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Human-Oriented Friendly Workplace
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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.
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Human Right Risk Management
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- 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 2025, the courses offered by the Company related to human rights issues attracted 10,112 participants, totaling 4,653.3 person-hours, while courses related to gender equality issues with 10,112 participants, a total of 4,653.3 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.
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Effective Communication Channels
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The Human Resources Department conducts an annual employee satisfaction survey to understand employees' perceptions and feedback regarding three key dimensions: work, supervisor management, and organizational systems. Through the survey, the Company is able to identify potential issues affecting employee morale and satisfaction, address employees' concerns in a timely manner, and reduce the risk of talent attrition. The Company also places great emphasis on employees' career development and employee communication and engagement, demonstrating its commitment to sustainable governance and people-oriented management.
| Annual Employee Satisfaction Survey |
| Target Respondents |
All Employees |
| Survey Dimensions |
Work, Supervisor Management, and Organizational Systems |
| Responsible Department |
Human Resources Department |
| Survey Frequency |
Once Annually |
| Survey Period |
January 1, 2024 - December 31, 2024 |
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| Number of Employees Surveyed |
5,207 employees |
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| Number of Responses Received |
2,142 Employees (Participation Rate: 41.1%) |
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| Overall Satisfaction Score |
3.98 |
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| Survey Results |
Work: 4.01; Supervisor Management: 3.96
Organizational Systems: 3.98
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| Improvement Initiatives |
The survey results indicate that a positive work environment and workplace culture can enhance collaboration among teams, including peer relationships, supervisor-employee interactions, and cross-functional cooperation, thereby supporting the achievement of organizational goals. The Company continued to implement the following improvement initiatives in 2025:
1. Strengthening the Prevention of Workplace Misconduct
(1) Enhance employee and supervisor awareness of workplace misconduct prevention (including sexual harassment) through internal and external training programs to maintain a friendly workplace environment.
In 2025, a total of 294 employees attended refresher training on the prevention and handling of sexual harassment (including stalking and harassment) for supervisors and designated personnel, while 2,041 employees attended the training course "Building a Friendly Workplace: Preventing Workplace Misconduct."
(2) Conduct awareness campaigns periodically through internal announcements and communication platforms.
2. Enhance supervisory management capabilities and reinforce the key competencies expected of supervisors by incorporating first-line and middle management training programs into the annual training plan.
In 2025, a total of 31 employees attended first-line supervisor training, and 29 employees attended middle management training.
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Caring and Support for Foreign Employees
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1. Dormitory Management
- In 2025, Kaohsiung dormitories were upgraded, comprehensively enhancing regulatory compliance, accommodation safety, capacity flexibility, and transportation convenience.
- 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.
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2. Health Care
- Health management: Provide care and medical assistance if employees feel unwell, and track their physical conditions through daily reports.
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- Care for special health conditions: Special medical conditions, surgery, medical care and daily assistance, providing care, support and encouragement.
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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.
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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.
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5. Opinion exchange channel for foreign colleagues
- Quarterly meetings are held for foreign employees. Through the HRcareU mailbox, Chipbond APP, Facebook groups, and dormitory suggestion boxes, the Company maintains two-way communication with foreign employees. Employees' feedback is forwarded to the responsible departments for appropriate follow-up and resolution, while the corresponding actions taken and outcomes are communicated back to employees.
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