions each quarter to address labor relations and welfare measures. In addition, convene an annual employee assembly to enhance communication with employees.

2. Provide diverse communication channels (such as the General Manager's Office email and the online employee suggestion box) to strengthen communication mechanisms.

3. Regularly promote and conduct education and training programs on human rights protection. 

Health Protection

● Maternity Care

● High-Risk Populations

Health risks：Potential hazards in the workplace that may cause injury, illness, or even death to employees.

Legal risks：In the event of a major occupational accident, the company may face fines and criminal liability.

1. Provide employees with a safe and healthy working environment, continuously maintain ISO 14001 and ISO 45001 certifications, and regularly conduct fire drills and various emergency response exercises to strengthen employees' risk awareness.

2. Implement the Maternity Protection Program, with dedicated nurses and occupational physicians providing support from risk assessment and workplace hazard evaluation to job adjustment measures.

3. Establish comprehensive maternity care facilities, such as lactation rooms, designated parking spaces for pregnant employees, and identification badges.

4. Conduct regular health examinations and health surveys in compliance with regulations, and provide health education and counseling for different employee groups.