Unimicron Labor Policy
Fair Employment
：Prevent discrimination during recruitment, employment, evaluation and promotion
Humane
Treatment：Maintain equal opportunities and dignity for all employees
Employee
Communication：Encourage employees to express opinions, and protect the rights of those
who file a complaint
Improving Employee
Working Conditions：Offer a sound compensation and welfare system, and strengthen
occupational training to enhance employees’ competitiveness
Integrity Code
：Uphold the principles of integrity and honesty
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," "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 and related
measures are implemented to create a happy workplace and provide employees with a place where they can
fully utilize their abilities.
Human Rights Management
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 work environment 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. Members of our Recruitment Group of HR
responsible for employee relations conduct identification, evaluation and discussion, and then each unit
identifies human rights risk issues and evaluates 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.
|
Issue
|
Impact Assessment Method
|
Management Measures
|
|
Prohibit Child Labor and Youth Labor Protection
|
• Audit and assessment of the misuse of child labor
• Assessment of young workers’ job protection
|
• Implementation of “Regulations Protection of Health and Safety for Women and
Workers under 18 Years of Age”
• Enhancing the auditing and management of the personnel appointment process
• Revising procedures and enhancing remedial measures for misuse of child labor
• Specifying prohibited types of work and limiting work hours for young workers.
• Enhancing daily management and internal auditing
|
|
Prohibit Forced Labor
|
• Audit and assessment of migrant workers’ recruitment, employment, and rights
|
• “Regulations Governing the Selection of migrant workers for Employment” and
“Personnel Code of Conduct”
• Ensuring rights of migrant workers though appointment and work rules
• Organizing briefing sessions for migrant workers before their departure and
investigating whether they were charged inordinate fees or other violations.
• Providing freedom-from-retaliation feedback cards and communication channels with
the company
|
|
Working Time
|
• Audit of overtime
• Audit of daily overtime working hours
• Audit of weekly overtime working hours
|
• Specifying rules on attendance, leave and working hours
• Providing cards with work hours regulations written on them
• Notifying abnormal working hours by mail
• Regular monthly meetings at each plant for reports and education
|
|
Compensation and Benefits
|
•Investigation on wage deductions or reductions for disciplinary reasons
|
• Specifying the “Rules on Salary for Local and Foreign Employees”
• Regularly performing annual internal audits and employee interviews to detect
potential misconduct
|
|
Freedom of Association
|
• Employee feedback
• Evaluation through labor-management meetings and employee grievance mechanism
|
• Specifying the “Personnel Code of Conduct”
• Quarterly labor-management meetings are held to actively assess and improve
through suggestions made by employees
|
|
|
Non-discrimination
|
• Audit and evaluation of recruitment conditions
• Evaluation of workplace abuse grievance reporting mechanism
|
• Specifying the “Regulations Governing the Handling of Grievances and Sexual
Harassment”
• Organizing education and training courses on sexual harassment in the
workplace
• RBA human rights compliance training at events such as orientation and annual
sessions
|
|
Humane Treatment
|
• Evaluation of workplace abuse grievance reporting mechanism
|
• Enforcing regulations on the prevention and management of abuse suffered while
carrying out duties
• Providing a variety of communication channels for employees, including paper,
e-mail, etc.
|
|
Safe and Healthy Workplace
|
• OSH Assessment
• Smooth communication channels for employee
• Physical and mental health of employees
|
• Recording workplace injury statistics and enhancing OSH training
• Introducing the EAP to provide employees with psychological counseling and
channels for expressing thoughts
|
2021 Human Rights Related Training
|
Course Title
|
Participants
|
Number of Employees That Should be
Trained
|
Number of Employees Trained
|
Training Rate (%)
|
Total Hours
(Man-Hour)
|
|
Sexual Harassment
Prevention Act Act of Gender Equality in Employment
|
The entire Company (for employees
employed for longer than 3 months, including staff in Taiwan and the Taiwanese staff
dispatched to Mainland China)
|
13,643
|
13,581
|
99.55%
|
12,895
|
|
Personnel Code of
Conduct
|
13,643
|
13,581
|
99.55%
|
13,581
|
|
Responsible Business
Alliance Code of Conduct
|
13,643
|
13,581
|
99.55%
|
13,581
|
Note 1: The above courses have been planned among the newcomer-training course 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 "Responsible Business Alliance Code of
Conduct" does not include that of the subsidiary, QunHong Technology Inc.
Note 3: The annual training held in August, therefore, some of the employees have not completed the
training and will be included in the next year's training list.
Employee Relations and Communications
Unimicron values its communication with employees and provides diverse communication channels for all
employees so that they can give feedback or consult at any time. We also provide an exclusive e-mail
address for anonymous appeals and complaints to assist employees in solving a wide range of problems and
provide comprehensive assistance.
To understand the work and living conditions of expatriate employees in Mainland China Facilities and to
improve their 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. Taking Unimicron’s
Taiwan Facilities as an example, in 2021, a total of 405 cases were formally submitted through the
employee communication channel, while 284 cases were submitted in Mainland China Facilities, and 100% of
them have been solved. The contents of the appeal cases were mostly about the living/workplace, and the
conditions have been improved and the responses were sent back to the employees through the
communication channel.
Unimicron currently has no labor union, but conducts bilateral communication by means of regular
employer/employee meetings, and respects the right of all employees to participate in collective
negotiation and peaceful gatherings. Upon conclusion, important matters and the advocated matters of the
employer/employee meeting shall be sent to all units, so that each employee can accurately and
simultaneously understand the Company’s latest policies and handling of related issues, all to enhance
employees’ cohesion and professionalism.
Employee Feedback
|
Type
|
2019
|
2020
|
2021
|
|
|
Taiwan
|
Mainland China
|
Taiwan
|
Mainland China
|
Taiwan
|
Mainland China
|
|
Workplace
|
173
|
33
|
133
|
48
|
145
|
35
|
|
Transportation
|
55
|
30
|
73
|
26
|
31
|
23
|
|
System and Culture
|
40
|
6
|
69
|
14
|
90
|
11
|
|
Food
|
35
|
126
|
42
|
119
|
41
|
55
|
|
Employee Welfare
Committee
|
11
|
2
|
12
|
0
|
3
|
0
|
|
Compensation and
Benefits
|
18
|
8
|
11
|
8
|
26
|
10
|
|
Information
Management
|
17
|
2
|
10
|
2
|
8
|
0
|
|
Training
|
3
|
0
|
6
|
2
|
5
|
3
|
|
Entertainment
|
4
|
0
|
5
|
0
|
0
|
0
|
|
Clothing
|
2
|
2
|
2
|
2
|
1
|
2
|
|
Accommodation
|
2
|
149
|
1
|
138
|
20
|
145
|
|
Job Management
|
26
|
0
|
0
|
0
|
35
|
0
|
|
Total
|
388
|
358
|
364
|
359
|
405
|
284
|
