Human Rights Policy
Shiann Yih Electronic Industrial Co., Ltd. supports and adheres to the fundamental human rights principles outlined in the Universal Declaration of Human Rights, the International Covenants on Human Rights, and the ILO Declaration on Fundamental Principles and Rights at Work, as well as the legal regulations in all regions where we operate. The company has established a human rights policy to ensure that current employees (including contract and temporary workers) are treated with fairness and dignity, and we expect our suppliers and contractors to follow these principles as well.
Key Human Rights Issues and Management Plans
1. Provision of a Safe and Healthy Working Environment
We continuously promote activities to prevent occupational accidents and pollution to ensure a safe working environment for employees. In addition to providing a safe and healthy working environment in compliance with legal regulations, we also engage professional physicians and nursing staff from nearby hospitals for regular safety and health, fire safety, and other relevant training. Necessary preventive measures are taken to prevent occupational accidents and reduce workplace hazards.
2. Equal Job Opportunities and Prohibition of Discrimination and Unfair Treatment
We implement the human rights policy in internal control procedures, ensuring that employees and job seekers are not subjected to unfair treatment based on factors such as race, class, language, ideology, religion, political affiliation, birthplace, gender, sexual orientation, age, marital status, pregnancy, appearance, disabilities, zodiac signs, blood type, etc., in matters related to employment, compensation and benefits, training opportunities, promotion, termination, or retirement.
3. Prohibition of Child Labor
Our company, including its overseas subsidiaries, explicitly prohibits the employment of child labor during the recruitment process. As of the end of June 2024, the total number of employees in the group is 1,055 (110 in Taiwan and 945 in China), with no child labor among them.
4. Prohibition of Forced Labor
We do not compel or coerce any unwilling individuals to engage in labor. Our regulations regarding normal and extended working hours, holidays, special leaves, and various types of leaves comply with legal requirements. We provide reminders in the attendance system when employees apply for overtime, provide overtime pay or compensatory time off, and conduct monthly reviews and controls of working hours in the factory.
5. Maintenance of Physical and Mental Health and Work-Life Balance Environment
The company provides venue sponsorship funds to encourage employees to participate in health activities, such as forming badminton teams and jogging groups. Additionally, events like annual banquets, family days, and departmental gatherings are organized to boost employee morale, foster team cohesion, and promote family bonds.
6. Policy and Legal Compliance Promotion
New employees receive relevant legal compliance and job education training upon joining, covering topics such as sexual harassment prevention, anti-discrimination in the workplace, gender equality laws, work rules, and humanitarian treatment protection. Through regular promotion and announcements, employees are made aware of their responsibility to assist in ensuring a workplace free from unlawful violations, and a complaints hotline is provided to create a friendly working environment.
7. Occupational Safety Series Training
Training includes safety and health education, fire safety training, emergency response drills, and first aid training.
8. Integrity and Ethics Promotion
Regular promotion of daily behavior and ethical standards to foster a healthy and positive workplace culture.
The company continues to focus on human rights protection and implements relevant training to increase awareness of human rights protection and reduce the likelihood of related risks.
Training to promote human rights protection held in 2023:
(1)To promote workplace diversity and equality, the percentage of male and female employees in 2023 was 51% and 49%, respectively.
(2)As of June 30, 2024, neither the parent company nor any of its subsidiaries have employed child labor.
(3)In 2023, pre-employment occupational safety training for new employees, including safety briefings, fire drills, and evacuation exercises, was conducted with a total of 110 participants, amounting to 205 hours. From January to July 2024, pre-employment occupational safety training for new employees was conducted for 1 participant, amounting to 4 hours.
(4)In 2023, an internal training course on “Insider Trading and Insider-Related Regulations” was held, with a total of 49 participants, amounting to 49 training hours. From January to July 2024, an internal training course on “Insider Trading and Insider-Related Regulations” was held, with a total of 10 participants, amounting to 10 training hours.
Complaint Mechanism
The company has an open complaint channel. Employees who encounter various problems within the company can lodge complaints with supervisors or the HR department through the company’s complaint channel. To maintain gender equality at work and provide a working and service environment free from harassment for employees and job seekers, a dedicated complaint mailbox and email for sexual harassment prevention have been set up. Complaint investigations are conducted confidentially during the investigation period, without disclosing the complainant’s name or any other identifying information to ensure the protection of the complainant.