4. 0 Social Responsibility Provisions

4. 1 Child labor

        1. The company strictly complies with labor laws and explicitly prohibits the use of, or support for, practices that do not conform to these regulations and SA8000. ^® Child labor as defined in the standard;

        2. The company shall develop and implement the “Child Labor and Underage Worker Protection Procedure” and effectively communicate it to employees and stakeholders. The organization should also provide these children with adequate financial and other support to ensure they can continue their schooling until they exceed the age defined above.

        3. If a company hires underage workers, it shall take effective measures to protect them and establish files for these underage workers. In accordance with local labor regulations, the company must arrange at least one health check per year until the worker reaches the age of 18 (if the worker turns 18 but it has been more than six months since the last check, another check is required). If the law requires underage workers to receive compulsory education, they may only work outside of school hours. Under no circumstances shall the combined total time spent on classes, work, and commuting exceed 10 hours per day, and daily working hours must not exceed 8 hours. Underage workers may not be assigned to evening or night shifts.

        4. Whether inside or outside the workplace, the company shall not place children or underage workers in dangerous, unsafe, or unhealthy environments.

        5. Supported files

        Procedures for the Protection of Child Laborers and Underage Workers

        Regulations on Personnel Management (Recruitment Management)

        4. 2 Forced labor

        1. The company shall neither use nor support the use of forced or compulsory labor as defined in International Labour Organization Convention No. 29, including prison labor, nor shall it require employees to pay a deposit or surrender identity documents upon hiring.

        2. Neither the company nor any entity providing labor to the company may withhold any wages, benefits, property, or documents from employees in order to force them to continue working for the company.

        3. The company shall ensure that employees do not bear all or part of the employment expenses or costs.

        4. Employees have the right to leave the workplace after standard working hours have ended. As long as employees provide the company with reasonable advance notice, they are free to terminate their employment contract.

        5. Neither the company nor any entity providing labor to the company may engage in or support human trafficking.

        6. Supported files

        Measures for the Prohibition of Forced Labor

        4. 3 Health and Safety

        1. The company shall provide a safe and healthy working environment and shall take effective measures to prevent potential health and safety incidents, occupational injuries, or illnesses that may occur or be caused during the course of work. Based on industry-specific knowledge of safety and health as well as any particular hazards, all workplace risk factors should be reduced or eliminated whenever reasonably practicable.

        2. For pregnant women and breastfeeding women, the company shall assess all risks present in their workplaces and ensure that all reasonable measures are implemented to eliminate or reduce any risks that could harm their health and safety.

        3. For risks that persist even after the company has implemented effective measures to reduce or eliminate all hazards in the workplace, the company shall provide employees with appropriate personal protective equipment free of charge. In the event of a work-related injury, the company shall provide emergency first aid and assist workers in obtaining subsequent medical care.

        4. The company has appointed the Manager of the Employee Services Department as the Health and Safety Representative (holding the qualification of Safety Officer), who is responsible for ensuring a healthy and safe working environment for all employees and for implementing the SA8000 standards. ^® All requirements related to health and safety as stipulated by the standard;

        5. Establish and maintain a health and safety committee composed of an equitable balance between management representatives and worker representatives. Unless otherwise provided by law, the committee must include at least one worker representative (provided that such representative agrees to join the committee) who is also a recognized union representative. In cases where no union representative has been designated or where no union has yet been established, workers should appoint a representative of their own choosing to serve on the committee. These decisions should be effectively communicated to all employees. Committee members should undergo training and regular refresher courses to ensure they are competent and committed to continuously improving health and safety conditions in the workplace. A formal, periodic occupational health and safety risk assessment should be conducted to identify and address both existing and potential health and safety hazards. Records of these assessments, as well as corrective and preventive measures taken, should be carefully maintained.

        6. The company shall provide employees with regular, effective health and safety training, including on-site training, and arrange specific job-specific training where necessary. Such training shall be repeated for new employees as well as employees reassigned to different roles in the following circumstances: at locations where accidents have occurred repeatedly; and when technological changes and/or the introduction of new equipment pose new risks to employees’ health and safety.

        7. The Industrial Safety Division of the Employee Services Department is responsible for developing and implementing the “Occupational Health and Safety Management Procedures” to identify, prevent, reduce, eliminate, or respond to potential factors that could pose risks to the health and safety of employees. The Employee Services Department shall maintain written records of all health and safety incidents occurring in the workplace as well as in any residential and property facilities provided by the organization—regardless of whether these facilities are owned, leased, or provided by contracted service providers.

        8. The company provides all employees with free access to: clean restroom facilities, drinking water, suitable spaces for eating and resting, and, where applicable, hygienic facilities for storing food.

        9. Whether the employee dormitories are owned, leased, or provided by a contracted service provider, the company shall ensure that any dormitory facilities provided to employees are clean, safe, and meet employees’ basic needs.

        10. Without needing to request permission from the company, all employees have the right to remove themselves from imminent serious dangers that could jeopardize their safety.

        11. Supported files

        Environmental Protection Management Procedures

        Occupational Health and Safety Management Procedure

        Emergency Preparedness and Response Control Procedure

        Training Control Procedure

        Environmental Safety Monitoring and Measurement Control Procedure

        Work Injury Accident Management System

        Management Measures for Water Dispensers

        Toilet Cleaning Management Measures

        4. 4 Right to freedom of association and collective bargaining

        1. All employees have the right to establish, join, and organize trade unions of their own choosing, and to engage in collective bargaining on behalf of themselves and the company. The company shall respect this right and shall effectively inform employees that they are free to join the workers’ organizations of their choice without any adverse consequences or retaliation from the company. The company shall not interfere in any way with the establishment, operation, or management of such workers’ organizations or collective bargaining.

        2. Where the rights to freedom of association and collective bargaining are legally restricted, the company shall allow workers to freely elect their own representatives;

        3. The company shall ensure that union members, worker representatives, and any employees involved in organizing workers are not subjected to discrimination, harassment, coercion, or retaliation on the basis of their status as union members, worker representatives, or participation in activities related to worker organization, and shall also ensure that these representatives can maintain contact with their members in the workplace.

        4. Supported files

        Employee Representative Election Procedure

        4. 5 Discrimination

        1. In matters such as hiring, compensation, training opportunities, promotion, termination, or retirement, the company shall neither engage in nor support discrimination based on race, ethnicity, regional or social origin, social class, ancestry, religion, disability, gender, sexual orientation, family responsibilities, marital status, group membership, political views, age, or any other factor that could give rise to discrimination.

        2. The company shall formulate and implement the “Anti-Discrimination Management Measures.” The company shall not interfere with employees’ exercise of their rights to observe their beliefs and customs, nor shall it infringe upon their rights to meet the needs arising from race, ethnicity or social origin, social status, ancestry, religion, disability, gender, sexual orientation, family responsibilities, marital status, group membership, political views, or any other circumstances that could give rise to discrimination.

        3. In all workplaces, residences, and properties provided by the company, any form of threat, abuse, exploitation, or sexual assault—including gestures, verbal remarks, and physical contact—is prohibited.

        4. The company shall not, under any circumstances, require employees to undergo pregnancy or virginity tests.

        5. Supported files

        Anti-Discrimination Management Measures

        Regulations on Personnel Management (Recruitment Management)

        4.6 Discipline Sexual measures

        1. The company shall treat all employees with dignity and respect. The company shall neither engage in nor tolerate any acts of physical punishment, psychological or physical coercion, or verbal abuse against employees, and shall not subject employees to harsh or inhumane treatment.

        2. The company has established and implemented a reward and punishment system that is open, fair, and aimed at educating employees. The reward and punishment regulations are made publicly available to all employees. For employees who violate factory rules, the company will employ measures such as public warnings, minor demerits, and major demerits to help them recognize their mistakes and promptly correct their inappropriate behavior.

        3. The company has established an “Suggestion Box,” a “Welfare and Communication Forum,” and a “Dedicated Hotline.” The Secretariat Office will assign specific personnel to receive employee complaints or queries, thereby providing employees with channels for lodging appeals.

        4. Supported files

        Rules and Regulations for Personnel Management (Reward and Punishment Management)

        Audit Work System

        Management Measures for the Suggestion Box

        4.7 Working Hours

        1. The company formulates and implements attendance management systems and policies, adopting a 5-day workweek with an 8-hour workday (for workshop employees working in three shifts, the workday is 7.5 hours). In special circumstances, compliance shall be in accordance with relevant national laws and regulations.

        2. Employees must have at least one day of rest for every six consecutive days of work. Exceptions are permitted only when both of the following conditions occur simultaneously:

        a) National laws permit overtime hours to exceed this regulation;

        b) There exists a valid, freely negotiated collective bargaining agreement that allows for the averaging of working hours and includes sufficient rest periods.

        3. All overtime work by company personnel must be voluntary, and each employee must first complete an “Overtime Application Form.” Overtime can only be approved after review and approval by the department section chief and manager (for employees at or above the section chief level, approval must extend to the deputy general manager). Furthermore, weekly overtime hours must not exceed 12 hours, and frequent overtime work is prohibited.

        4. If the company reaches a collective bargaining agreement through free negotiations with a workers’ organization representing a large number of its employees (as defined above), the company may, in accordance with the terms of the agreement, require workers to work overtime to meet short-term business needs. Any such agreement must also comply with the other working time standards set forth above.

        5. Supported files

        Regulations on Personnel Management (Attendance Management)

        4.8 Compensation

        1. The company implements the principles of distribution according to work, equal pay for equal work, and rewarding diligence while penalizing laziness. It formulates incentive-based salary and compensation policies and systems in compliance with the law, ensuring that employees receive fair wages and benefits.

        2. The company shall respect employees’ right to a living wage and ensure that the total weekly wage for a standard workweek (excluding overtime hours) always meets at least the statutory minimum wage, the minimum wage stipulated in any applicable collective bargaining agreement, or the industry’s minimum wage standard, while also adequately covering employees’ basic needs and providing them with some discretionary income.

        3. The company shall ensure that wages are not deducted for punitive purposes, unless both of the following conditions are met simultaneously:

        a) This wage deduction imposed as a punishment is permitted by national law;

        b) There exists a valid, freely negotiated collective bargaining agreement that permits penalties to be imposed through wage deductions;

        4. The company shall ensure that, for each pay period, employees receive a clear and detailed explanation of the composition of their wages and benefits, and shall regularly provide employees in writing with a breakdown of their wages and benefits. The company shall pay wages and benefits to all workers in accordance with the law and in a manner that is convenient for the workers; under no circumstances may wages be delayed or paid in restricted forms such as vouchers, coupons, or promissory notes.

        5. The company shall pay all overtime wages in accordance with applicable laws (1.5 times the regular rate for overtime work on weekdays, 2 times the regular rate for overtime work on rest days, and 3 times the regular rate for overtime work on public holidays).

        6. Organizations should not use purely labor-based contracts, consecutive short-term contracts, and/or sham apprenticeship programs, or other such schemes, to evade the obligations that organizations are required to fulfill toward their employees under labor laws and social security regulations.

        7. Supported files

        Wage Calculation and Disbursement System for the Production Department

        Regulations on Personnel Management