Human Rights Policy
Chicony recognizes and respects human rights as fundamental to sustainable corporate development. We uphold the core principle of "people-oriented" operations and are committed to fostering an inclusive workplace environment where every employee can work with dignity and security. The Company strictly adheres to international human rights standards, including the Universal Declaration of Human Rights, the United Nations Global Compact, the UN Guiding Principles on Business and Human Rights, and the International Labour Organization (ILO) core conventions. In 2020, the Company established the Chicony Electronics Corporation Human Rights Policy, personally endorsed by the Chairman, demonstrating senior management's unwavering commitment to human rights protection. During fiscal year 2024, in response to enhanced human rights due diligence requirements and evolving supply chain management practices, CEC revised the Chicony Electronics Corporation Human Rights Policy to better address generational workforce transitions and contemporary human rights challenges.
The Chicony Electronics Corporation Human Rights Policy applies across all global operations and throughout the value chain of our products and services, explicitly prohibiting discrimination in hiring, compensation and benefits, performance evaluation, and promotion based on race, gender, age, religious beliefs, political affiliation, or other protected characteristics. We continuously monitor global human rights regulatory developments to ensure our Human Rights Policy and practices align with evolving international standards, thereby protecting the equality and dignity of all workers' rights.
The Company is committed to creating an equitable, non-discriminatory, and safe working environment through comprehensive implementation of the Chicony Electronics Corporation Human Rights Policy. All workers—including permanent employees, contract workers, trainees/interns, and vulnerable worker populations—are treated with dignity and respect, ensuring every CEC team member experiences equal treatment, workplace safety, and belonging. We have established multiple accessible communication channels to ensure effective operation of our human rights grievance mechanism. In 2024, no human rights-related complaints or disputes were reported, demonstrating the robustness and effective implementation of the Company's human rights management system.
In 2022, the Company completed its inaugural human rights due diligence assessment, with results detailed in the table below. At the end of 2024, the human rights due diligence program was relaunched, expanding scope to include supply chain and community stakeholders. Through continuous enhancement of our human rights management framework, we regularly review the Chicony Electronics Corporation Human Rights Policy and practices, respond to stakeholder expectations, promote inclusive enterprise and societal development, and advance our sustainable vision of "respecting human rights and creating shared value."
Human Rights Risk Identification Proces
Human Rights Risk Identification Results
| Mitigation Measures | Remedial Measures | Objectives | 2024 Implementation Results | |
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Diversity in employment and non-discrimination in the workplace |
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| Forced labor and child labor prohibition |
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Working hours |
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| Employee Health Management |
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Employee Communication
Chicony adheres to a communication culture of "openness, transparency, and responsiveness," with comprehensive communication and grievance mechanisms ensuring seamless information flow and dialogue across all levels. Robust communication channels not only enhance labor-management trust but also drive organizational innovation and sustainable development. To this end, the Company has established diverse communication platforms, enabling employees to stay informed on company developments and freely express work-related opinions or concerns.
Communication Channels
Globally, Chicony's mainland China factories elec employee representatives per the Regulations on the Fundamental Organizational Election Affairs of Labor Unions of the People's Republic of China. Effective communication is maintained through regular and ad-hoc meetings. In Taiwan, headquarters defines employee benefits and rights via management regulations. Quarterly labor-management meetings (four in 2024) confirm the implementation of benefits and related policies. For significant operational changes, the Company provides employees with advance notice per local legal requirements.
Labor Union Operations in Various Factories
| Factory | Taiwan | CEM2 | MR | CEM3 | CEM5 | CET | CEZ | ||
|---|---|---|---|---|---|---|---|---|---|
| Total number of employees |
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762 | 2,835 | 8,072 |
2,366 |
No labor union has been set; however, Employee Welfare Committee meetings are regularly convened for employee communication |
Chicony Electronics CEZ s.r.o. does not have a labor union; employees negotiate salary adjustments and terms with the management through the HR department and the Czech government. | ||
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Representative of the Committee or Union Chairperson |
Union Chairperson: 1 person Chief Auditor: 1 person
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15 | 11 |
Union Chairperson: 1 person |
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| Contact person for labor union in factories | Union Chairperson: 1 person | Union Chairperson: 1 person | Union Chairperson: 1 person |
Union Chairperson: 1 person |
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Through diverse and systematic communication and grievance mechanisms, Chicony Electronics is committed to fostering an open and transparent organizational culture that protects employees' rights to expression and labor protections, promotes harmonious labor relations and sustainable development, and embodies the Company's people-oriented values.
Employee Engagement Survey
As a corporate citizen committed to sustainable development, we firmly believe that employee well-being is fundamental to our long-term business sustainability. Chicony upholds the core value of being "people-centric," regularly listening to employee voices and continuously creating a superior work environment.
In April 2025, the Company's ESG Sustainability Office conducted the 2024 annual employee opinion survey for the Taipei headquarters, facilitating in-depth communication and interviews on critical issues and formulating improvement plans. The employee opinion survey covered five key dimensions: compensation and benefits, work environment, career development, workplace culture, and well-being and engagement. The survey scope included all employees at the Taipei headquarters, achieving 100% coverage in the Taiwan region with a total of 551 colleagues participating, resulting in a response rate of 71.47%.
This marks the Company's first comprehensive employee satisfaction survey, establishing baseline year data. Survey results indicate an overall satisfaction score of 3.75 (on a 5-point scale), with the work environment dimension performing most impressively at 4.01 points, demonstrating our dedication to creating a friendly workplace environment. We also recognize areas for continuous improvement, particularly in career development and compensation and benefits. In response to the survey findings, the Company has formulated concrete improvement plans, with special focus on enhancing career development and compensation and benefits dimensions, to continue building a superior work environment and implementing our people-centric core values.
Survey Information
- Target: All employees at Taipei headquarters
- Topics: Compensation and benefits, work environment, career development, workplace culture, and well-being and engagement
- Number of respondents: 551
- Coverage rate: 100%
- Survey administrator: ESG Sustainability Office
- Survey frequency: Annual
- Survey period: January 1, 2024 to December 31, 2024
- Overall satisfaction: 3.75 points (minimum 1 point, maximum 5 points)
- Survey results: This is the Company's first comprehensive employee satisfaction survey, with an overall satisfaction score of 3.75 points. Performance by dimension: Work Environment (4.01 points), Workplace Culture (3.84 points), Well-being/Engagement (3.71 points), Compensation and Benefits (3.63 points), Career Development (3.56 points).
Based on the latest annual employee opinion survey results and addressing issues of employee concern, the following improvement measures were planned and implemented in 2025:
- Optimization of Attendance and Working Hours System:
Overseas Business Trip Overtime Reporting Mechanism: To address employee feedback regarding difficulties in reporting overtime hours during overseas business trips, the company has planned a new processing method. In the future, employees may use travel certificates and overtime forms as the basis for applying for compensatory leave.
Implementation of Flexible Attendance Mechanism: A flexible working hours system is provided, allowing employees to independently adjust their working hours within the company's designated flexible time slots according to individual needs and job nature, balancing work efficiency with personal time management. - Employee Physical and Mental Health Care:
To safeguard employee physical and mental health, the company has implemented an Employee Assistance Program (EAP), proactively partnering with professional psychological counseling institutions to provide confidential psychological, health, legal, and financial counseling services to employees, in compliance with Article 13 of the Occupational Safety and Health Act's Regulations on Worker Health Protection. Through professional support, we reduce employee psychological stress, create a friendly workplace environment, and enhance work efficiency and retention rates. - Leave and Attendance System:
To demonstrate care and emphasis on new employees, the company provides benefits superior to those mandated by the Labor Standards Act, offering new employees three days of special leave immediately upon employment without requiring tenure accumulation. This considerate measure allows new employees to properly manage personal affairs while adapting to their new environment, helping colleagues achieve work-life balance. - Career Development and Training System:
To encourage colleagues to pursue continuing education and enhance professional competencies, the Human Resources Department will proactively remind department supervisors to reassess the salary levels of employees who have completed academic advancement or obtained professional certifications. Supervisors may, based on individual circumstances, submit salary adjustment recommendations through the approval process to incentivize employees to actively participate in professional training and apply their learning to current work and future career development.
We not only pursue operational performance growth but also emphasize comprehensive employee development and well-being enhancement. Through systematic satisfaction survey mechanisms, we continuously review and optimize human resources policies, building a more inclusive and supportive workplace culture. As a responsible corporate citizen, we commit to transforming survey results into concrete action plans, working hand-in-hand with all colleagues to create a better work environment and realize a win-win vision of sustainable development for both the enterprise and employees, ensuring that every employee not only works here but also actualizes personal value and grows together with the company.
