Policies and Specific Management Programs for the Protection of Human Rights

Policies and Specific Management Programs for the Protection of Human Rights 

With reference to the Universal Declaration of Human Rights and the ILO International Labour Organization (ILO) Conventions, the Company has formulated policies and specific management plans for the protection of human rights, including the prohibition of child labor, the prohibition of forced and compulsory labor, the prohibition of punitive measures, the prohibition of discrimination, and the management of health and safety, etc. The Company has also formulated a series of management plans for the protection of human rights.  

Prohibition of child labor 

Our company is committed to strictly implementing the "Management Procedures for Prohibition of Child Labor", formulating the corresponding "Social Responsibility Policy", and communicating it to all employees and other stakeholders, declaring the company's policy of prohibiting child labor and not employing anyone under the age of 18. Candidates must have their identity card, academic qualifications, or other necessary documents (e.g., household registration, residence permit, etc.). Applicants must come to the factory for an interview and fill out the "Personnel Information Form" according to the date notified for the interview; those whose identity cannot be determined by the documents will not be interviewed. During the interview, the personnel department will conduct a preliminary test to check whether the applicant meets the requirements of the employer and whether he/she has violated the "Child Labor Prohibition", and then notify the employer to conduct a re-interview after explaining the company's relevant personnel regulations to the applicant. When the employer conducts a re-test, the employer must first confirm whether the applicant has the status of prohibited child labor, and then conduct a re-test of the applicant's job knowledge and skills.  

Prohibition of forced and compulsory labor

Employees have the right to leave the workplace after completing their standard working hours. The Personnel Management Unit and the Social Responsibility Management Committee, in accordance with the Social Responsibility Policy, communicates to all employees and other stakeholders that any form of forced or compulsory labor (such as corporal punishment, threats, etc.) is expressly prohibited. The employment of employees shall be based on the free will of the applicant. The principle of free will of the applicant shall be followed, and it is prohibited to use any coercive or deceptive means to recruit employees. No referral fees, deposits, security deposits, or other fees for other reasons shall be charged as a condition of employment. Not to seize employees' personal documents (e.g., ID cards, photos, etc.). and force employees to sign unreasonable or illegal labor contracts. Employees shall not be forced to continue to work in the factory by means of withholding their documents, property, benefits, etc. after they have started working in the factory. Employees shall not be forced to continue working by means of withholding their documents, property, benefits, .... Managers must provide necessary training and instruction to employees in accordance with the "Employee Training Control Procedures" in order to meet the requirements of safe and successful work. In the event of rework due to non-compliance of the product without the necessary training, the employee shall not be forced to work longer hours without compensation or be penalized.

 Prohibition of Punitive Measures .

The Company shall treat all employees with dignity and respect. The Company shall not engage in or support corporal punishment, mental or physical coercion, or verbal abuse, nor shall it treat employees in a rude or inhumane manner. Units may not physically punish or verbally abuse employees for work errors or mistakes. Forced labor by means of violence, threat or illegal restriction of personal freedom is strictly prohibited.

Prohibition of discrimination

 Employers shall not discriminate on the basis of gender, and shall pay equal wages for equal work and equal efficiency. The Company shall not engage in or support discrimination on the basis of race, national or social origin, social class, ancestry, religion, physical disability, gender, sexual orientation, family responsibilities, marital status, union membership, political opinion, age, or any other basis in matters relating to hiring, compensation, training opportunities, promotion, termination, or retirement. The Company cannot interfere with the exercise of an employee's right to observe beliefs and customs, or to satisfy needs related to race, national or social origin, social class, ancestry, religion, disability, gender, sexual orientation, family responsibilities, marital status, union membership, political opinions, or any other need that may give rise to discrimination.  

Health & Safety

Management The Safety and Health Management Representative and the Management Department must develop and supervise the implementation of relevant annual plans for safety and health training based on operations such as hazard identification and risk assessment, and regulatory identification assessment, in order to enhance employees' safety awareness and strengthen their safety skills and abilities. Employees must operate in accordance with appropriate SOPs during the work process to ensure the safety and health of all employees and to minimize workplace accidents. Employees must wear personal protective equipment (PPE) appropriate to their job type. The company shall not refuse or delay the issuance of PPE for any reason, and shall not replace the issuance of PPE in any form, and shall encourage and educate employees to wear PPE correctly. Establishment of personal protective equipment collection and use. The management department must provide employees with safe and hygienic drinking water equipment, arrange cleaning staff to clean the toilets every day, keep the test clean and hygienic, and conduct occupational physical examination for employees every year to ensure that they are healthy; at the same time, conduct annual testing of occupational disease hazards in the working environment to ensure that the environmental indicators comply with the requirements of the laws and regulations; and care for the health of employees, such as exercise, diet, rest and relaxation, and so on. The production unit must formulate a maintenance plan for the production equipment every year and carry out maintenance according to the plan, and register the records at the same time. Fire drills and training should be held every six months, including fire escape drills and fire extinguisher operation, etc., with qualified fire-fighting organizations and professionals as instructors. The relevant safety management and operation personnel must be trained and certified by a qualified organization or authoritative organization. Safety management of contractors to ensure safe construction.