| Safe and healthy working environment |
- Establishing dedicated occupational safety and health unit, hiring professional doctors and nursing personnel, and organizing regular occupational safety and health education and training
- Senior executives chair the safety and health meetings on a monthly basis
- Adopting the regulations for hazardous substances (chemicals) and routinely conduct hazardous substances inspection
- Arranging regular differentiated health checkup for employees at highrisk work areas
- Arranging regular on-site visit of doctors in occupational medicine
- Providing a health checkup every three years, and for employees work in closed space, a health checkup is offered once a year for better follow-up and care.
- The care team is established to proactively follow up the subsequent reinstatement of injured employees every month
- Job adjustment or psychological counseling are provided based on the result of health checkup questionnaire together with the evaluation from the doctors in occupational medicine
|
- Discussing job content with supervisors and the occupational medicine doctor
- Providing sufficient medical support (infirmary)
- Lawfully providing leave and compensatory salary
- Rearranging jobs or work areas depending on circumstances
- When the situation is serious, a punishment in accordance with the Work Rules shall apply
- To employees with abnormal health checkup results, providing health education and improvement advice
- Increasing hardware equipment protection and intensifying promotion to employees
|
- Unit supervisors
- HR contact point
- infirmary
- The anonymous platform“ I Have Something to Say”
- Safety and Health Committee members
|
- Frequency: Monthly report
- Method: Email record
|
In 2022, there were a total of 34 employee special care cases (employee medical requests); as of the end of December 2022, 28 cases were closed and 6 cases were ongoing (crossyear cases) |
| Prohibit forced labor and child labor |
- During an employee’s employment period, we monitor our compliance with various standards including the provisions in the Employment Service Act and labor laws and regulations to prevent child labor and forced labor, and we have explicitly prohibited child labor and forced labor in our Work Rules and relevant laws and regulations.
- Committee members of the labor side reflect diverse employee opinions to make sure the Company meets laws and regulations
- Adopting the“ Prevention Plan for Illegal Infringement at Work/ Overload Hazards” (set by the Company) and explicit grievance channels, and senior executives of the Company signing the Statement for Preventing Violence at Workplace” to declare zero-tolerance for workplace violence.
|
- Compensating with well-deserved overtime payment or compensatory leave
- Properly adjusting duties of the employees or assisting them in improving work efficiency depending on circumstances
- Carrying out counselling, health education, job adjustment and following up improvements based on the evaluation result of the“ Prevention Plan for Illegal Infringement at Work/Overload Hazards” (set by the Company)
|
- I Have Something to Say (anonymous)
- HR supervisor contact point
- The anonymous platform“ I Have Something to Say”
|
- Frequency: within 20 days after the occurrence of the incident
- Method: Grievance cases received shall be closed and reported to the senior within three months
|
No grievance case concerning human rights |
| Employees forming and joining labor unions to exercise labor rights |
- Regular annual labor–management dinner for relationship building
- Stoic communication and rational interaction for finding the win-win consensus
- Senior executives regularly attend the employee representatives’ meetings and interactive activities of the union
- Assisting in the handling of monthly union fees and the applications of new members
- The calendar for the following year and duty adjustments shall be discussed by the union lawfully
- Organizing regular labor–management meeting in accordance with relevant provisions of the“ Labor Standards Act”
|
- Carrying out communication meetings for weaknesses identified in the employee satisfaction questionnaire to confirm the subsequent improvement program and reach a consensus
- Mediating and negotiating according to internal procedures
- If an issue reported by the union is not concluded, it will be submitted to senior executives for discussion
- Hosting regular union directors and supervisors’ meetings to discuss issues in connection to employees
|
- Contact point of the union
- Contact point of the management
- I Have Something to Say (anonymous)
|
- Frequency: within one month after the occurrence of an incident
- Method: Followup in the directors and supervisors’ meetings and the labor– management meetings
|
No grievance case concerning human rights |
| Employees maintaining physical and mental health and work–life balance |
- The Employee Welfare Committee members and the activity contact point of the plant work together to promote participation in health promotion activities
- Routinely reviewing employees who work overtime too frequently and reminding them for proper rest, and negotiating shift adjustment with employees beforehand to reach a consensus
- Introducing Employee Assistance Program (EAP), which provides professional consultation and medical services including employee psychology, law, finance, health and management.
- Integrating resources from external lifeline association, HR unit, nurses, and occupational medicine doctors to provide the health management program for monitoring and assistance
- Arranging shift of relevant units to handle emergency and oversee construction
|
- Listing employees with high overtime hours and informing supervisors to provide assistance and care
- Providing consultation record for further care and offering individuals concerned assistance and support at work (same as the EAP)
- Employees who are unable to take leave due to their shift can arrange leave or adjust their leave
|
- I Have Something to Say (anonymous)
- Contact point of the Employee Welfare Committee
- Contact point of the host unit
- EPA consultation hotline
|
- Frequency: within one month after the occurrence of an incident
- Method: Control by system and follow-up by meetings
|
No grievance case concerning human rights |
| Work hours and salary |
- Hiring sufficient number of employees aligning with production needs to avoid insufficient manpower and thereby excessive work hours
- Establishing a complete work hour management system and setting up the overtime alarm. Sending emails or messages to employees whose work hours exceed those restricted by laws and to their direct supervisors.
- Continuing to promote the normal work time of the Company and the regulations for extended work hours
- Helping supervise grasp the status of overtime with relevant overtime management reports
|
- Implementing the tracking mechanism for one fixed day off and one flexible rest day per week and no more than 12 work hours per day
- Requiring supervisors to pay attention to the issue of working excessive hours and report the reasons and solutions thereof
- When a senior executive is alerted by the overtime prevention measure, he or she shall immediately take care of such issue and discuss the necessity of dividing the work.
- If the issue of excessive work hours remains, a report will be submitted to the assistant vice president set in the system, who shall take necessary action to restore the employee’s rights.
|
- Unit supervisors
- HR contact point
- The anonymous platform“ I Have Something to Say”
|
- Frequency: within one month after the occurrence of an incident
- Method: control by the system
|
No grievance case concerning excessive work hours |
