Human Rights

Unimicron operates globally, and talent is crucial for success in a competitive industry. We uphold 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." We adhere to the "RBA Code of Conduct" and local labor laws. "Unimicron Labor Policy," established on January 1, 2011, and its related measures, aim to create a supportive workplace where employees can thrive. Annually, we assess labor rights risks and impacts through the "HR Division's Continuous Planning Procedures" to adjust business strategies in response to legal, customer expectations, social norms, international standards, internal regulations, and environmental changes.

Labor Policy

Human Rights Management

Unimicron values human rights and upholds fairness and respect when implementing labor policies. We have established a culture of equality, tolerance, and engagement, creating a workplace that protects human rights and integrates these principles into our corporate culture. We publicly support “The UN Guiding Principles on Business and Human Rights,” “The ILO Declaration of Fundamental Principles and Rights at Work,” “The UN Universal Declaration of Human Rights,” and the “Responsible Business Alliance.” HR is responsible for identifying, assessing, and discussing employee relations issues, while each unit identifies human rights risks and evaluates their impact. Management measures and training are enforced through the “Rules on Labor Rights and Corporate Social Responsibility” every year. After assessment, there are no high-risk issues in Taiwan or China Facilities and no incidents of child labor, forced labor, or discrimination in 2023.

2023 Human Rights Related Training

Employee Relations and Engagement

Unimicron values employee communication and offers various channels for feedback and consultation. Through the company intranet site, orientation, daily advocacy, irregular courses, etc., we publicize the communication channels and complaint procedures so that all employees can provide feedback or consultation anytime, ensuring comprehensive support and problem resolution.

Diversified Communication Channels for All Employees

Multiple Mailboxes and Hotlines

Employee Work Engagement Survey

Employees are Unimicron's most valuable asset and a crucial internal stakeholder. To foster a positive work environment and improve employee recognition, Unimicron conducts a biennial employee satisfaction survey. Historically, this was done internally, but in 2023, an external professional organization was commissioned to conduct the survey, encompassing Unimicron and Mainland China Facilities. This external approach enhances trust and encourages employees to share their genuine feedback. The survey, targeting engineering and management staff at levels 5-11, covered seven major areas—supervisors, work, compensation, development, colleagues, corporate culture, and sustainable operation—across 29 engagement dimensions. The participation rate was 88.15%. Results showed Unimicron employees scored 4.77 out of 6, while Mainland China employees scored 4.97 out of 6. Over 70% of employees identified with the Company. Understanding their feedback enables us to address weaknesses and use the insights as a reference for enhancing organizational management and employee engagement.

Based on the testing results, we discussed with senior executives regarding weak aspects. Each unit will review these areas and develop its improvement measures, with progress tracked regularly. This survey helps us understand employee expectations and needs, allowing us to enhance the management system, foster a positive workplace, and encourage employees to invest more effort into improving work performance.

Employee Feedback

For expatriate employees in Mainland China, Unimicron conducts a care survey after their first three months to assess working and living conditions and enhance retention. Additionally, a social group of Taiwanese managers has been established to support employees with real-time advice and assistance. Employee feedback is addressed promptly, with relevant departments following up on all inquiries. In 2023, Taiwan Facilities received 545 cases through the communication channel, and Mainland China Facilities received 289 cases, all of which were resolved and communicated back to employees.

Types of Employee Feedback(Unit: Cases)

• Complaints

• Grievances

• Suggestions

• Inquiries

Grievance and Whistleblower

Employees who identify breaches of ethical management can anonymously report to Unimicron’s Audit Team or HR Division via telephone, email, or suggestion box (details are on the Company’s internal website and covered in orientation). Issues can also be raised at labor-management meetings or employee forums, where a task force will investigate. In 2023, 28 complaints were filed in Taiwan and 17 in Mainland China. Following the “Me Too” movement, Unimicron re-promoted its diverse grievance channels in Taiwan and heightened employees' self-protection awareness to encourage open expression. In Mainland China, 80% of complaints were about salaries and benefits. External and operational changes affected overtime control and bonus fulfillment, impacting overall compensation and increasing employee sensitivity to their rights. No ethics-related reports or cases of corruption and bribery were received.

Grievance Handling Process

Whistleblower Handling Process

Grievance Cases in Recent Years(Unit: Cases)

2023 Grievance Cases