The company complies with relevant laws and international human rights conventions, and formulates relevant management policies and procedures such as work rules, absenteeism management measures, sexual harassment prevention measures, complaints and punishment management measures. To protect the legitimate rights and interests of employees, and to respect the principles of basic labor rights, there is no situation that endangers the basic rights of labor. Our Human Rights Policy:
  1.
     A.The company shall abide by relevant laws and regulations, such as gender equality, the right to work and
       the prohibition of discrimination.
     B.In order to fulfill its responsibility to protect human rights, the company may formulate relevant
       management policies and procedures as necessary, including:
       (1)Propose the company's human rights policy or statement.
       (2)Evaluate the impact of the company's operational activities and internal management on human rights,
          and formulate corresponding handling procedures.
       (3)Regularly review the effectiveness of corporate human rights policies or statements.
       (4)When human rights violations are involved, the procedures for handling the interested parties involved
          shall be disclosed. The company shall respect labor rights, such as freedom of as sociation,
          right to collective bargaining, care for disadvantaged groups, prohibition of child labor,
          elimination of all forms of forced labor, elimination of employment and employment discrimination
          etc., and confirm that its human resources policy is free of gender, race, socioeconomics, etc.
          Differential treatment ofclass, age, marital and family status, etc., to implement equality and
          fairness in employment, employment conditions, remuneration, benefits, training, evaluation and
          promotion opportunities. For situations that endanger labor rights and interests,the company may
          provide an effective and appropriate grievance mechanism as necessary to ensure the equality
          and transparency of the grievance process. The grievance channel shall be concise, convenient and
          unobstructed, and the employee's grievance shall be properly responded to.
  2. The company shall provide employees with information to enable them to understand the labor laws of the
     countries where they operate and their rights.
  3. The company should provide employees with a safe and healthy working environment, including the
     provision of necessary health and first aid facilities, strive to reduce the hazards to employees'
     safety and health to prevent occupational disasters. The company should regularly implement safety and
     health education and training for employees.
  4. The company should create a good environment for employees' career development and establish an effective
     career ability development training program. The company should appropriately reflect the business
     performance or achievements in the employee remuneration policy to ensure the recruitment, retention
     and encouragement of human resources and achieve the goal of sustainable operation.
  5. The company shall establish channels for employees to communicate and dialogue on a regular basis, so that
     employees have the right to obtain information and express opinions on the company's business management
     activities and decision-making.
Excerpted from: Code of Practice for Corporate Social Responsibility of the Company