Human Rights and Fair Labor Practices Policy

The Company integrates respect for human rights as part of its organizational culture and business processes. Human rights issues are integrated throughout policy setting, work process development, raw material sourcing, product development, personnel management, and business value chain management. This ensures that all activities do not lead to discrimination or rights violations. Furthermore, the Company is committed to developing its human rights policy in line with international standards and complying with the laws of various countries where it operates, covering the entire value chain.

1. The Company integrates human rights principles into all business activities. It treats stakeholders throughout the value chain in compliance with relevant laws, customer requirements, and regulations. This is achieved through the Human Rights Due Diligence process, which serves as the primary mechanism for preventing human rights violations. It covers risk assessment, prevention, and mitigation of potential impacts in key processes such as personnel recruitment, employee development, procurement, and the evaluation of business partners and subcontractors according to the operating system. This aims to create a standard for human rights protection throughout the value chain and promote alignment of operations with the Sustainable Development Goals (SDGs).
2. The Company mandates that the Board of Directors, management, and all related personnel at every level must comply with the human rights guidelines. These guidelines must be integrated into operational processes, strategies, action plans, and human rights work objectives. Furthermore, the Company must monitor, evaluate, and review operations to promote continuous development and improvement, while fostering an organizational culture that respects human rights and treats labor fairly throughout the value chain.
3. The Company protects and respects the fundamental rights of children throughout the value chain, maintaining a strict Zero Tolerance Policy against all forms of child labor. This aligns with key international standards, namely the International Labour Organization (ILO) Convention No. 138 concerning Minimum Age for Admission to Employment and Convention No. 182 concerning the Prohibition and Immediate Action for the Elimination of the Worst Forms of Child Labour. Additionally, the Company adheres to international frameworks for protecting children's rights in other dimensions, in line with the UN Guiding Principles on Business and Human Rights (UNGP) and Children’s Rights and Business Principles (CRBP). This is to ensure that children’s rights to survival, development, protection, and participation are respected in all aspects related to business operations, whether in the workplace, marketing activities, or impacts on the community, guided by the principle of treating all children equally, regardless of race, religion, gender, economic status, or any disability.
4. The Company respects the right to a safe and dignified life for every individual. It supports the Freedom of Speech and Security of employees, customers, business partners, subcontractors, communities, and all stakeholder groups. This coverage extends to children, youth, vulnerable groups, tribal groups, ethnic groups, and indigenous peoples in the areas where the Company operates.
5. The Company respects the rights of consumers and customers to receive accurate and sufficient information about products and services. This allows them to make free choices based on transparency and to receive quality, safe, and standard-compliant products or services. This also includes treating customers fairly, not violating their right to privacy, and providing rights protection in case of damage or dispute.
6. The Company respects the rights of all business partners and subcontractors fairly, based on transparency in the procurement and service provision process. It promotes equal competition and builds trust through an auditable system. The Company expects business partners and subcontractors to conduct business in line with the Supplier Code of Conduct, adhering to the principles of anti-corruption, protection of natural resources and the environment, management of occupational health and safety in the workplace, as well as responsibility towards surrounding communities and society. Furthermore, the Company requires business partners and subcontractors not to violate the fundamental rights of individuals and labor. This includes strict adherence to human rights and labor laws, such as prohibiting child and forced labor, non-discrimination in all forms, protecting the right to association and collective bargaining, controlling working hours in accordance with the law, supporting the employment of the disadvantaged, paying wages no less than the minimum wage, and appropriately and seriously addressing all forms of bullying or harassment.
7. The Company continuously monitors, audits, and assesses risks and impacts on human rights and labor compliance. This covers employees, customers, business partners, subcontractors, communities, and the environment to prevent and reduce potential impacts. Human rights management is integrated into all Company activities and operational processes, along with establishing appropriate guidelines or measures for risk management in conjunction with relevant departments.
8. The Company provides a transparent and easily accessible grievance mechanism for employees and all stakeholder groups. This builds confidence in the investigation process and human rights protection. Complaints will be fairly investigated, appropriately remedied, and the results of the action communicated to the complainant without affecting their rights or resulting in any form of retaliation.
9. The Company respects the right and freedom to utilize resources throughout the value chain, within the scope of relevant domestic and international laws and regulations. It adheres to the principle of not causing negative impacts on the environment, society, and surrounding communities, while supporting sustainable resource management. This aims to create a balance between business operations and social and environmental responsibility.
10. The Company promotes strict adherence to human rights principles by employees, subcontractors, and relevant business partners in accordance with the law. It prohibits all forms of child labor, forced labor, or slavery. It also prohibits discrimination or sexual harassment based on differences in race, religion, age, gender, social status, political beliefs, or other opinions. The goal is to create a safe working environment, promote the participation of employees and stakeholders, and support all employees to freely express opinions and access legally stipulated benefits fairly.
11. The Company promotes knowledge, understanding, and awareness of the importance of fundamental human rights at all levels among customers, business partners, subcontractors, and business allies. This is achieved through communication, training, and strategic cooperation to build mutual trust, transparency, and shared responsibility throughout the value chain.
12. The Company encourages all personnel to treat each other with respect and dignity. This includes honoring one another, accepting differences and diversity, and coexisting on a foundation of equality. Personnel must conduct themselves appropriately according to their roles and duties, adhering to regulations and a positive organizational culture. This is to maintain the Company's good image and reputation.
13. The Company is committed to promoting gender equality and creating an environment that facilitates the participation of women entrepreneurs and leaders. This ensures they receive fair opportunities and benefits in accessing resources, knowledge, and economic infrastructure. Furthermore, the Company protects the fundamental rights, potential development, and social rights of women, persons with disabilities, and other vulnerable groups to support inclusive and sustainable participation and development.

The Company recognizes the importance of labor as the fundamental basis of business operations. Therefore, it commits to treating all workers equally, fairly, and with respect for human dignity. The focus is on creating a safe, standard-compliant working environment and promoting a good quality of life for all employee groups. It also promotes collaboration and provides equal opportunities for personnel to develop themselves. To ensure that employees and stakeholders throughout the business value chain are protected from all forms of labor rights violations and discrimination, the Company has developed labor practices aligned with international standards and the labor laws of each relevant country. It also mandates continuous risk assessment, auditing, and reporting of performance, as follows:

1. The Company does not tolerate the employment of child labor under the minimum legal age in each country, setting the minimum employment age at no less than 18 years. As a proactive measure, the Company has implemented a system to verify the age of employees both within the organization and throughout the business value chain prior to employment. In cases where the employment of young workers (under 18 years of age) is legally permitted, the Company will provide appropriate employment procedures, establish a safe working environment that is not hazardous to health, and does not affect educational opportunities. This is done while fully considering the protection of children's fundamental rights, including the Right of Survival, the Right of Development, the Right of Participation, and the Right of Protection.
2. The Company does not support and will not be involved in the use of forced labor in any form. This includes modern slavery, bonded labor, human trafficking, or any other form of compulsory labor. It prohibits detention, coercion, violence, restriction of freedom of movement, confiscation of identification documents, as well as forcing work without consent or paying unfair compensation. This practice applies to all of the Company’s operations and is an expected standard from business partners throughout the value chain. All business partners must comply with international labor standards and conduct periodic risk audits to prevent human rights violations.
3. The Company ensures that internal personnel, as well as all levels of business partners and subcontractors, especially Critical Suppliers, strictly comply with human rights and labor requirements. This includes prohibiting all forms of child labor, forced labor, slavery, and human trafficking. It also covers strict adherence to labor laws in terms of working hours not exceeding the statutory limits and the payment of wages at a rate no less than the legal minimum or stipulated minimum rate, which must be sufficient for the employees’ basic sustenance. If a violation is found, the Company will investigate, remedy, and, if necessary, terminate cooperation to ensure that the entire value chain complies with international human rights standards.
4. The Company is committed to supporting a working environment that respects diversity and promotes equality, free from all forms of discrimination or abuse. This principle covers employees and all stakeholder groups, regardless of differences in race, gender, age, skin color, religion, culture, social status, disability, sexual orientation, or any other legally protected personal belief. The Company applies this principle of equality and fairness in all organizational operating processes.
5. The Company adheres to the principle of equality and non-discrimination in all stages of employment. This ranges from the recruitment process and personnel development to promotion considerations. In particular, the Company ensures equal remuneration for male and female employees for work of equal value, as well as providing opportunities for new graduates without experience to work. Decisions in these matters are primarily based on knowledge, ability, suitability for the position, and potential for career growth.
6. Termination of employment by the Company must not be based on discrimination. It must result from performance that does not meet standards, quality of work that does not conform to agreements, or severe disciplinary offenses. This includes cases of violating labor laws or the Business Code of Conduct. The Company mandates that termination must follow clear, transparent, and auditable procedures. It must also provide for appeals in accordance with the law and grant appropriate compensation as stipulated by law and local labor market conditions.
7. The Company respects the right and freedom of association and the Right to Collective Bargaining, or any other form of grouping permitted by law. The exercise of such rights must proceed on the basis of maintaining discipline and must not affect work efficiency or the continuity of service provided to customers.
8. The Company promotes the right and freedom of association, alongside respecting the right of employees to elect representatives to negotiate on various issues related to employment conditions and the legal rights of employees. To support this process, the Company has provided an efficient grievance system, which serves as a channel for resolving issues constructively and impartially. It guarantees that employees exercising these rights will be protected from interference, discrimination, or any form of retaliation from the employer. The Company will not terminate employment, transfer, or commit any action that violates the right to association, having a clear policy supporting labor rights in collective bargaining.
9. The Company is committed to protecting employees and all stakeholder groups from discrimination, bullying, and harassment in all forms. This includes protection related to disability, age, gender diversity, religion, race, skin color, or social status. The Company will not tolerate discrimination or actions that violate human dignity. It adheres to relevant laws and international best practices to create a safe, fair working environment that fosters the potential of all employees, while ensuring the organization is free from bias, discrimination, or harassment.
10. The Company establishes guidelines for personnel recruitment and selection based on the principles of equality and diversity. It provides equal opportunities to all applicants and focuses on selecting personnel based on qualifications, knowledge, and abilities that align with the requirements of the position, free from all forms of discrimination. Furthermore, the Company ensures fair remuneration, particularly setting wage rates that are not lower than the legal minimum and are sufficient for the basic needs of the employees.
11. The Company regularly provides training, communication, and dissemination of the Human Rights and Fair Labor Practices Policy to all employee levels, both new and existing. This is done through workshops, meetings, campaign activities, or internal communication channels to build knowledge and understanding of the human rights principles and labor practices outlined in this policy. The focus is on ensuring all employee levels comply with relevant laws, industry standards, and requirements. Additionally, the Company communicates and transmits these policies to all stakeholder groups throughout the value chain, and mandates the evaluation of training effectiveness for continuous development and improvement.
12. The Company does not support discrimination in any form, whether in employment, training, promotion, or welfare. All employees are treated equally without segregation or exclusion based on unjust reasons, such as race, skin color, religion, gender, disability, age, political belief, or other social status that may cause inequality. The Company aims to create an open working environment, fully promote the potential of its personnel, and strictly comply with international standards and labor laws.
13. The Company is committed to treating all employees with respect for human dignity. It does not support or condone the use of violence, physical or verbal harassment, or any practice inconsistent with human rights and ethics in the workplace. The Company places importance on protecting and caring for employees from being harassed both physically and mentally, whether occurring inside or outside the organization. This also includes ensuring safety during travel to and from the workplace and from other business units related to the Company.
14. The Company strictly regulates working hours, holidays, and various employment conditions in accordance with labor laws. It also maintains employment conditions comparable to or not lower than the general standards of the business group or industry in the same area. Furthermore, the Company has established efficient monitoring systems both within the organization and throughout the business value chain to prevent business operations from negatively affecting the quality of life and safety of employees.
15. The Company is committed to providing a safe working environment and promoting good health for all employees. Operations are conducted in strict accordance with occupational health and safety laws and regulations. It also provides systems for preventing accidents and work-related illnesses to protect and reduce risks that may affect employees and stakeholders involved in occupational health and safety activities. Furthermore, the Company monitors and controls health risk factors, such as hazardous working environments, operational accidents, and various emergencies, to maintain good working conditions and reduce the likelihood of incidents that may lead to employee injury.
16. The Company promotes and provides equal employment opportunities to vulnerable labor groups, such as healthy elderly persons, persons with disabilities, and pregnant women. It allocates suitable and safe work characteristics, areas, and activities to ensure that these employee groups receive full protection and benefits as stipulated by law. This includes receiving opportunities for training and participation in fair performance appraisal systems.
17. The Company prioritizes promoting the right to good health and occupational hygiene for all employees equally. It strictly adheres to industrial hygiene, ergonomics, and international standards in controlling working environment factors. This includes air quality, chemicals, lighting, safe noise levels, access to clean drinking water, and working in confined spaces, as well as controlling risk factors that may arise from epidemics and work. The Company provides appropriate personal protective equipment, periodic health check-ups, health counseling and education, and preparedness to cope with and adapt to health management guidelines related to major international and national epidemics. The Company aims to raise safety standards to comply with laws and international standards, while continually and sustainably building an organizational culture that values employee health and safety.
18. The Company is committed to conducting business and manufacturing products in strict compliance with the laws of the countries in which it operates. All production processes must align with relevant labor and international standards. This is to ensure that all Company products are manufactured under fair employment conditions and that all employees receive the benefits stipulated by law, without causing negative impacts on the environment and consumer health. Furthermore, the Company supports elevating industry production standards to be consistent with sustainable development guidelines.

The Company is committed to preventing all forms of sexual harassment and abuse. This covers female, male, and other genders, recognizing that all employees and stakeholders throughout the business value chain should be treated with respect for human dignity. The Company continuously promotes knowledge and understanding regarding the issue of sexual harassment or abuse in the workplace. It establishes effective prevention and management measures, including developing guidelines for managing sexual harassment that comply with international standards and the laws of each country in which it operates. This practice is considered an important part of the business process and the organizational Code of Conduct, ensuring that the workplace is free from sexual harassment and abuse in a sustainable manner, as follows:

1. 1. Employees must not engage in any act that constitutes sexual harassment or abuse towards others. This includes acts contrary to good morals and ethics both at the organizational and personal levels. Such acts include bullying, harassing, molesting, verbal overstepping, or actions of a sexual nature that may cause embarrassment, annoyance, or undermine the morale of the victim. The Company adheres to the law on gender equality and human rights principles as a foundation for preventing and eliminating sexual harassment both inside and outside the organization.
   2. Employees at all levels must be aware and refrain from any behavior that may constitute sexual harassment or abuse towards colleagues or other persons, whether through actions, words, or gestures, and regardless of that person’s gender. This covers some actions that may be interpreted as harassment, even if the other party appears to consent, especially in situations involving unequal power dynamics. Therefore, to prevent the misuse of authority, the Company considers such actions unacceptable.
   3. All employees should treat each other with respect and honour at every level, whether they are colleagues, supervisors, subordinates, or external parties involved in the work. They must avoid inappropriate language, expressions, or behaviour that may cause discomfort or be viewed as sexual harassment. The Company is committed to creating a safe and fair working atmosphere and reducing the risk that may lead to misunderstanding or sexual abuse. Employees should adhere to the Company's work regulations, such as dressing appropriately for the occasion, avoiding working in secluded places or working one-on-one with the opposite sex unnecessarily, and serving as a good role model in preventing the problem of sexual harassment or abuse, etc..
       
   4. Employees at all levels have a shared duty to express concern and report when they witness behavior that constitutes sexual harassment or abuse. This prevents the problem from escalating and affecting the involved individuals, as well as the working atmosphere within the organization. The proactive participation of all employees is crucial in creating a safe and fair environment.
   5. The Company provides formal and secure reporting channels for employees who experience or become victims of sexual harassment or abuse. It establishes processes for fact-finding investigation, problem resolution, and prevention of recurrence. All processes will be kept in the strictest confidence. In the event of a complaint, the Company appoints a special working group, consisting of the chairman of the working group, personnel from relevant departments, and employee representatives, to investigate the facts. The investigation results will be presented to senior management for consideration of disciplinary action. The victim will receive care, rights protection, and access to appropriate and fair remedy processes.
   6. The Company places the highest priority on protecting complainants, victims, and witnesses in the investigation process. It has measures to prevent bullying, retaliation, or any action that may cause embarrassment. The Company may consider temporary separation or relocation of the workplace as appropriate for the safety and comfort of those involved. The Company assures that those who provide information in good faith will not suffer negative consequences to their work status. Simultaneously, the Company will treat the accused fairly throughout the process. The accused will be informed of the allegations and have the right to clarify the facts and present evidence for appropriate consideration.
   7. The Company emphasizes strict follow-up on problem resolution. It focuses on remediation and caring for the mental well-being of those affected so that they can return to work and resume their normal lives. For those who violate the policy, the Company will impose penalties according to the severity of the behavior. This may include the maximum penalty under the Company's regulations and relevant laws.
   8. The Company is committed to enhancing knowledge and understanding among employees at all levels regarding behavior that may constitute sexual harassment or abuse, as well as appropriate prevention and response guidelines. It will regularly and thoroughly communicate and disseminate information through various internal communication channels to cultivate awareness and encourage all employees to strictly adhere to and comply with this policy at all times.

The Company systematically and continuously conducts Human Rights Due Diligence (HRDD). This serves as the primary mechanism for assessing the risks and impacts on human rights and labor practices that may arise from business activities throughout the value chain. This process is overseen by the Board of Directors and specialized working committees, which allocate necessary resources and regularly report operational results to the management. The Company's Human Rights Due Diligence process comprises 5 key steps:

1. Policy Commitment: The Company declares its intent and integrates human rights principles as part of its policy and organizational culture to demonstrate accountability and transparency in business operations.
2. Impact Assessment: The Company assesses human rights risks and impacts that have occurred or may occur. It identifies Salient Human Rights Issues, prioritizes human rights risk issues, and creates a Salient Human Rights Matrix according to the UNGPs framework. This considers both the Severity and the Likelihood of the impact, and is reviewed at least once a year. The assessment process relies on Stakeholder Engagement by listening to opinions from employees, business partners, customers, and communities through systematic channels. These channels include: gathering feedback through stakeholder representatives, surveys, or discussion meetings to incorporate data and suggestions into a comprehensive assessment.
3. Integration and Mitigation: The Company uses the assessment results to determine prevention and mitigation measures. It integrates human rights requirements into actual operations (Embedding Policy into Practice). Examples include: incorporating them into the Supplier Code of Conduct, business contracts, and internal risk management processes, as well as providing regular training to employees and business partners.
4. Tracking and Monitoring: The Company tracks and audits the effectiveness of the implemented measures to continuously improve processes.
5. Remediation and Grievance Mechanisms: The Company provides an effective and accessible grievance mechanism and offers appropriate remedy when adverse impacts occur. Information will be transparently disclosed to relevant stakeholders for their awareness

The Company encourages employees and external stakeholders to report actions believed to be violations of this policy through channels provided by the Company that are safe and confidential, such as the Whistleblowing Channel. The Company will communicate, campaign, promote, and create awareness among all employees and relevant stakeholders to share responsibility for potential impacts on human rights, natural resources and the environment, occupational health and safety in the workplace, illegal employment, corruption, operations that may affect children, communities, and surrounding society, including any action that violates the peaceful way of life of stakeholders. This policy will be communicated regularly and reviewed at least once a year to ensure it remains current and aligns with the organizational strategy, as well as stakeholder expectations

The Board of Directors and the Corporate Governance and Sustainability Committee are primarily responsible for overseeing and driving the human rights policy to ensure its concrete implementation. Their duties and responsibilities include: setting human rights strategies and goals in alignment with the Company's direction ; allocating necessary and sufficient resources for policy implementation ; monitoring, auditing, and evaluating human rights performance ; and continuously reporting progress, problems, obstacles, and performance results to the Board of Directors. Furthermore, the Company prioritizes the results from community investment, focusing on creating tangible positive impacts on both the quality of life of surrounding communities and overall social development. It also emphasizes promoting employee participation through social activities, skill development, and involvement in volunteer projects to strengthen engagement and a socially responsible organizational culture.

Employees or stakeholders may lodge a complaint or report a concern when they observe actions believed to be a violation of this policy and guidelines. The procedures shall follow the policy and guidelines related to whistleblowing. The complainant or whistleblower will be protected, and the information will be kept strictly confidential. This will not affect their status or work duties, both during the investigation process and after its completion.

In cases where there is doubt that any action may violate laws, regulations, this policy, or guidelines, employees may seek advice from their supervisor, the Human Resources Department, or the Sustainable Organizational Development Department before making any decisions or taking any action.

Any individual involved in violating this policy, including but not limited to the illegal use of child labor, slavery, discrimination, bullying, and harassment, shall be subject to penalties under local laws and regulations. The Company will take remedial action against such individuals as appropriate and permitted by law. Penalties may include termination of employment or the cessation of the related business relationship.