Protection of Human Rights
I. Respect for Human Rights
UT supports and respects the spirit of human right; furthermore, UT follows the regulations of international human rights conventions includes “Universal Declaration of Human Rights”, “International Labor Organization Declaration on Fundamental Principles and Rights at Work” and “United Nations Guiding Principles on Business and Human Rights” in order to create the high-quality employee well-being. The Policies is as follows：
1. No discrimination and Fair employment practices : UT is committed to protecting employees from harassment and illegal discrimination. The company shall not discriminate against employees based on race, color, age, gender, sexual orientation, ethnicity, disability, pregnancy, belief, political affiliation, association membership, or marital status in hiring and employment practices (including promotions, rewards, and training opportunities, etc.)
2. No child labor : UT does not employ any person under the age of 16.
3. All forced labor is prohibited : Any form of forced, involuntary, exploitative prison, bonded, indentured, trafficked, or slave labor is strictly prohibited (including debt bondage).
4. A safe and healthy work environment shall be provided : UT respects employees' freedom of movement and does not impose unreasonable restrictions on activities. Employees with reasonable religious needs for a place to worship may apply a request to the company.
II. Human Rights Due Diligence Investigation
To effectively implement our human rights policies and evaluate their efficacy, the Human Resources division of Utechzone conducts risk classification of potential human rights issues that may arise during the Company’s business operations. Human rights risks are identified based on the assessment of the probabilities of occurrence and level of impact, and mitigation measures are proposed to lessen the impacts on the corporation, facilitating a secure workplace and protecting the labor rights of our employees.
| Human rights issues | Management plans | Probability | Impact level | Mitigation measures |
|---|---|---|---|---|
| Diversity and inclusion |
|
High | Moderate |
|
| Fair employment | Ensure gender equality in labor rights and eliminate any gender discrimination; the recruitment, training, performance evaluation, and career advancement of employees shall not be influenced by gender differences. | Low | Low | Sexual harassment prevention measures, complaints, and penalty principles are announced, with a dedicated telephone line and e-mail address established for complaints. |
| Prohibition of child labor | The Company does not hire laborers under the age of 16. | Low | Moderate |
|
| Work hours |
|
High | Moderate |
|
| Safe and healthy work environment |
|
Moderate | High |
|
Note：Upon hiring, we would not keep employees’ government issued identification and personal documentation originals.
Child Labor Remediation Measures：
1.If child labor is found, we will immediately remove the child from the workplace.
2.We will send the child to have special labor health check to make sure his/her health is not affected by the work. If affected, we will cover all the fees including medical treatment cost and living cost.
3.We will contact the family and send the child home, and cover all expenses related to transporting the child home.
Related Training for Human Rights Held in 2024
| Lectures | Participants | Number of trainees | Total hours |
|---|---|---|---|
| Labor safety and health | New employees | 25 | 75 |
| Ethical management principles | New employees | 25 | 12.5 |
| Workplace sexual harassment prevention guide | All employees | 278 | 278 |
III. Employee Diversification
Utechzone upholds the principle of fair and diversified employment. For recruitment, hiring, performance evaluation, and career advancement, employees shall not be discriminated against for their gender; the main consideration shall be to employ the right person for the right job.
Employee diversification (calculated in 2024 Dec.)：
| Employee composition | |||
|---|---|---|---|
| Gender | Type of employee | Age | Number of people |
| Female |
Regular employee 1 |
<30 | 11 |
| 30~50 | 41 | ||
| >50 | 2 | ||
|
Non-regular employee 2 |
<30 | 0 | |
| 30~50 | 0 | ||
| >50 | 0 | ||
| Total | 54 | ||
| Male |
Regular employee 1 |
<30 | 40 |
| 30~50 | 181 | ||
| >50 | 21 | ||
|
Non-regular employee 2 |
<30 | 0 | |
| 30~50 | 0 | ||
| >50 | 2 | ||
| Total | 244 | ||
Note1：Regular employee, including direct and indirect staff.
Note2：Non-regular employee, including consultant, contractor staff and cooperative education student.
IV. Workplace Violation Prevention：
In order to prevent internal or external workplace violence that may result in illegal physical or mental infringement, "Workplace Violence Prevention Program" is established and "Anti-Bullying Sector" is set-up to assure physical and mental health of all employees.
V. Employee Communication
The employees are the driving force behind Utechzone’s continuous innovation and growth. The Company fosters cohesion through various official and non-official communication channels. To improve employee interaction and address employee concerns and difficulties effectively, the company has established various communication mechanisms catering to different complaints or opinions, maintaining a decent employer-labor relationship through diverse and timely methods.
1. Personal delivery：Employees may visit the audit unit or the human resources unit to convey their opinions.
2. E-mail：Staff-exclusive complaint e-mail box：Miss Chiang veckie@utechzone.com.tw。
3. The Company’s official website ：any violations of ethical management can be reported by the website.
4. The President’s seminars: the President engages in irregular conversations with employees to collect feedbacks and maintain a good bi-directional channel of communication.
