To fulfill our corporate social responsibility and safeguard the fundamental human rights of all employees, suppliers, and business partners, we adhere to the principles set forth in the Universal Declaration of Human Rights (UDHR), the United Nations Guiding Principles on Business and Human Rights (UNGPs), the United Nations Global Compact (UNGC), the International Labour Organization (ILO) Core Labour Standards, and the Responsible Business Alliance (RBA) Code of Conduct, among other international human rights conventions.
We respect universally recognized fundamental human rights, including freedom of association, the prohibition of child labor, the elimination of all forms of forced labor, the elimination of discrimination in employment and occupation, and the prohibition of cruel and inhumane treatment of employees. Furthermore, we have established a Human Rights Policy to ensure the protection of fundamental human rights for all employees and value chain partners.
In accordance with the Human Rights Policy and the Diversity, Equity, and Inclusion Policy potential human rights risks are identified, and comprehensive mitigation and remediation mechanisms are established to safeguard the fundamental human rights of all employees and value chain partners.
1. Risk Prevention and Mitigation Measures:
2. Complaint and Communication Mechanism:
3. Compensation and Relief Measures:
4. Tracking and Continuous Improvement:
Chicony Power is committed to establishing a comprehensive human rights protection system based on the principles of Prevention, Protection, and Remedy through these mitigation and compensation measures. This ensures that the rights and interests of all stakeholders are respected and upheld, while also fulfilling the corporate responsibility towards human rights.
※ In 2024, there have been no internal audit facts, reported incidents, or records of penalties imposed by competent authorities mentioned within the framework of the human rights policy.
Note: All production bases and suppliers regularly conduct RBA or external audits as required by RBA. As of 2024, no bases or suppliers have been identified as having significant human rights risks.
The total human rights-related education and training hours for 2024
The Company is committed to enhancing the human rights awareness of all employees by integrating relevant topics into regular training. In 2024, the total hours dedicated to education and training related to human rights reached 34,654 hours. This represents a significant increase of 42.9% compared to the 24,525 hours recorded in 2023, demonstrating our ongoing commitment to enhancing our investment and focus in this area.
Employee Benefits and Remuneration
Employee compensation at Chicony Power is determined by the Human Resources Department with reference to market salary benchmarks, the Company’s financial position, and its organizational structure. Overall compensation is further based on each employee’s professional competencies, job responsibilities, performance, and the achievement of the Company’s business objectives.
In line with the Company’s Human Rights Policy, compensation for new employees does not vary based on gender, race, political affiliation, ideology, religion, sexual orientation, or marital status. Starting salaries are set above the statutory minimum wage, with salary levels determined through a comprehensive assessment of professional qualifications and the nature of the position.
Average and Median Remuneration of Non-managerial Employees
Note: The statistical scope is reported in accordance with the requirements of the Taiwan Stock Exchange. In this context, “non-managerial employees” refers to all staff excluding managerial positions (Assistant Manager and above).
To safeguard employees’ quality of life, the Company ensures that compensation levels remain above industry standards and conducts annual salary adjustments in line with market benchmarks. In recognition of outstanding performance, Chicony Power also provides performance bonus programs as an incentive. Furthermore, to encourage childbirth, in addition to statutory parental leave provided at each site, the Company offers birth incentives in the form of financial rewards to employees.
With the aim of supporting employees’ well-being, strengthening cohesion, and maintaining harmonious labor relations, Chicony Power has established an Employee Welfare Committee responsible for planning and implementing various welfare programs. Through a comprehensive benefits system and diverse employee activities, the Company continuously promotes employee welfare initiatives.
Note: For additional relevant information, please refer to Employee Benefits, Retirement System, and Their Implementation
In alignment with business objectives and corporate sustainability, the Company is committed to talent cultivation and development. The education and training framework is structured into six key areas: New Employee Orientation, Leadership and Management, General Competency, Professional Skills, On-the-Job Training, and Self-Development. A diverse range of training programs is provided, complemented by industry–academia collaboration, to foster diversified talent and support employees’ career development.
Total Training Hours and Number of Employees Trained from 2022 to 2024
Chicony Power has always emphasized employee benefits and maintained a harmonious labor‒management relationship. In addition to complying with the requirements stipulated in the Labor Standards Act and other relevant laws, the Company also provide employees with benefits exceeding regulatory standards. Chicony Power prioritizes the establishment of good mechanisms for employee communication and complaints, which encourage employees to actively express their opinions and concerns. Multiple channels have been established for employees to comfortably share ideas and solve problems. The combination of regular meetings, feedback channels, and open discussions ensures that employees’ voices are heard and valued. Furthermore, anonymous complaint mechanisms have been established to protect employee privacy and security and ensure that employees can confidently raise concerns or complaints. These efforts help promote a good workplace atmosphere and build a culture of trust and respect, making all employees feel valued and supported.
Complaint/Grievance Mechanisms
Chicony Power has established the “Prevention and Management Procedures for Unlawful Infringement in the Performance of Duties” and the “Workplace Sexual Harassment Prevention, Complaint, and Disciplinary Measures” to protect all employees from physical or psychological harassment and discrimination in the workplace, and to prevent the risk of physical or mental illness. The Company demonstrates a firm zero-tolerance policy against workplace misconduct, explicitly prohibiting workplace bullying by management, as well as workplace violence by employees, visitors, customers, or third parties.
The Company ensures the confidentiality of complainants’ identities and provides necessary support measures such as health guidance, job adjustments, or other forms of compensation. Any form of retaliation against complainants, whistleblowers, or individuals assisting in investigations is strictly prohibited, and violators will be subject to severe disciplinary action.
To reinforce this commitment, the Company has implemented the following measures:
1. Established the “Whistleblowing and Complaint Procedures”, providing accessible reporting channels.
2. Designated the Head of Administration to handle cases, ensuring strict confidentiality of the whistleblower’s identity and the content of the report.
3. Immediate formation of an investigation task force upon discovery or receipt of reports involving misconduct or dishonesty by Company personnel.
4. Strict protection of whistleblowers, ensuring their identities and report details remain confidential and safeguarding them against any improper treatment resulting from their reporting.
As an enterprise, providing employees with a safe and healthy work environment is one of Chicony Power’s basic obligations. The Company, including the Headquarters in Taiwan, major production bases in China (Dongguan Factory, Suzhou Factory and Chongqing Factory), and the Thailand Factory, has followed the spirit of occupational health and safety management systems to systematically implement occupational health and safety management tasks, and has obtained ISO 45001 certification for all its operation bases. All factories have established health and safety management units, and appointed professional personnel to be responsible for the planning, promotion, supervision, and auditing of health and safety management affairs. In Mainland China and Thailand, where the Company’s major production sites are located, health and safety management units are directly subordinate to the regional top executives. In Taiwan, where the Company’s R&D and business center are located, the Occupational Safety Office has been authorized by the Company President to take charge of relevant management affairs. All factories have followed local regulatory requirements to set up their Occupational Health and Safety Committees. The committees have been jointly formed by labor and management, and they are held to standards that exceed regulatory requirements. The committees hold monthly meetings to review, discuss, coordinate, and give suggestions on health and safety management affairs. The goals expected to be achieved through the occupational health and safety management systems are as follows:
To enhance employees’ knowledge of occupational safety and health and strengthen their disaster response capabilities, in addition to providing legally mandated and operationally required safety and health training courses, Chicony Power also disseminates information through emails, electronic bulletin boards, posters, and safety knowledge quizzes. These initiatives aim to raise employees’ awareness of workplace hazards and provide them with the necessary knowledge and concepts to prevent occupational accidents.
In 2024, Chicony Power conducted safety and health education and training programs for both new and current employees across Taiwan, Mainland China, and Thailand. The training programs covered topics such as hazardous chemicals, machinery and equipment safety, hazard identification, electrical safety, legally required certifications, emergency response and fire safety, as well as safety education for personnel involved in the introduction of new equipment or technologies. Courses were delivered in the local language or in a language understood by non-native employees, and post-training tests were conducted to evaluate the effectiveness of the training. In 2024, a total of 106,602 participants attended relevant training courses, amounting to 107,727 training hours.
Furthermore, to strengthen the safety management of contractors entering company facilities, Chicony Power has established Contractor Safety, Health, and Environmental Regulations, requiring all contractors to comply with occupational safety and health laws as well as company policies. Contractors must complete mandatory safety and health training sessions and tests, and sign a hazard communication form before being granted access to operate within company premises.
The health and well-being of employees has always been a top priority for Chicony Power. The Company operates on-site medical clinics, psychological counseling rooms, and employs healthcare professionals at its facilities to continuously monitor and support employees’ physical and mental health.
Going beyond regulatory requirements, the Company provides comprehensive health check-ups for all employees every two years. In addition to statutory health examination items, executives are offered an enhanced comprehensive hospital-based health screening program as a benefit. Beginning in 2024, this benefit has been further extended to senior employees with five or more years of service, granting them the same comprehensive health check-up benefits as executives.
Employee health management, on-site consultation, and stress relief services
(1) Promote workplace health care programs and take responsibility for workplace nursing services or emergency care
(2) Measure employees’ height, weight, body fat, and blood pressure on an irregular basis; give vaccines and keep employees’ health records
(3) Develop measures to improve employee’s physical problems
(4) Four major prevention plans of EHS
To cultivate key talent in power technology and attract outstanding young professionals to the industry, Chicony Power has long promoted industry–academia collaboration and internship opportunities. Since 2014, the Company has partnered with National Taipei University of Technology (Taipei Tech) to establish the Chicony–Taipei Tech R&D Center, dedicated to the development of new power technologies and the creation of a dual-track model for talent cultivation and technological innovation. The key areas of collaboration are as follows:
1. Establishing a long-term industry–academia R&D cooperation model: Through joint research projects, Chicony Power provides the necessary R&D hardware and software resources, while Taipei Tech contributes professional technical teams. Each year, multiple research topics are jointly undertaken. Students trained through this mechanism are able to seamlessly transition into R&D roles at the Company upon graduation, completing their “last-mile” practical training in advance. This not only deepens and accumulates technical expertise at the R&D Center year by year but also allows the Company to integrate the results, thereby achieving a win–win outcome for talent, technology, and industry.
2. Promoting innovation commercialization and patent deployment: Key technologies developed through industry–academia collaboration are leveraged by the Company to apply for patents with industrial value. This further strengthens the Company’s R&D capacity and market competitiveness, achieving a dual benefit of knowledge generation and industrial application.
Based on the principles of corporate social responsibility and long-term talent cultivation for sustainable development, the Company provides internship opportunities to university students each year. In 2024, Chicony Power offered 12 paid R&D internship opportunities to students from Taipei Tech, including 10 from the Department of Electrical Engineering, 1 from the Department of Materials and Resources Engineering, and 1 from the Junior College Division of Intelligent Automation. All interns were assigned to the Company’s R&D headquarters, enabling them to gain hands-on experience, strengthen practical skills, and narrow the gap between academic learning and workplace application.Students who perform outstandingly during their internship may seamlessly transition into full-time positions upon graduation. The Company also recognizes their internship service seniority and offers competitive starting salaries, helping them establish a career advantage from the very beginning. This practice fosters a virtuous cycle of talent co-development between academia and industry.
Funds Invested for the Chicony Power‒Taipei Tech Industry‒Academia Collaboration
Number of Participants in Industry–Academia Collaboration, 2022–2024
In addition to actively engaging in public welfare initiatives on its own, Chicony Power frequently collaborates with the Group to participate in a variety of charitable activities, demonstrating the Company’s efforts to integrate resources and amplify social impact. Whether through organizing charity fairs, providing venues for joint fundraising events, or donating supplies to charitable organizations, employees are actively involved and collaborate across departments, embodying the Company’s continuous care and tangible commitment to social well-being.
In practicing philanthropy, Chicony Power aspires to stand alongside social welfare organizations, offering meaningful support and working to establish a supportive, long-term, and systematic corporate social responsibility (CSR) model. By combining Group resources with local needs, the Company continues to deliver tangible assistance to disadvantaged groups through organized action plans, fulfilling its role as a corporate citizen and advancing toward the sustainable goal of shared prosperity between business and society.
The Group provides the lobby on the first floor of the Company’s headquarters as a public welfare venue each month, inviting nearby social welfare organizations to set up charity sale booths, thereby creating a platform for community engagement and social participation. Currently, our long-term partners include the Ciyu Sheltered Workshop in Wugu District, New Taipei City, and the Little Sprout Workshop in Banqiao District, New Taipei City, among others. In addition, project-based charity sales are organized from time to time, all of which have received enthusiastic support and participation from employees.
We firmly believe that caring for disadvantaged groups is not only a corporate social responsibility but also a core value of Chicony Power. Through resource sharing and platform support, the Company strives to leverage its corporate influence to respond to social needs and to promote shared well-being through concrete actions.
Proportion of Workforce in Operational Locations
Chicony Power headquarter is located in Sanchong District, New Taipei City, adjacent to Xinzhuang District. In addition to actively engaging in social welfare initiatives, the Company also cares deeply about community development. More than 15% of employees are local residents from Sanchong and Xinzhuang, thereby providing employment opportunities to the local community and fostering shared prosperity with neighboring districts. The Company is committed to being a responsible corporate citizen.
