Code of Conduct Unimicron code of conduct is defined, according to Government laws and regulations and Company policy so as to regulate the daily operations of the company and behaviors of employees. Our aim is to establish a superior management system and well functioned organization and become an ever-lasting company.

Ethics and Laws

Unimicron promises, with high ethic standard, to operate the company and to demand all employees to follow laws and regulations. In addition, the company emphasizes on human right, preventing corruption depriving benefits of the company, customers and suppliers, protecting intellectual property, and preventing sexual harassment to pursue the best interest of customers, shareholders and employees.

1. The company shall not discriminate any job applicant due to his/her race, rank, language, thought, religion, political party, origin, birthplace, sex, sexual preference, age, marital status, look, facial features or former membership in labor unions during interview, hiring, assignment, disposition, assessment or promotion (excluding positions requiring special characteristics). All employees must be hired after passing examinations and interviews.
2. Newly hired employees shall sign the agreement with the company to allow a three month probation period and shall be officially employed after qualified. Unqualified probationer shall reach agreement with the company to either extend the probation period or be terminated according to the Labor Laws section 11, 12, 16 and 17 and Labor Pension Fund Regulations section 12.

(For more details, please refer to company Working Regulations and SOP#123-001, Process of Personnel Appointment.)

Improve Working Environment

1. In order to cultivate a lively and pleasant working environment and to enhance the physical and mental condition of our employees, regulations are made according to Labor Law, Labor Safety and Health Regulations and Labor Health Protection Regulations.
2. Cooperate with renowned medical institutions to provide scheduled medical check-up
   and follow-up for all employees including kitchen staff.
3.  Set up working hour management mechanism and procedures and define working hours, break time and overtime control for different shifts.
4. Define clearly the differences and procedures for all types of leaves.

(For more details, please refer to SOP#9142-001 Working Hour Regulations, SOP#9142-003 Overtime Regulations, SOP#9142-002 Attendance and Leaves Regulations, SOP#9142-011 Employee Health Management Procedure.)

Dialogue with Employee

1. The company actively set up channels for communications with employees according to Labor Laws and relative regulations to protect employee benefits.
2. The company established Employee Complaint System to deal with the complaints regarding penalty appealing, improper management, suggestions and violations of Labor Laws.
3. The company hold employer-employee meetings regularly according to the Standard Operating Procedure.
4. The company set up employee suggestion boxes to expand communication channel.

(For more details, please refer to the SOP#9012-002, Procedure for Employee Discussion Meeting.)

1. The undertaker shall stick to the principle of honesty and fairness, and select suppliers based on quality, price and delivery
2. It is prohibited to benefit specific individual or suppliers by revealing the target price or bidding prices, designing special specs, or inspecting with tightened (or relaxed) specs.
3. It is prohibited to receive kick-backs, gifts worth more than NT$1,000, cash, other valuables or entertainment treats.
4. All employees shall not take the advantage of job function to benefit others directly or indirectly and shall not reveal confidential information in business and technology.
5. Without prior approval from the company or going through public market, all employees are not allowed to invest directly or indirectly in the businesses competing with one’s duty.  Employees of grade 5 and above shall report to the company if he/she, his/her spouse or relatives within the third degree of kinship work in the company of customers, distributors, suppliers, or competitors.

(For more details, please refer to SOP#9012-001, Conflicts of Interest, Gifts & Bribes.)

1. The company defined “Sexual Harassment Prevention and Disposition Procedure” according to the “Equal Employment Opportunity Law” to create a safe and sexual harassment free working environment to maintain equal employment opportunity for both sexes.
2. All employees are not allowed to harass or disturb others and affect others’ work with words or behaviors containing sexual implication and causing the victim unpleasant or upset.
3. Employers or supervisors shall not abuse their right, opportunity or means from the position to sexually harass employees or job applicants and shall not connive in others doing so.
4. Employees shall not be dismissed, transferred or treated unfavorably because of reporting sexual harassment.
5. When sexually harassed, employees shall report to the sexual harassment committee.  When the committee is unable to handle, such cases will be turned to government officials or justice department.

(For more details, please refer to company Sec. 11, Working Regulations, Sexual Harassment Prevention )