Responsabilidad Social Empresarial
Derechos Humanos
AMobile Human Rights Policy
1. Purpose of Establishment
AMobile supports and adheres to human rights principles such as the "United Nations Universal Declaration of Human Rights," the "United Nations Global Compact," the International Labour Organization's "Declaration on Fundamental Principles and Rights at Work," and other relevant human rights principles. This Human Rights Policy is formulated in accordance with local laws and regulations of the respective operational locations around the world.
2. Scope of Application
AMobile's Human Rights Policy applies to all employees of the ARBOR Group (ARBOR refers to subsidiaries of ARBOR Technology Corp., financial entities with direct or indirect cumulative investments exceeding fifty percent, and other affiliated enterprises and organizations with substantial control). Through the implementation of the Human Rights Policy, it aims to reduce human rights risks for all employees, suppliers, contractors, and partners, and to establish a safe, healthy, and lawful working environment in their operations.
3. Human Rights Management
To ensure that employees understand their rights and the company's policies and practices in terms of social responsibility, internal documents and regulations such as "Recruitment and Employment Regulations," "Employee Health Protection Management Regulations," "Measures for Prevention and Control of Workplace Harassment, Complaints, and Disciplinary Actions," clearly declare the protection of employee rights. This includes compliance with regulatory requirements, employment freedom, humane treatment, prevention of inappropriate discrimination and harassment, establishment of diverse and effective communication mechanisms, comprehensive compensation and benefits, provision of diverse training and development opportunities, and a variety of training course choices.
Explicitly prohibiting tangible or intangible acts of harassment, the company maintains regulations against sexual harassment. Additionally, a dedicated hotline and email account for sexual harassment prevention and reporting are established for employees.
Human Rights Protection Training
Scope
Content
New Employee Training on Relevant Regulations
Prohibition of Forced Labor, Prohibition of Child Labor, Anti-Discrimination, Anti-Harassment, Ensuring Humane Treatment, and Providing a Healthy and Safe Environment
Sexual Harassment Prevention Training
Understanding the Concept of Sexual Harassment, Prevention of Sexual Harassment, and Procedures for Dealing with Sexual Harassment Incidents
Workplace Bullying Prevention Training
Assisting employees in understanding what workplace bullying is, teaching them how to avoid bullying behaviors, in order to collectively create a friendly work environment with zero tolerance for workplace bullying.
Occupational Safety Training Series
Fire Safety Training, Emergency Response Courses, First Aid Personnel Training, General Safety and Health Education Training, New Supervisor Safety Training
Assessment and Mitigation Measures
Management Principles
Assessment Tools
Mitigation Measures
Performance in 2022
Avoid harsh and inhumane treatment of employees, maintain a workplace free from violence, sexual harassment, intimidation, insults, and corporal punishment, and respect employees' privacy and dignity.
Government Agency Labor-Management Dispute Correspondence
(1) Timely adjust and modify relevant management systems in response to legal changes to reduce the likelihood of labor-management disputes.
(2) Regularly convene labor-management meetings to establish communication channels.
No disputes occurred.
Prohibition of forced labor
Attendance system
Implementation in accordance with the Labor Standards Act
No forced labor
Prohibition of any form of discrimination
Handling of complaints cases
Process in accordance with the "Promotion and Salary Adjustment Management Regulations," respecting professionalism, ensuring equal pay for equal work, and providing equal opportunities for promotion.
No forced labor
No employment of child labor
Identification verification
Clearly stipulated in the "Recruitment and Employment Regulations," no recruitment of employees under 18 years old
No employment of employees under 18 years old.
Respect for employees' freedom of assembly and association
Association application
Process in accordance with the "Regulations on Management of Association Activities," encouraging the establishment of legitimate recreational activity associations
Providing subsidies for associations.
Provide a safe, hygienic, and healthy working environment
Health checkups and ergonomic assessments data
(1) Arrange annual health checkups for all employees.
(2) Investigate maternal health, high-risk health checkups, ergonomics, and abnormal workloads.
In addition to completing health checkups and ergonomic assessments, provide consultations to explain the medical examination reports.
(4) AMobile Supplier Management Policy
(5) Employee Benefits Measures, Retirement System, and Implementation Status