Article 1 (Purpose of Stipulation)

The Company respect and support internationally recognized human rights regulations and principles including “Universal Declaration of Human Rights”, “The United Nations Global Compact (UNGC)”, and “Declaration of Fundamental Principles and Rights at Work” of International Labour Organization (ILO), comply with laws and regulations of company locations, and stipulate human rights policy following “United Nations Guiding Principles on Business and Human Rights”.

Article 2 (Scope of Application)

Applicable to all workers under employment and paid with wages or salary.

Article 3 (Inclusion of Diversity and Equal Working Opportunities)

With compliance with relevant labor laws and regulations, child labor and forced labor are banned, with employment discrimination dismissed. We are dedicated in a working environment with diversity, openness, equality and discrimination-free, meanwhile offering an effective and proper grievance mechanism to ensure employee rights.

Employment are based on professional capabilities and experiences, and contains no discriminations based on race, hierarchy, language, thoughts, religion, slant for political parties, place of origin, birth place, gender, sexual tendency, age, marital status, appearance, facial features, physical or mental disabilities, zodiac signs, blood type or previous participation in unions; provisions as stated in other laws and regulations shall also prevail.

Article 4 (Liberty in Selection of Employment)

Employment of labors under force, guarantees (including payoff of debts) or bound by contract, labors under involuntary or exploiting imprisonment, or humans under slavery or trafficking are forbidden. This includes the use of intimidation, coercion, threats, kidnapping or fraud to transport, harbor, recruit, deploy or receive labor in order to obtain labor or services. In addition to prohibiting unreasonable restrictions on workers’ access to the workplace, the freedom of movement of workers in the workplace shall not be unreasonably restricted, including workers’ dormitories or living quarters when applicable. As a required part of the recruitment process, all workers must be provided an employment agreement written in their native language(s) and describing terms and conditions of employment. The employment agreement must be provided to the overseas migrant workers before they leave the original country, and after they arrive in the receiving country, the employment agreement shall not be replaced or altered, unless such replacement or alteration is for compliance with local laws and regulations and for providing exceptions of equivalent or preferred terms. All works shall be voluntary, and workers have the right to resign freely at any time, in addition, workers have the right to terminate the employment with impunity if reasonable notice in accordance with the labor agreement is provided. Employers, intermediaries and secondary intermediaries shall not detain or otherwise destroy, conceal, or confiscate employees’ identity cards or entry and exit documents, such as government-issued identifications, passports or work permits. Employers may only withhold documents if required by law. Even under such circumstances, employers may not deny access to the documents at any time by the workers. Workers shall not be required to pay the employer’s intermediary or second-level intermediary recruitment fees or other fees related to their employment. If it has been discovered that the worker has paid any such expenses, such expenses shall be refunded to the worker.

Article 5 (Youth Labor)

Engagement of child labor in any manufacturing process is not allowed. “Child labor” refers to the employment of any person under the age of 15, or under the age of compulsory education, or the minimum age for employment in the country/region (whichever eldest shall prevail). Participants shall adopt appropriate mechanisms to verify the age of workers. Legal workplace study programs that comply with all laws and regulations shall not apply. Workers under the age of 18 (young workers) are not allowed to perform work that may endanger their health or safety, including night shifts or overtime. Participants shall properly keep student records and conduct scrutinized review over education partners, and protect the rights of students under applicable laws and regulations, so as to ensure proper management of student labor. Participants shall provide proper support and training to all student workers. In the lack of legal regulation, the salary level of student workers, interns and apprentices shall be at least equal to that of other entry-level employees engaged in equivalent or similar jobs. We will provide assistive/remedial measures once employment of child labor is discovered.

Article 6 (Providing Safe and Healthful Working Environment)

Health and first aid measures as necessary to safe and healthful working environment are provided to eliminate hazards in the working environment that may affect the health and safety of employees, furthermore reducing the risk of occupational hazards. Labor safety-related education and training are regularly implemented, and employee health inspections and various health promotion activities are organized on an annual basis for care of physical and mental health of employees.

Article 7 (Respect for Employees’ Freedom of Gathering and Association)

We respect the rights of employees to organize and join various societies and organizations, and provide diversified communication mechanisms and platforms to ensure a harmonious and win-win labor-management relationship. Employees and/or their representatives shall be able to openly communicate with management and share their thoughts and concerns on working conditions and managements without fear of discrimination, retaliation, threats or harassment.