Issue Date：August 07, 2025
 

As a responsible corporate citizen in the electronics industry, Coretronic comply with the Responsible Business Alliance (RBA) Code of Conduct and uphold various international human rights conventions, including the “Universal Declaration of Human Rights (UDHR)”, the “United Nations Global Compact (UNGC)”, the “United Nations Guiding Principles on Business and Human Rights (UNGPs)”, and “International Labor Organization (ILO)”. The Company are committed to preventing any human rights violations, clearly affirming its pledge to treat and respect workers with fairness and equity, while complying with relevant government laws and regulations. The Company have established a “Human Rights Policy”, and in 2024, secured full employee commitment through a company-wide signing campaign. Furthermore, in 2025, the Headquarters is the first to undergo SA8000 Social Accountability Management System certification, with the aim of using third-party verification to assess its implementation of human rights protection, prohibition of forced labor, and occupational safety management objectives.


Following the“Human Rights and Social Responsibility Policy” signed by the Chairman in 2025, Coretronic will continue to comply with local labor and gender equality regulations and implement relevant policies and measures to safeguard human rights. The Company will also persist in promoting the policy and its principles across the organization, ensuring all employees sign the human rights code to enhance awareness and strengthen competencies in all areas, enabling them to effectively respond to a variety of challenges.
 

Goals and Performance of the Human Rights and Social Responsibility Policy

 
Policy Goals 2024 Performance
Prohibition of Child Labor No child labor under the age of 16 was used. If child labor is identified, assistance/remediation shall be provided. At the same time, we ensure that workers under the age of 18 (young workers) do not perform work that is likely to jeopardize their health or safety, including night shifts and overtime. We have proper management plans of student workers.
  • No individuals under 16 were employed.
  • All outsourced labor providers complied with child labor regulations, including industry-academia collaboration and summer internships, with no workers under 16.
     
Prohibition of Forced or Compulsory Labor Forced labor in any form, including but not limited to, bonded (including debt bondage) or indentured labor, involuntary or exploitative prison labor, slavery or trafficking of persons is not permitted. This includes transporting, harboring, recruiting, transferring, or receiving persons by means of threat, force, coercion, abduction or fraud for labor or services. Meanwhile, unreasonable restrictions on workers’ freedom of movement and holding workers’ identity or immigration documents are strictly prohibited.
  • No incidents of forced labor occurred.
Occupational Safety Management We value occupational safety, and strengthen training and propaganda. Establish proper emergency injury handling measures, strengthen worker’s protection programs to prevent from work injuries, and maintain employee health. Regularly update and review regulations related to occupational safety and environmental protection, and continuously improve.
Freedom of Association & Right to Collective Bargaining Respect the right of all employees to form and join trade unions of their own choosing, to bargain collectively, and to engage in peaceful assembly as well as respect the right of workers to refrain from such activities. Employees and/or their representatives should be able to openly communicate and share ideas and concerns with management regarding working conditions and management practices without fear of discrimination, reprisal, intimidation, or harassment.
  • A total of 14 clubs were established and subsidized.
  • China plants established labor unions.
  • Wujiang plants established “Labor Relations Coordination Committee”
     
Non-Discrimination & Humane Treatment We commit to a workplace free of harassment (including sexual harassment and non-sexual harassment) and unlawful discrimination, and harsh or inhumane treatment of employees are strictly prohibited. We commit to creating a diverse workplace. We do not engage in discrimination or harassment based on ethnicity, class, language, thought, religion, political party, place of origin, place of birth, gender, sexual orientation, age, marital status, appearance, facial features, physical or mental disability, horoscope, blood type, nationality, regional or social origin, family responsibilities, union membership, political opinions, race, color, gender identity or expression, disability, pregnancy, political affiliation, covered veteran status, protected genetic information or past membership in any labor union in hiring and employment practices, and causing unfair situation. Meanwhile, we provide employees with appropriate places to conduct religious activities.
  • No complaints of discrimination or harassment were reported.
Disciplinary Practices We treat all employee with dignity and respect. We do not engage in or tolerate the use of corporal punishment, mental or physical coercion or verbal abuse of employee. No harsh or inhumane treatment is allowed.
  • No disciplinary cases occurred.
Working Hours Working hours complies with applicable laws, and overtime hours shall not exceed 12 hours per week except in emergency or unusual situations. All overtime shall be voluntary. Workers shall be allowed at least one day off every seven days.
  • Night shift broadcasts and patrol staff are in place to remind employees to avoid excessive working hours.
  • “Work Attendance Push Notifications” are used to promptly inform employees and their direct supervisors of attendance status, helping to prevent overtime.
Wages & Benefits Wages shall meet the living needs and in compliance with all applicable wage laws. All employees should receive equal pay for equal work and qualifications. Deductions from wages as a disciplinary measure are not be permitted.
  • Entry-level personnel (direct labor) at Taiwan plants received a starting salary of NT$27,470 for both men and women.
  • Entry-level personnel (direct labor) at Wujiang plants received a starting salary of RMB 2,490 for both men and women.
  • Entry-level personnel (direct labor) at Kunshan plants received a starting salary of RMB 2,640 for both men and women.
  • The salary ratio by gender was approximately 1:0.989 at Taiwan plants, 1:0.959 at Wujiang plants, and 1:0.924 at Kunshan plants, demonstrating near pay equity.
  • A “Golden Vacation Week” was arranged, providing five days of paid flexible leave to ensure adequate rest.
Worker/Stakeholder Engagement & Continuous Improvement We have established a series of communication channels to receive opinions from stakeholders. At the same time, the Social Performance Team (SPT) is established to conduct regular risk assessment and internal control management to promote continuous improvement of the management system.
  • Quarterly labor-management meetings are held at each plant. In 2024, a total of 16 meetings were conducted, and meeting minutes were published on the internal company website to ensure transparent communication.
  • China plants held 13 topic-based symposiums.
Management of Suppliers and Contractors We conduct due diligence on suppliers/subcontractors, private employment agencies and sub-suppliers’ compliance with the SA8000 Standard to fulfill the requirement of social responsibility.
  • The “Responsible Business Alliance (RBA) Code of Conduct” is included in the “Sustainability Commitment Statement”, which suppliers and contractors were required to sign. The signing rate reached 96%.
  • Annual RBA audits were conducted to assess suppliers’ social risks. In total, 65 suppliers were audited, with a 100% audit coverage rate and a 100% pass rate. No incidents of child labor or forced labor occurred.


Human Rights Training

The annual “Human Rights Training” program is a required course for all employees. In 2024, the course covered two topics: “Coretronic Human Rights Policy” and “Overcoming Unconscious Bias: Becoming a Workplace Partner”. At Taiwan plants, the course was launched in October with 1,583 expected participants, all of whom completed the training, achieving a 100% completion rate. At China plants, the course was conducted in April and December, with 2,803 expected participants and a 100% completion rate as well. All employees were also required to sign the “Coretronic Human Rights Code”, with a 100% signing rate.

Human Rights Incident Complaint Channels

  • Internal communication channels include the 8585 hotline and mailbox, physical employee suggestion boxes, employee free service hotline, Employee Information Platform (EIP), employee discussion forums, labor-management meetings, and Employee Welfare Committee meetings, providing employees with various platforms to express concerns.
  • The official website has a “Complaint Channel for Stakeholders and Employees” for external personnel to report or complain.
  • Each complaint case is forwarded by the receiving unit to the responsible unit of the issue, and communication with the employee is conducted based on the content of the issue.
  • The issues and handling results of each complaint case are filed by the Audit Office to ensure reasonableness and compliance.

Management Review

To implement the spirit of the Responsible Business Alliance (RBA), Coretronic established the labor and ethics management system in 2022 and held the first Labor and Ethics Management Review Meeting. During the meeting, the procedures for management review, evaluation and management operations, target setting, and management plans were reviewed and approved. In 2023, Coretronic conducted its first “Coretronic Labor Human Rights Risk and Ethical Risk Identification” at Taiwan plants. The results showed no unacceptable risks and compliance with RBA standards. Based on the conclusions of the 2023 Labor and Ethics Management Review Meeting, the identification scope was expanded in 2024 to include China and Vietnam plants. Each plant developed its own “Labor Human Rights Risk Identification Form” and “Ethical Risk Identification Form”, referencing the RBA self-assessment questionnaire and considering local laws and languages. These forms were distributed to department-level managers for self-evaluation and subsequently reviewed by their supervisors. The consolidated assessment results were submitted to the Labor and Ethics Management Review Meeting for evaluation. For any items identified as having “unacceptable risk”, improvement targets and management plans were established accordingly.

Coretronic treats and respects labor with fairness and justice while complying with relevant governmental regulations. China and Vietnam plants have also proactively invited third-party verification companies to assess their level of RBA compliance. In 2024, China and Vietnam plants participated in the identification for the first time, and the data complies with RBA Standards. A total of 440 identification forms were distributed, and all were returned, achieving a 100% response rate. The risk identification results indicated that there were no unacceptable risks in the areas of labor human rights and ethics compliance across all plants, demonstrating conformance with RBA standards.



Future Plans

Coretronic will continue to implement Human Rights Policy across all aspects of corporate operations management, and deepen employees' and supervisors' understanding of human rights policies.

  • Adjust identification targets to include newly promoted or newly appointed department-level managers (irregular identification) and center-level managers (annual identification).
  • Review the appropriateness of the Human Rights Policy annually and launch a required company-wide training course titled “Social Responsibility and Ethical Risk Training” (formerly “Human Rights Training”).
  • In 2025, plan and implement a human rights due diligence process based on the Human Rights Policy and risk management framework.
     
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