Human Rights Policy

Issue Date：January 21, 2025
 

Human Rights and Social Responsibilities Policy

As a corporate citizen in the electronics industry, Coretronic agrees to not only comply with the RBA Code of Conduct and SA8000 Standard, as well as recognize and observe various international human rights conventions, such as the Universal Declaration of Human Rights, the United Nations Global Compact, the United Nations Guiding Principles on Business and Human Rights, and the International Labor Organization, but also eliminate any infringement or violation of human rights and clearly set out our commitment to fair and equal treatment and respect for workers while abiding by the relevant laws and regulations promulgated by the government.
 

Aside from conforming to local laws and regulations related to labor and gender equality at work in regions where our operations are located, we have also formulated human rights protection and labor policies, as well as implement related measures. We continue to promote human rights and social responsibilities policies, practices, and principles, ensure that all our employees are aware of human rights through the signing of the human rights code, and bolster their literacy in various areas so that they are able to cope with different challenges in a reasonable manner.
 

• Diversity, inclusion, and equal opportunities

Coretronic maintains a work environment with gender equality and diversity; upholds the open and fair principle; and ensures no discrimination based on age, gender, disability, ethnicity or national origin, religion, political affiliation, or pregnancy. Coretronic also eliminates forced labor and employment/work discrimination of all forms, prohibits harassment, respects privacy, and is committed to creating a work environment with equal opportunities, dignity, safety, and equality, and free of harassment and unlawful discrimination.
 

Targets	Ensure no disparate treatment in employee recruitment, promotion, and compensation based on race, class, language, ideology, religion, party affiliation, place of ancestry, place of birth, gender, sexual orientation, age, marital status, physical appearance, physical or mental disability, or past union membership. Ensure development opportunities for ethnic minorities without affecting operational efficiency and overall fairness. Set out the aforesaid equality commitments in the "Operating Procedures for Employee Recruitment."
Risk Assessment	Unless it is necessary for job duty implementation, Coretronic will prevent any unlawful discrimination according to its internal control procedures, starting from the recruitment process For the aspect of employees management, we value the importance of "employees’ capability and suitability" and the irrelevant personal characteristics will not be used as management indicators
Approaches	Regularly review the ratio of age and gender to maintain diversity and equality, provided that the objective factors are equal Employees can report issues in real time through various channels such as the 8585 hotline and mailbox, employees’ physical feedback box, employees’ free service hotline, EIP employees exclusive website, employees’ discussion forum, labor and management meeting, and welfare meeting, etc Reveal the implementation results of the review lists in the annual ESG Report
Improvement Measures	Review the tolerance of diversity and equality of opportunity at all domains in accordance with the practical management; and review the working environment and regulations at all time in compliance with government laws and environment changes in the society For any violations to the "Coretronic’s Human Rights Policy," it is necessary to conduct improvement measures with the supervisor and recover the employee's rights
Performance in 2024	No cases of discrimination were reported at Coretronic. In terms of gender, the male-to-female employee ratio at Coretronic was about 5:3 due to the nature of jobs at our company. The starting monthly pay for both male and female first-line employees (direct workers) was NT$27,470, which was in line with the minimum wage standard in Taiwan. In 2024, the male-to-female pay ratio across all employee categories was about 1:0.989, reflecting nearly equal pay for both male and female employees at Coretronic.

 

• No child labor

Coretronic abides by local laws and regulations governing the minimum age of employment and ensure no child labor.
 

Targets	Do not accept applications for positions at Coretronic from applicants under the age of 16, except for interns receiving cooperative education in accordance with the rules and regulations promulgated by the government, and disclose the aforesaid commitment in the "Operating Procedures for Employee Recruitment" and related procedure forms.
Risk Assessment	The preceding principle of prohibiting child labor is stated in the data sheet and process documentation for employee recruitment
Approaches	Applicants should provide their age information on the recruitment sheet. No interviews will be arranged for applicants who are under the age of 16 The recruited employees must provide relevant identification documents (such as ID card, driver's license, national health insurance card, proof of educational diploma, etc.) on the on-board day to verify that they are over the age of 16 before official recruitment For the industry-education cooperation internships that are conducted in accordance with the government regulations, the intern students who are under 16 years of age must submit the agreement of their legal guardian before entering the factory for internship
Improvement Measures	For the industry-education cooperation internships that are conducted in accordance with the government regulations, the intern students who are under 16 years of age must not engage in any heavy or dangerous work duties
Performance in 2024	No person under the age of 16 was recruited by Coretronic. All manpower outsourcing units engaged by Coretronic did not employ child labor, including people under the age of 16 for industry-academia collaboration programs and summer internships, as required by law.

 

• Compliance with minimum wage

Coretronic provides employees with pay equivalent or even superior to the mandatory minimum wage and employees benefits.
 

Targets	Pay all employee salaries according to the minimum wage levels stipulated in local laws and regulations in regions where our operations are located, and take out social insurance for all employees in compliance with the relevant laws and regulations. Provide insurance and benefits beyond those required by law. Set out the aforesaid commitments in the "Coretronic Corporation Work Rules."
Risk Assessment	The wages of new employees are based on the "Salary Management Regulations" and all starting salaries for all jobs/positions of the Company are better than the minimum wage stipulated in local laws and regulations
Approaches	New employees need to sign a job offer notice on the on-board day, in which the salary is stated to ensure that the employment terms agreed by both parties meet the laws and regulations The monthly salary payout shall provide breakdown details and calculation to ensure that the content of the payment is in compliance with the laws and regulations Review the wage of internal staff on a regular basis to ensure it is in compliance with the updated minimum wage announced by the government and the wages of all employees are in compliance with the laws and regulations
Improvement Measures	Review the wage of internal staff on a regular basis to ensure it is in compliance with the updated minimum wage announced by the government; if the wage of employees is lower than the minimum wage that will take effect, the wage of employees shall be adjusted in time to be in compliance with the laws and regulations Regularly review salary standards and specifications with reference on salary standards on the market, to ensure that the salary standards of the Company meet the market standards
Performance in 2024	The starting monthly pay for both male and female first-line employees (direct workers) was NT$27,470, which was in line with the minimum wage standard in Taiwan.

 

• Reasonable working time

Coretronic establishes a legal and reasonable working time management plan and periodically review and manage employee attendances.
 

Targets	Set up a work hour system and management plans according to local laws and regulations in regions where our operations are located. Make overtime work arrangements in accordance with the relevant laws and regulations with employees’ consent based on operational needs, and provide employees with overtime pay or compensatory day-off according to their wishes. Set out the aforesaid commitments in the "Coretronic Corporation Work Rules," the "Regulations Governing Work Hours Management," the "Regulations Governing Overtime Management," and related procedure forms.
Risk Assessment	Create attendance management system, overtime plan and management system according to the aforementioned commitments of work time The information system will immediately prohibit any overtime plan if the overtime arrangement does not meet the regulations The supervisor of all departments are responsible for the employees’ attendance and overtime arrangement to care for the physical and mental health of employees and ensure that they are in compliance with the laws and regulations
Approaches	If a job attendance is identified as not meeting the regulations by the attendance system, a "notice of abnormal attendance" will be issued to the employee and his/her direct supervisor, to control the potential risk in a timely manner If an overtime arrangement proposed by the employees is identified as not meeting the regulations by the attendance system, a warning message will be issued and the overtime plan will not be granted If the employees’ accumulated attendance or overtime hours is close to the limit stipulated in the regulations, a "reminder of abnormal attendance" will be issued to the employee and his/her direct supervisor
Improvement Measures	Submit the overall attendance report to the supervisor on a regular basis and indicate the items that have the potential risk of working hours, to help the supervisor make manpower and work arrangements
Performance in 2024	We made a special arrangement for the "Golden Week" by giving five-day flexible leave so that employees can rest with peace of mind. Night broadcasts and patrols were arranged to prevent excessive work hours for employees. The "attendance and work hours push notification" was introduced to promptly remind employees and their supervisors of their attendance status, as well as prevent excessively long work hours among employees.

 

• Workplace Health and Safety

Coretronic values workplace safety and health, hoping that all employees can work in a healthy, safe, and humane environment and maintain mental and physical health. Building a healthy and safe workplace and maintaining zero occupational accident are the goals of all plants in Taiwan.
 

Targets	Actively carry out various health promotion activities, as well as conduct post-activity effectiveness assessments and develop improvement strategies, with a view to ensuring that all employees are able to receive good health care, and creating a healthy, safe, comfortable, and friendly workplace for all employees. Establish the Occupational Safety and Health Committee, which is tasked with reviewing matters related to occupational health and safety and rolling out annual occupational health and safety targets while promoting a safe workplace and the prevention of occupational disasters on an ongoing basis.
Risk Assessment	In order to effectively reduce employees’ risk of exposure to hazards and occupational diseases, the Company stipulated the operating instructions in response to the emerging health issues at the workplace in the Occupational Safety and Health Act such as motherhood, human factors engineering, overloading and illegal violations, and provides personal health advice and related improvement measures to ensure the health of employees As for the aspect of safe working environment and management, in addition to continuously promoting energy savings, carbon reduction and reduction of industrial waste in the factory areas, the education and training are conducted on a regular basis, to enhance employees' awareness of occupational safety and health
Approaches	As for the aspect of health protection, a questionnaire evaluation is conducted every two years to analyze and identify the high-risk groups and appointments with medical doctors will be made for consultation and advice For continuous improvement of the environment, safety and health management, the ISO 14001 environmental management system, OHSAS 18001 and CNS 15506 Taiwan occupational safety and health management systems were established to achieve the goals of "implementation of risk management, prevention of disasters and unhealthy circumstances, enhancement of employees' safety and health awareness, creating a safe and comfortable working environment, prevention of pollution, industrial waste reduction and recycling, improvement of recycling efficiency, and commitment to becoming a green corporate"
Improvement Measures	Conduct employees’ educational training, inspections on the working environment, internal/external audits and review of the entire company’s environment, safety and health operations, to ensure a safe working environment and effectively prevent occupational disasters Stipulate plans for the prevention of occupational disasters, with the inspection goals of improving the working environment and enhancing the safety measures of machinery and equipment, as well as to follow the regulations on accident management and practically carry out the investigation, analysis and improvement of the notification system
Performance in 2024	Artworks and music provided in public spaces to relieve work pressure and build up a healthy workplace. Various sports events such as stair climbing competition and company-wide sports day were held with the aim of encouraging employees to exercise and maintain their health. Occupational health and safety measures

 

• Freedom of association

Coretronic respects the rights and interest of employees and entitle employees the freedom of association. Apart from establishing various clubs, we actively encourage employees to joint these clubs.
 

Targets	Establish the Employee Welfare Committee to protect employees' welfare, where employee representatives are elected to the committee in accordance with the law to protect employees'  rights. Encourage employees to take part in leisure and welfare activities, and protect employees' right to establish clubs and societies in accordance with the "Regulations Governing the Management and Subsidiaries of Club and Society Activities by the Employee Welfare Committee."
Risk Assessment	The social clubs can be formed after the required number of members have signed up and reported to the Welfare Committee
Approaches	The establishment and operations of the employees' social clubs will be supervised by the Welfare Committee, which are based on the interests and benefits of employees, not to violate the good customs of the society and not to affect the rights and benefits of other employees The Welfare Committee provides funds for legally established social clubs and their organized activities, so that the employees’ social clubs can successfully operate
Improvement Measures	The establishment and activities of the employees' social clubs will be supervised by the Welfare Committee on a regular basis; the Welfare Committee will correct any violations to employees' rights or other illegal affairs regarding the employees' social clubs
Performance in 2024	A total of 14 clubs and societies were established.

 

• Collective bargaining

Coretronic has established operating procedures and arranged comprehensive channels for communication between labor and management, publicize organizational policies and systems, welfare policies and various activities. Employees can also fully express their opinions through such procedures and channels, so that we can make timely responses and assistance. For full communication and effective problem-solving, we hold labor-management meetings regularly and set up the 8585 employee opinion box and hotline, in order to create a happy enterprise for employees.
 

Targets	Convene labor-management meetings on a regular basis in accordance with the "Labor Standards Act" and the "Regulations for Implementing Labor-Management Meeting," where labor representatives are elected by employees to conduct labor-management negotiations on company operations and employee issues, with the aim of safeguarding employees' rights, creating a win-win labor-management system, establishing a two-way communication channel between employer and employees, and maintaining harmonious labor-management relations.
Risk Assessment	In accordance with the laws and regulations, the labor-management meetings are conducted every quarter by each factory, respectively. The discussion subjects and meeting records will be retained for the competent authority’s review and ensure that the labor-management meetings are conducted as scheduled The meetings of the Welfare Committee are conducted on a regular basis, to ensure the implementation of employees' welfare related affairs The subjects proposed by the employees via the employees' comment channels will be transferred from the receiving unit to the responsible unit and communication with employees shall be conducted according to the contents of the subject matter
Approaches	The records of labor-management meeting are retained in accordance with the laws for the competent authority's review and ensure that the labor-management issues are practically handled The records of the Welfare Committee meeting shall be announced annually, to ensure the welfare of the employees and fair use of resources The subjects proposed by the employees via the employees' comment channels and the processing results will be reviewed and retained by the audit office of the Group, to ensure these subjects are reasonable and compliant to the regulations
Improvement Measures	With the application of diverse feedback channels and on the basis of labor-management meetings and welfare committee meetings as these two approaches can complement each other, to ensure the smooth communications and negotiations between the labor-management mechanism and the employees’ rights and benefits will not be affected
Performance in 2024	Labor-management meetings are convened by each Coretronic plant on a quarterly basis. In 2024, a total of 16 labor-management meetings were convened, with the minutes of these meetings disclosed on our intranet site to ensure open communication of opinions.

 

Human Rights Education and Training

We conducted the "Human Rights Policy Course" at plants in Taiwan, which was mandatory for all employees. Out of the 1,583 employees required to attend this program in 2024, 1,583 completed this course and signed the "Statement of Human Rights Principles," representing a 100% training completion and signing rate.
 

Internal Communication Channels for Employees

• We have established a series of communication channels, including the 8585 hotline (+886-37-777000 ext. 8585) and mailbox (8585@coretronic.com), physical suggestion mailboxes, employee information portal (EIP), employee forum, labor-management meetings, and the Employee Welfare Committee, which are made available for employees to report any problems.
• Several channels of complaints against violations of professional ethics for stakeholders and employees have been provided on our official website, so that external personnel can lodge a complaint or file a report.
• Each complaint will be transferred from the receiving unit to the responsible unit before communication is established with the employee involved according to the content of the subject matter.
• The issues related to each complaint and the corresponding processing results will be reviewed and retained by the audit office to ensure that each complaint is handled in a reasonable manner and in compliance with the relevant laws and regulations.

Management Review

In an effort to implement the spirit of the RBA, we established the labor and ethics management system and convened the first labor and ethics management review meeting to complete the audit of the management review, evaluation, and management procedures, as well as objectives and management plans in 2022. In 2023, labor human rights risks and ethical risks were assessed, and no unacceptable risks were found.