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Human-Oriented Friendly Workplace
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The Company has a mission 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. Hence, we have established the “Human Rights Policy of Chipbond Technology Corporation” pursuant to the Labor Standards Act, the Employment Service Act, the Regulations on the Permission and Administration of the Employment of Foreign Workers, the Report on Protection of the Rights for Workers in Taiwan (revised in 2022), and the internationally recognized basic human rights of workers (including the United Nations Guiding Principles on Business and Human Rights, the Declaration on Basic Principles and Rights at Work, the Universal Declaration of Human Rights, and the Responsible Business Alliance). With those policies, we are committed to the issues such as freedom of choosing occupations, young labor, working hours, remuneration and welfare, humane treatment, non-discrimination, and freedom of association. For these, we have established personnel regulations, systems, and work rules as the standards for management of the personnel.
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Human Right Risk Management
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- To actually create a human-oriented friendly workplace, the Company uses the Self-assessment Questionnaire (RBA-Online SAQ) of the Responsible Business Alliance (RBA), identification of regulations, and internal ESG audit to assess the potential risk of the Company in the labor issues on a regular basis every year.
- To achieve the gender equity, the Company observers the requirements of the “Labor Standards Act” and the “Act of Gender Equality in Employment” to give female employees menstruation leave, pregnancy checkup leave, maternity leave, and miscarriage leave, adjusts the shift for the pregnant female employees working at the production line on the night shift to protect them from working at night during the pregnancy and after-birth lactation period .
- To provide employees with a working environment free from sexual harassment, the Company describes the approaches to prevention of sexual harassment and the principles for dealing with this harassment in the “Regulations on Prevention and Management of Illegal Invasion during Implementation of Duties”, “Employee Work Rules” and “ Regulations for Establishing Measures of Prevention, Correction, Complaint and Punishment of Sexual Harassment at Workplace”. The employee who sustains sexual harassment may report the incident via the direct supervisor, HR unit, Happy Communication Network, or employee opinion/complaint mailbox. Relevant regulations shall apply depending on the severity to the case the fact of which is confirmed via investigation.
- To help employees understand more about the principles and practices of the Company with respect to the issues of human rights, we provide the “Corporate Social Responsibility and Employee Ethics Norms” courses for new and existing employees to enhance the understanding of these issues among the employees through the training for new employees and the retraining courses to reduce the occurrence rate of human rights risk.
- The Company holds labor-management meeting on a regular basis pursuant to laws to understand the demands and expectations of the employees to the work condition, system, environment, and welfare. Established an Employee Rights and Q&A Platform to enable accurate communication and exchange of information between the Company and colleagues, and sets up the internal “employee opinion/complaint mailbox” and “Happy Communication Network” as communication and complaint application channels. Employees may select a favorable approach and give suggestions, ask questions, or file a complaint against any unreasonable matters anonymously or using the real name.
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Caring and Support for Foreign Employees
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1. Dormitory Management
- Conduct monthly dormitory audits, including dormitory safety and hygiene, group meals, transportation and daily life, to improve the living quality of colleagues.
- Fire drills are held every six months, and training is conducted in the native language of the accommodation staff to enhance employees' fire prevention, emergency response knowledge and escape and evacuation principles to ensure the safety of their lives and property.
- Dormitories and transportation vehicles are cleaned daily, dormitories are cleaned and disinfected regularly every month, water quality is tested, and epidemic prevention isolation rooms are set up to comprehensively improve the environment, safety and hygiene quality.
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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.
- Care for special health conditions: diagnosis, 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.
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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
- 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.
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