Human Rights Management
Unimicron’s business locations can be found all over the world. In this highly competitive industry, talent is the key to a Company’s success in the global market. We support and respect the principles and spirit of the "International Labor Organization Tripartite Declaration of Principles," "The United Nations Universal Declaration of Human Rights", and "The United Nations Global Compact," and follow the "RBA Code of Conduct" and other related international norms, as well as the labor laws and regulations of the locations where our operations are located, the "Unimicron Labor Policy" is formulated on 01 January 2011 and related measures are implemented to create a friendly workplace for employees with a place where they can fully utilize their abilities. To make timely adjustments to its business strategies in response to global changes, we annually assess the risks and impacts of labor rights in accordance with the "Human Resources Division's Continuous Planning Procedures", to meet the requirements and expectations of the law, customers, society, international regulations, and Unimicron's internal stakeholders.
Labor Policy
- Equal employment opportunity- Prevent discrimination during recruitment, employment, assessment, or promotion.
- Humane treatment- Ensure equal opportunity and dignity for all employees.
- Communication with employees- Encourage employees to express opinions, and protect the rights of the aggrieved.
- Improve work conditions- Provide comprehensive wage and welfare system and strengthen employee training to enhance their competitiveness.
- Integrity- Uphold principles of honesty and justice.
Human Rights
Unimicron values human rights; upholds a fair and respectful attitude in implementation of labor policies and their spirit; established a culture of equality, tolerance and open communication; and created a workplace that protects human rights to ensure that the spirit is incorporated into corporate culture.
Unimicron believes that everyone should be treated fairly and with respect and has publicly pledged its support for “The UN Guiding Principles on Business and Human Rights”, “The ILO Declaration of Fundamental Principles and Rights at Work”, “UN Universal Declaration of Human Rights” and “Responsible Business Alliance” to establish regulations. HR is responsible for the identification, assessment, and discussion regarding employee relations, and then each unit identifies human rights risks and assesses the impact. For each issue, management measures, as well as related training, are implemented through the “Rules on Labor Rights and Corporate Social Responsibility”. Various communication channels are provided to employees, such as employee suggestion boxes, labor-management meetings, a hotline and a mailbox for reporting incidents, and quarterly OSH committees. Every year, each issue is identified according to laws and regulations and the Company policies to ensure the protection of human rights. In 2022, no child labor, forced labor, or discrimination occurred in Unimicron ‘s plants in Taiwan and mainland China.
2022 Human Rights Related Training
Note 1: The above courses have been planned among the orientation to implement the training mechanism and increase the training rate.
Note 2: The training rate of courses such as the “Sexual Harassment Prevention Act”, ”Act of Gender Equality in Employment", "Personnel Code of Conduct” and "RBA Code of Conduct" includes QunHong Technology Inc.
Note 3: The annual training is held in July, therefore, some employees who have not completed the training will be included in next year's training list.
Employee Relations and Communications
Unimicron values its communication with employees and provides diverse ways of communication for all employees so that they can give feedback or consult at any time. We also set exclusive e-mail/Complaint Box for anonymous grievances and complaints to assist employees in solving problems and provide comprehensive assistance.
All employees
Supervisors at All Levels of the Department
- Monthly/Irregular meetings of all plants and departments
- Internal activities
- Employee care interviews
Dedicated Personnel of Human Resources Division
- Dedicated personnel of HR provides services
- Employee forums/Regular employer/employee meetings
- Health Management Center
System/Employee Welfare Committee
- Grievance channels for employees
- Employee suggestion mailbox
- Corporate website/Corporate bulletin board
- Employee Welfare Committee
To understand the work and living conditions of expatriate employees in Mainland China Facilities and to improve retention rate, the Company conducts surveys 3 months and 18 months after their dispatch. In addition, a forum is held every quarter to solve issues related to living conditions, it invites department heads to participate in the forum, care for employees’ problems and suggestions regarding work and local life, and provide relevant assistance. Concerning employee feedback and questions, Unimicron invites relevant departments to respond and follow up on those cases. In 2022, 521 cases were formally submitted through the employee communication channel in Taiwan Facilities, while 367 cases were submitted in Mainland China Facilities, and 100% of them have been solved. All cases have been responded to and sent back to the employees through the communication channel.
Unimicron currently has no labor union but conducts bilateral communication through regular labor-management meetings, and respects the right of all employees to participate in collective negotiation and peaceful gatherings. After the labor-management meeting quarterly, important matters and the advocated matters shall be sent to all units, so that every employee can accurately and simultaneously understand the latest policies and handling of related issues, to enhance their cohesion and professionalism. If the Company has major operational changes, advance notice shall be given in accordance with the labor laws and regulations.
Taiwan
Where an employer terminates a labor contract pursuant to “Labor Standards Act”, the provisions set forth below shall govern the minimum period of advance notice:
- Where a worker has worked continuously for more than three months but less than one year, the notice shall be given ten days in advance.
- Where a worker has worked continuously for more than one year but less than three years, the notice shall be given twenty days in advance.
- Where a worker has worked continuously for more than three years, the notice shall be given thirty days in advance.
Mainland China
30 days notice period in accordance with “The Labor Contract Law”
Employee Feedback
