Respect Human Rights

Respect Human Rights

Human-Oriented Friendly Workplace

The mission of Chipbond Technology is to create a life community filled with a sense of "accomplishment" and "well-being", and creation of a human-oriented friendly working environment is critical for the employees to achieve the mission. In the personnel administration, we uphold the principle and attitude of "care and respect" to shape harmonious working atmosphere. Therefore, the Company has formulated the following policy commitments, which have been approved by the Board of Directors and are reviewed and updated regularly. To ensure the effective implementation of our policy commitments, we apply them to all of our company's economic activities and business relationships. We also communicate our commitment to all stakeholders through employee training and supplier codes of conduct, and work together to create a more inclusive and sustainable future. The company strictly abides by government regulations and is committed to safeguarding the basic human rights of employees. It supports and follows internationally recognized basic labor human rights principles, including the "United Nations Guiding Principles on Business and Human Rights", "Declaration of Fundamental Principles and Rights at Work", "Universal Declaration of Human Rights", "Responsible Business Alliance" and other internationally recognized human rights conventions and protection guidelines. the Company has established the "Chipbond Technology Human Rights Policy" and made commitments on issues such as free choice of occupation, youth labor, working hours, wages and benefits, humane treatment, non-discrimination, freedom of association, etc., and formulated personnel rules and regulations and work rules as standards for personnel management.

 

• Chipbond Human Right Policy(Download)
• Chipbond Diversity, Equity& Inclusion Policy(Download)

 

Human Right Risk Management

 

Risk Assessment: Each year, potential labor-related risks are evaluated through regulatory identification, the Responsible Business Alliance Self-Assessment Questionnaire (RBA-on SAQ), and internal ESG audits. Implementation of Gender Equality: Chipbond complies with the provisions of the Labor Standards Act and the Act of Gender Equality in Employment, allowing female employees to apply for menstrual leave, prenatal check-up leave, maternity leave, and miscarriage leave as needed. For pregnant female employees on night shifts in production lines, shift adjustments are made to avoid night work during pregnancy and the postpartum breastfeeding period. Mitigation Measures: Chipbond has established the Regulations for the Prevention and Management of Unlawful Infringement in the Performance of Duties, the Employee Work Rules, and the Measures for the Prevention of Sexual Harassment, Complaint, and Disciplinary Actions of Chipbond Technology to set out prevention methods and handling principles for sexual harassment. Employees experiencing sexual harassment may file a report through their direct supervisor, the Human Resources Department, or the complaint mailbox of the “Happy Communication Network.” Verified cases are handled in accordance with relevant regulations, depending on the severity of the incident. Provision of Training: The Company offers a “Corporate Social Responsibility and Employee Code of Ethics” course, aiming to deepen employees’ understanding of corporate sustainability and human rights issues through onboarding and refresher training, thereby reducing the likelihood of human rights risks. In 2024, the courses offered by the Company related to human rights issues attracted 6,339 participants, totaling 3,289.5 person-hours, while courses related to gender equality issues with 6,337 participants, a total of 3,283.5 man-hours. Establishment of Communication Channels: An employee rights and Q&A platform has been established to ensure accurate communication and exchange of information between the Company and its employees.

Caring and Support for Foreign Employees

1. Dormitory Management

In 2024, Kaohsiung dormitories were fully upgraded to suite-style to provide better accommodation quality. Daily monitoring of dormitory management and compilation of daily reports to ensure information connectivity. Monthly dormitory audits and management meetings held to enhance residents' living quality. Regular fire drills conducted in residents'native languages to strengthen awareness of fire prevention, emergency response, and evacuation procedures. Regular dormitory cleaning and disinfection, water quality testing, and setup of quarantine rooms to comprehensively improve environmental, safety, and hygiene standards.

 

2. Health Care

Health management: Provide care and medical assistance if employees feel unwell, and track their physical conditions through daily reports.

Care for special health conditions: Special medical conditions, surgery, medical care and daily assistance, providing care, support and encouragement.

 

3. Work-Life Balance

Actively interview foreign colleagues every month to understand the physical and mental conditions in Taiwan and provide assistance. Prayer Room: Provided for colleagues to pray or calm their souls. Employee Travel: Annual employee travel to learn about the scenery of Taiwan. Interesting Competition Activities: walking, sports events, etc. Dormitory Activities: Christmas activities, ball games, festivals and cultural activities to balance the body and mind. Build diverse facilities such as convenience stores, entertainment spaces and restaurants.

 

4. Foreign Colleagues Catering Committee

With the purpose of respecting the food culture of colleagues and supervising the safety of meals provided by manufacturers, the Foreign Food Committee is established by foreign colleagues who elect foreign members, and the company appoints manufacturing and production representatives, environmental safety representatives, human resources representatives and dormitory representatives. Foreign members can directly participate in the meals. Improve and promote the quality of group meals, and increase the satisfaction of foreign group meals through meeting discussions, central kitchen audits, and food questionnaires.

 

5. Opinion exchange channel for foreign colleagues

The company continues to improve communication channels for foreign colleagues and build an effective two-way communication mechanism. At work, the "Employee Opinion/Complaint Mailbox" and "Happy Communication Network" can be used as channels for communication and grievances. In addition, quarterly meetings for foreign colleagues are held every quarter, hosted by HR personally, to dialogue with foreign colleagues and conduct effective two-way communication to improve group meals and living quality. A total of 33 levels will be held in 2023; in addition, the 24-hour HRcareU electronic Mailboxes, Qibang APP, Facebook groups, and dormitory suggestion boxes enable two-way communication with foreign colleagues at zero distance and zero time difference. Colleagues’ opinions are handed over to the responsible unit for assistance, and corresponding practices and results are communicated with colleagues.