Human Rights Policy
Everlight adheres to the Company’s core corporate culture and business philosophy, taking into consideration the four core principles and rights of the International Labour Organization (ILO) and considering the local laws and regulations of each operating sites around the world, Everlight promulgated the “Everlight Human Rights Policy” on August 16, 2019. This policy explicitly states that it respects for employees’ freedom of association and collective bargaining, prohibits forced labor, prohibits child labor, eliminates illegal discrimination, and continuously promotes Character First education. The policy was announced after being signed by the Chairman. The Human Rights Policy applies not only to employees but also to external providers working with Everlight (including suppliers, contractors, and subcontractors).
To protect labor rights and enhance the workplace, we’ve set qualitative goals and 2030 quantitative targets across five key areas: health and safety, working conditions, labor relations, career development, and the elimination of child and forced labor.
▍Human Rights Risk Assessment
Everlight’s global operating sites strictly adhere to local laws and regulations. All operating sites in Taiwan, Trend Tone Imaging, and Everlight Suzhou have implemented the Human Rights Policy and conducted relevant education and training to prevent human rights violations.
Additionally, each year more than 3,000 suppliers’ procurement contracts have clearly stipulated various guarantees for both parties and their related companies to abide by and fulfill their corporate social responsibilities including, adhering to the rule of laws and international conventions, valuing ethics and character, respecting fundamental human rights, prohibiting the use of child labor, forced labor, or discrimination, and maintaining employees’ health and safety.
▍Practices to Avoid Negative Human Rights Impacts
Everlight complies with the government’s Labor Standards Act and Employment Service Act, not employing child labor under the age of 16. The Company ensures equal treatment for job applicants or employees regardless of race, language, ideology, religion, political affiliation, place of origin, gender, sexual orientation, age, or marital status. At the same time, in accordance with the laws and regulations, no person is forced or coerced into labor services, ensuring employees have reasonable working hours.
Furthermore, quarterly labor-management meetings are held by law, allowing full communication between employer and employee representatives. With a sincere attitude towards handling labor-management relations, Everlight values and appropriately responds to employee’s feedback, effectively coordinating labor-management relations and promoting labor-management cooperation. An annual year-end employee forum is held, and a quarterly newsletter is published to ensure employees are well-informed about major company policies and developments, providing a timely platform for expressing opinions. This establishes clear communication channels, demonstrating Everlight’s commitment to the business operation principle of “respecting employees” through an attitude of trust, respect, motivation, and care.
▍Human Rights Training
In 2024, the Company conducted a “Human Rights Policy Promotion” campaign.
▍Anti-Discrimination & Sexual Harassment Prevention
Our Human Rights Policy prohibits discrimination and promotes mutual respect. Discriminatory, abusive, or violent behavior is not tolerated. To safeguard a fair workplace, we’ve implemented “Sexual Harassment Complaint and Disciplinary Regulations,” which define misconduct, outline complaint procedures, and ensure confidentiality and support. Regular training is provided.
▍Grievance Mechanism
We have established a grievance mechanism, with the heads of personnel units serving as the points of contact. In cases involving infringements of rights, unlawful discrimination, or sexual harassment, matters are handled in accordance with the grievance procedure.
In all cases, a grievance handling committee is convened immediately to assess case acceptance and initiate investigation and review procedures, and the complainant is notified of the investigation outcome within 6 months.
