Sound and harmonious labor and management relations are the cornerstone of sustainable development. Actron complies with the laws related to labor in Taiwan, and on the basis of the on the International Bill of Human Rights, we have developed proper labor conditions, a communication mechanism, and training development, in order to ensure that employees are able to learn and contribute in a care-free environment, thereby seeking stable and happy lives.
Human Rights Policy and Implementation Plan
The “Actron Human Rights Policy” complies with the internationally recognized human rights standards of the “United Nations Universal Declaration of Human Rights”, “United Nations Global Compact” and “International Labour Organization”, in order to allow all employees of the company to receive fair and respectful treatment.
| Implementation plan | Action |
| Maintain employee rights and welfare |
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| Provide a safe and healthy workplace |
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| Non-discrimination | We provide an equal and diverse work environment where there is no discrimination in language, attitude, or behavior based on gender, religion, race, nationality, or political affiliation. |
| Prohibition on child labor |
We strictly comply with local labor laws and regulations, and do not employ child labor. |
| Prohibition on forced labor |
We adhere to local labor laws, ensuring that no employee is forced or coerced into involuntary labor. |
| Freedom of association |
We respect employees' freedom of association, and the company will not interfere with or manage their operations in any way. |
| Sexual harassment prevention channel | We establish and announce a sexual harassment prevention policy and complaint channel, and to allow foreign employees to understand such policy, and further enhance the prevention at foreign employees’ dormitory meeting. |
Labor and Management Communication
We value each employee’s rights and interests, and through various different channels and internal meetings, we seek to achieve two-way labor and management communication, and promote the goal of a win-win situation for labor and management.
| Communication Channel | Communication Mechanism |
| Labor and management meeting |
Labor and management meetings are held quarterly, and the management representatives and employee representatives engage in two-way communication. The content includes an overview of the company’s business operations, new recruitment and resignation status of employees, and any recommendations. |
| Annual employee meeting | Employee meetings are held annually to allow all employees to engage in two-way communication with the management level, in order to convey the company’s operational policy and to listen to employees’ recommendations. Besides, keynote speeches are also organized at the same time to allow the employees and the company to grow and improve jointly. |
| Routine communication meeting | Internal unit supervisors convene meetings with employees regularly in order to convey administrative and management directives, and to also care for the difficulties and needs of employees during daily operations. |
| Complaint mailbox |
A general employee complaint mailbox is installed in the employees’ cafeteria. The human resources supervisor performs confidential management of the complaint cases. The break room of production line employees also has a complaint mailbox in order to allow on-site employees to file complaints for communication, and the responsible person of the manufacturing department regularly tracks the handling status of complaints. |
| Employee Care Lunch Appointment | The Employee Care Lunch is held twice a month, with each session inviting four to five employees (excluding supervisors). These gatherings encourage employees to have stress-free communication and to share work and life experiences comfortably. |