Etron Human Rights Policy
Etron is committed to upholding and promoting human rights by adhering to internationally recognized standards, including the Universal Declaration of Human Rights (UDHR), International Bill of Human Rights, ILO Declaration on Fundamental Principles and Rights at Work, UN Guiding Principles on Business and Human Rights (UNGPs), and the Ten Principles of the UN Global Compact (UNGC). The Company also aligns with the Responsible Business Alliance (RBA) Code of Conduct and complies with applicable laws across global operating locations to ensure the protection of human rights.
Based on these principles, the Company has established the Etron Human Rights Policy, which explicitly prohibits any form of human rights infringement. The Policy protects the fundamental rights of all employees, including contractors, temporary staff, and interns. Etron also requires supply chain partners to adhere to the same standards as part of our commitment to corporate social responsibility.
To strengthen internal management and reinforce human rights protection, the Company has implemented several human rights–related management measures, such as the Measures for Prevention, Complaint, and Discipline of Sexual Harassment and the Workplace Violence Prevention Measures, to ensure a safe, respectful, and equitable working environment.
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Human Rights Commitment
- Respecting and protecting human rights is a fundamental cornerstone of sustainable corporate operations.
- Human rights considerations are integrated across all operational stages, covering employees, customers, suppliers, business partners, and the communities where we operate.
- We continue to provide stakeholders with diversified and accessible communication channels.
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Management Principles
- The Company establishes management policies, conducts internal audits, and completes the RBA Self-Assessment Questionnaire (SAQ) annually in accordance with the Responsible Business Alliance (RBA) Code of Conduct.
- We continuously promote Etron’s Human Rights Policy and conduct human rights training for internal decision-makers, managers, employees, suppliers, and contractors.
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Summary of Human Rights Issues and Key Initiatives
| Issues of Concern | Specific Measures and Management |
|---|---|
| 1. Healthy and Safe Work Environment | Conduct annual occupational health exams and specific screenings. Implement grade management for anomalies, providing health guidance, education, and follow-up tracking. |
| 2. Prohibition of Forced and Child Labor | Hiring standards strictly comply with local regulations. We respect employee will and strictly prohibit any form of forced labor or illegal child labor. |
| 3. Freedom of Association & Collective Bargaining | Regular labor-management meetings are held. Grievance and consultation channels are provided to ensure employees’ voices are heard and issues are resolved. |
| 4. Privacy and Information Security | Established “Personal Data Management Guidelines” per law. Conduct regular audits and corrective actions, reporting results to data units for review. |
| 5. Diversity and Anti-Discrimination | Uphold the principle of equal treatment regardless of race, religion, gender, marital status, or disability to ensure no discriminatory practices. |
| 6. Prohibition of Harassment | Maintain a comprehensive grievance system, including dedicated mailboxes, hotlines, and emails, with strict confidentiality to prevent workplace harassment. |
| 7. Responsible Sourcing & Production | Suppliers are required to sign a Code of Conduct, complying with RBA standards and avoiding conflict minerals. Annual audit plans drive continuous improvement. |
| 8. Anti-Corruption & Ethics | Implement the “Integrity Management Code” and “Code of Ethics” to strengthen employee integrity and prevent any dishonest conduct. |
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Human Rights Training Implementation (2025)
| Course Category | Participants | Total Training Hours |
|---|---|---|
| Workplace Violence Prevention Awareness Program | 235 | 352.5 |
| Health Promotion | 94 | 101 |
| Employee Support and Care | 67 | 124 |
| Personal Data and Trade Secret Protection | 150 | 216 |
| Occupational Health and Safety | 310 | 474 |
| Others | 513 | 497.5 |
| Total | 1,369 | 1,765 |
Internal Communication Channels
Etron has established diversified internal communication channels to enhance open dialogue and information transparency, supported by a comprehensive grievance mechanism to ensure fairness and protect employee rights.
In compliance with legal requirements, the Company holds a Labor-Management Communication Meeting every three months. Representatives from management include the General Manager, the Corporate Governance Officer, and the HR Director. These meetings aim to foster constructive labor-management relations, facilitate information exchange, and ensure that employee voices are heard.
Employees are encouraged to express opinions freely, and the Company responds in a timely manner, incorporating feasible suggestions into policy implementation. In recent years, Etron has maintained harmonious labor relations with no labor disputes.
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Grievance Mechanism
Human rights–related grievances—including discrimination, sexual harassment, and workplace bullying—reported in 2025 totaled zero cases.
