HR-Human Rights Policy

Lasertek Taiwan Co.,Ltd. believes that respecting human rights and creating a dignified work environment are crucial. The company is committed to supporting the following international human rights standards and guidelines while complying with the laws of all operational locations, treating all individuals equally and with respect. The Human Rights Policy of Lasertek Taiwan Co.,Ltd. applies to all managers and employees (those employed by Lasertek Taiwan Co.,Ltd. to perform work for compensation), affiliated companies, related companies, suppliers, contractors, and partners (customers, communities), aiming to eliminate any human rights violations.

• Universal Declaration of Human Rights, UDHR
• United Nations Guiding Principles on Business and Human Rights, UNGPs
• United Nations Global Compact, UNGC
• ILO Declaration on Fundamental Principles and Rights at Work
• OECD Guidelines for Multinational Enterprises
• OECD Due Diligence Guidance for Responsible Business Conduct
• Responsible Business Alliance Code of Conduct
• Convention on the Elimination of All Forms of Discrimination Against Women, CEDAW
• Women's Empowerment Principles, WEPs
• Convention on the Rights of the Child, CRC
• UN Children's Rights and Business Principles, CRBP
• The International Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families, ICMW

Lasertek Taiwan Co.,Ltd. refers to the business human rights risks proposed by the United Nations Development Programme (UNDP) to manage human rights issues for Lasertek Taiwan Co.,Ltd., affiliated companies, related companies, suppliers, contractors, and partners (customers, communities).

Lasertek Taiwan Co.,Ltd. prohibits any form of child labor, human trafficking, and forced labor, complies with all applicable wage and working hour regulations, limits working hours to the maximum daily hours and no more than 60 hours per week (except in emergencies or special circumstances), and ensures no consecutive workdays exceed seven days; pays fair living wages on time, provides legally compliant leave management systems, and ensures a safe and healthy work environment, providing appropriate safety and health training for all personnel working at Lasertek Taiwan Co.,Ltd. sites, supporting and assisting in maintaining physical and mental health and work-life balance.

Modern slavery is a crime that severely violates fundamental human rights. It takes various forms, all of which deprive others of their freedom and exploit them for personal or commercial gain. Lasertek Taiwan Co.,Ltd. opposes any form of human trafficking and slavery and takes all necessary measures to ensure ethical practices in all its operations. We adopt a zero-tolerance approach to modern slavery and strive to prevent any occurrence of slavery and human trafficking in our business activities. To ensure a thorough understanding of the risks of modern slavery and human trafficking, training and onboarding programs must be provided to company employees. This statement is approved by the company, prepared in accordance with Section 54(1) of the Modern Slavery Act 2015, and constitutes Lasertek Taiwan Co.,Ltd.'s slavery and human trafficking statement.

Lasertek Taiwan Co.,Ltd. is committed to a workplace free from harassment and illegal discrimination. Employees must not be subjected to harsh or inhumane treatment, including violence, sexual violence, sexual harassment, sexual assault, corporal punishment, psychological or physical oppression, bullying, public humiliation, or verbal abuse; nor should they be threatened with any such actions. Relevant disciplinary policies and procedures must be clearly defined and communicated to employees. The company is committed to providing a workplace free from harassment and illegal discrimination. The company must not discriminate or harass employees based on race, color, age, gender, sexual orientation, gender identity or expression, ethnicity or nationality, disability, pregnancy, belief, political stance, group background, veteran status, protected genetic information, marital status, or family responsibilities in recruitment and actual work, such as affecting wages, promotions, rewards, and training opportunities. Disciplinary policies and procedures supporting these requirements must be clearly defined and communicated to employees. Appropriate facilities should be provided for employees to conduct religious activities, accommodate disabilities, and family responsibilities (e.g., work caregivers). Additionally, employees or prospective employees must not undergo discriminatory medical examinations (including pregnancy or virginity tests) or physical examinations. This guideline is drafted in accordance with the International Labour Organization (Employment and Occupation) Discrimination Convention (No. 111).

We respect employees' religious beliefs, provide inclusivity and encouragement, offer flexible work arrangements during religious activities, and ensure employees are not discriminated against or hindered in taking leave for religious activities. Lasertek Taiwan Co.,Ltd. complies with the Organization for Economic Cooperation and Development (OECD) 'Mineral-Related Management' regulations, avoiding the procurement of conflict minerals and protecting human rights, health, and the environment in mineral-producing areas.

Open communication and direct contact between workers and management are the most effective ways to resolve workplace and compensation issues. Workers and/or their representatives should be able to communicate openly with management about working conditions and management practices without fear of discrimination, retaliation, threats, or harassment. Based on these principles, suppliers should respect all workers' rights to freely form and join trade unions, engage in collective bargaining, and peacefully assemble, as well as respect workers' rights not to participate in such activities. If the rights to freedom of association and collective bargaining are restricted by applicable laws and regulations, workers should be allowed to elect and join other legally recognized forms of worker representation.

Lasertek Taiwan Co.,Ltd. respects the freedom of expression and participation of all personnel, commits not to interfere with or restrict the lawful exercise of their rights, and provides diverse, open, and two-way communication channels for internal and external stakeholders based on privacy protection.

Lasertek Taiwan Co.,Ltd. commits not to benefit from any policies or actions that exploit human rights and ensures the effective operation of grievance mechanisms. In addition, sufficient protective equipment and safety facilities are provided in Lasertek Taiwan Co.,Ltd.'s work sites to ensure the safety of relevant personnel.

Lasertek Taiwan Co.,Ltd. plans human rights protection training courses to convey the concept and importance of human rights, accessible grievance channels, and measures for managing, preventing, and remedying human rights violations, establishing awareness and culture of respecting human rights.

Lasertek Taiwan Co.,Ltd. has established comprehensive grievance channels and communication structures, while also striving to protect the safety of complainants. If anyone discovers facts that may infringe on human rights, they can report anonymously or use other diverse communication mechanisms to provide feedback or report suspected violations to Lasertek Taiwan Co.,Ltd., initiating the corresponding handling procedures.

Once a human rights violation caused or facilitated by Lasertek Taiwan Co.,Ltd. is confirmed, Lasertek Taiwan Co.,Ltd. will initiate remedial mechanisms based on the type of incident and, if necessary, cooperate with relevant stakeholders to prevent recurrence.

Lasertek Taiwan Co.,Ltd. identifies affected parties for each significant human rights issue, establishes solid trust relationships, and uses diverse, open, and two-way communication channels to listen to stakeholder opinions. The company regularly discloses human rights management goals, actions, performance, and progress on its ESG website and in sustainability reports.