In order to protect the basic human rights of employees, based on fulfilling its social responsibilities and supporting various international human rights conventions such as the United Nations Universal Declaration of Human Rights, the United Nations Global Covenant, Two International Bill of Human Rights -International Covenant on Civil and Political Rights and International Covenant on Economic, Social and Cultural Rights, and the International Labor Organization-Declaration of Fundamental Principles and Rights at Work, the Company eliminates any violations of human rights, so that all employees of the Company can be treated fairly and with dignity.
- Comply with the relevant local labor and environment regulations and international standards in each business area of Weikeng group
The Company formulates various policies and measures that comply with local laws and regulations in accordance with relevant labor laws and human rights requirements and environment regulations in the operating areas of affiliated companies, and supports and respects relevant international labor human rights norms.
- Diversity and tolerance of selected talents and equal opportunities for labor rights
- (1) In terms of recruitment, in addition to adhering to the spirit of fairness and objectivity, the Company evaluates the overall performance of job applicants, and attaches importance to the principle of diversity in talent selection and gender equality issues. The Company attaches importance to the protection of equal rights and interests.
- (2) The Company does not treat differently regarding race, class, language, ideology, religion, party affiliation, place of birth, place of birth, gender, etc. to employees and job applicants in terms of employment, salary and benefits, training opportunities, promotion, dismissal or retirement and other labor rights and interests. Weikeng applies no unfair treatment due to factors such as sexual orientation, age, marriage, appearance, facial features, physical and mental disabilities, constellation, blood type, or other discrimination.
- Remunerations and benefits
The remunerations paid by the Company to employees are in compliance with all applicable wage laws and regulations in accordance with the local laws and regulations of each business area, including relevant minimum wages, overtime hours and statutory benefits. If employees have overtime wages, they shall be paid in accordance with the relevant labor laws and regulations in each region.
- Humane treatment
- (1) Based on the responsibility of protecting the physical and mental development of
children, the Company does not employ child laborers over the age of 15 but under the age of 16.
- (2) In accordance with occupational safety and health laws and regulations, the Company has established a preventive plan for illegal infringement of duties to establish and implement relevant management plans for the identification, evaluation and control of work environment or hazards. The arrangements of labor services for employees are in compliance with laws and regulations, and do not tolerate any corporal punishment, physical or psychological abuse or coercion, intimidation or other verbal violence, seizure of identity documents or other illegal forced labor practices. And for the period of his/her duties, he/she also has the protection resulting from the above violence prevention plan.
- (3) In addition, a maternal health protection plan has been established for maternal health protection to ensure the physical and mental health of the company's pregnant, less than one year after childbirth and breastfeeding female employees.
- Healthy and Safe Workplace
- (1) In addition to providing a safe and healthy working environment in accordance with
laws and regulations, the Company has also established an occupational safety and health department and its committees, and hired professional physicians to regularly perform on-site health consulting services and hire nursing staff in order to regularly handle safety, health, fire protection and other related matters. The Company has implemented education and training, take necessary preventive measures to prevent occupational disasters, thereby reducing the risk factors of the working environment.
- (2) In order to maintain the health and well-being of the Company's employees, prevent ergonomic hazards and avoid repetitive musculoskeletal injuries, the Company established the ergonomic hazards prevention plan to reduce the frequency of repetitive musculoskeletal injuries among the Company's workers.
- (3) In order to prevent laborers from diseases due to abnormal workloads such as shifts, night work, and long hours of work, the Company has established prevention of overwork related illness plan to reduce physical and mental injuries of workers caused by overwork and other abnormal work.
- (4) In order to apply the management methods of ISO quality and environmental system standards in occupational safety and health management to reduce occupational hazards and risks and improve operational efficiency, the Company reported to the Sustainable Development Committee in August 2012 and selected (Lian Cheng Environmental Safety Management Consulting Co., Ltd./ Lian An Industrial Safety and Hygiene United Technician Firm) as our consulting company to build an occupational safety and health management system (ISO45001-2018). It is expected to complete external verification and obtain the certificate in the first quarter of the year 2024. It is hoped that through the promotion and establishment of the occupational safety and health management system, the occupational safety and health policies of "Compliance with Laws", "Hazard Prevention", "Ability Awareness", "Continuous Improvement" and "Full Participation" can be implemented.
Complaint system
In order to achieve the goal of fair handling of employee complaints, there are clear channels for complaints so that follow-up conditions can be fully met. For employees encountering any type of problem within the Company, complaints can be lodged with supervisors at all levels and human resources units through the Company's complaint channels, and the Company has a mechanism to deal with it. In addition, in order to maintain gender equality in work and provide employees and job applicants with a work and service environment free from sexual harassment, there is a dedicated hotline, fax, and e-mail for sexual harassment prevention.
During the complaint investigation period, it will be handled in a confidential manner that will not disclose the name of the complainant or other relevant information sufficient to identify the complainant, so as to protect that person. Regarding the content of the resolution of the complaint investigation, we also notify the complainant and the respondent in writing. If the complainant or the respondent disagrees with the resolution of the complaint case, an appeal may also be filed with the Company.
Since 2007, Weikeng has established guidelines for complaints and disciplinary measures against sexual harassment in the workplace in accordance with the Ministry of Labor's Regulations for Establishing Measures of Prevention, correction, complaint and Punishment of Sexual Harassment at Workplace. Workplace sexual harassment prevention measures, complaints and disciplinary measures have been formulated, and the above-mentioned measures will be revised in a timely manner in accordance with the update guidelines of government units to comply with the latest laws and regulations. Through the above measures, we provide a work and service environment free from sexual harassment for staff (including employees, dispatched workers, technical students and interns) and job seekers, and take appropriate preventive, corrective, disciplinary and treatment measures to protect the rights and privacy of the parties involved.
In line with the revision of government regulations and committed to promoting a safe and friendly workplace environment, the Company revised the "Complaint and Punishment Measures for Sexual Harassment Prevention Measures in the Workplace" in September 2023 and announced it on the Company's eHR Portal website for all employees to refer to.
In 2023, the Company held three quarterly mobilization meeting to publicize human rights protection issues for all employees. Furthermore, we held three human rights policy training sessions for newcomers (0.5 hour per session, 1.5 hours in total). The number of individuals receiving education and training was 33(16 males and 17 females), accounting for 7% of the total number of employees. Up to end of 2023, there were no incidents of discrimination or sexual harassment in the Company, and there has been no violation of labor laws and no punitive action by the competent authorities.
