Human Rights Policy
HIWIN TECHNOLOGIES CORPORATION supports and adheres to the basic human rights principles outlined in the "United Nations Universal Declaration of Human Rights," the "United Nations Global Compact," the International Labor Organization's "Declaration on Fundamental Principles and Rights at Work," the "United Nations Guiding Principles on Business and Human Rights," and the "OECD Guidelines for Multinational Enterprises - Due Diligence Guidance for Responsible Business Conduct." The Company follows the "Responsible Business Alliance (RBA) Code of Conduct" and local laws and regulations in all its global operations. This Human Rights Policy is established to protect the human rights of current employees, suppliers, contractors, joint ventures, communities, customers, and supply chain partners at all global operational locations, adhering to the following principles:
1. Diversity, Inclusion, and Non-Discrimination
In the recruitment, employment, and development of employees, there shall be no discrimination based on gender, race, age, marital status, family status, religion, political affiliation, nationality, appearance, physical or mental disability. We are committed to creating an equal and inclusive work environment, adhering to open and fair principles, and adopting a zero-tolerance policy for any form of discrimination.
2. Equal Pay for Equal Work
Compensation shall not differ based on gender, race, age, or region, ensuring that equal labor yields equal remuneration.
3. Working Hours and Wages
Labor conditions shall comply with legal regulations, including working hours, overtime hours, wage payments, and overtime pay. Additional benefits superior to legal requirements shall also be provided.
4. Opposition to Forced Labor
Any form of human trafficking is prohibited. Employees shall not be forced to work through violence, coercion, confinement, or other illegal methods.
5. Opposition to Child Labor
To protect the physical and mental development of adolescents, individuals under the age of fifteen shall not be employed, and those under eighteen shall be employed in accordance with labor laws.
6. Humane Treatment
We commit to treating employees humanely, prohibiting any form of violence or harassment in the workplace, including sexual harassment, sexual abuse, corporal punishment, physical or mental coercion, verbal abuse, or any form of threat. We strive to create a safe, equal, and harassment-free work environment.
7. Health and Safety in the Work Environment
We are dedicated to enhancing employees' knowledge, attitudes, and practices regarding safety and health. In addition to complying with legal regulations and continuously optimizing management systems, we promote a safety culture and implement diverse health care measures to establish a secure and healthy work environment, preventing occupational accidents and diseases.
8. Positive Labor-Management Communication
We provide diverse communication channels for employees, including labor-management meetings, departmental meetings, and monthly meetings. These channels ensure that employees' voices are heard and their right to collective bargaining is protected, promoting harmonious labor-management relations.
9. Value Chain Responsibility
We expect suppliers to uphold the same business mission as HIWIN, following the "Responsible Business Alliance (RBA) Code of Conduct." All suppliers must provide a safe and healthy work environment, prohibit the use of child labor and forced labor, assist employees in maintaining a balance between work and physical and mental health, and implement the above requirements effectively.
10. Complaint System and Remedial Measures
We have established complaint channels for employees to report various issues (including but not limited to sexual harassment, sexual abuse, corporal punishment, physical or mental coercion, verbal abuse, or any form of threat). Additionally, to ensure gender equality at work and provide a harassment-free environment, we have dedicated complaint channels and a senior management mailbox for preventing sexual harassment. If there are any violations, an investigation will be conducted according to procedures. In cases of human rights violations, disciplinary actions will be taken against the perpetrator, conduct physical and mental health counseling and follow-up for victims and take necessary improvement measures in policies and procedures.
11. Due Diligence and Feedback Mechanisms
To effectively manage human rights issues, we conduct human rights due diligence assessments to identify human rights risks, the potential impact, and the frequency of occurrences. We then implement mitigation and remedial measures accordingly. Additionally, through regular reviews of the implementation effectiveness of human rights governance work, we review and revise human rights policies and management procedures to enhance human rights protection further.
To safeguard the human rights of employees and supply chain partners (including all global factories, subsidiaries, customers, and suppliers), we commit to reflecting the above human rights policy in all commercial and non-commercial activities and any cooperative relationships.
Chairman & CEO Eddie Chuo
March, 2024