Privacy and Human Rights

Published May 11, 2024              Implemented May 11, 2024

Anti-Discrimination and Anti-Harassment Policy

1. Purpose:

This policy aims to establish a fair and respectful working environment, ensuring that all employees, regardless of gender, age, race, religion, sexual orientation, or other characteristics, have equal employment opportunities and are free from any form of discrimination or harassment.

2. Scope:

This policy applies to all employees of the company, including full-time, part-time, and contract workers, as well as external individuals associated with the company.

3. Responsibilities and Organization:

Human Resources Department: Responsible for the formulation and maintenance of this policy, providing related training, and handling complaints of discrimination and harassment.

Department Managers: Responsible for ensuring compliance with this policy within their departments and promptly addressing any discrimination or harassment issues raised by subordinates.

Employees: Responsible for complying with this policy, respecting colleagues, and immediately reporting any discrimination or harassment they witness or experience.

4. Definitions:

Discrimination: Unfair treatment of employees based on personal characteristics such as gender, age, race, religion, sexual orientation, etc.

Harassment: Any unwelcome behavior, such as verbal or physical contact or insinuations, that violates an individual's dignity and creates an intimidating, hostile, humiliating, or offensive environment.

5. Rights Protection:

5.1 Equal Opportunity

The company is committed to providing equal employment opportunities, ensuring that recruitment, promotion, training, and benefits are free from discrimination based on gender, age, race, religion, sexual orientation, or other personal characteristics. All employees will be evaluated based on their abilities, qualifications, and job performance, ensuring fairness and transparency in the evaluation process.

5.2 Respect and Dignity

The company is dedicated to creating a respectful work environment and will not tolerate any form of insult, humiliation, or demeaning behavior. Employees are encouraged to actively defend their own dignity and that of others and to speak out when they encounter disrespectful behavior.

5.3 Complaints and Suggestions

A safe and accessible complaint mechanism is in place, including anonymous reporting channels, to ensure employees can report discrimination or harassment without fear of retaliation. Employees are encouraged to submit suggestions for improving the work environment, particularly those related to preventing discrimination and harassment. The company will seriously consider and take action based on these suggestions.

6. Preventive Measures:

6.1 Training

Regular anti-discrimination and anti-harassment training will be provided to all employees, ensuring everyone understands the company's policies and legal requirements. Targeted training, such as leadership training for managers, will be offered to ensure they possess the necessary knowledge and skills to address discrimination and harassment issues.

6.2 Awareness Campaigns

Through internal emails, company bulletin boards, employee handbooks, etc., the company will continuously promote anti-discrimination and anti-harassment policies to raise employee awareness. The company will share case studies of discrimination and harassment, both from within and outside the industry, along with the corresponding handling results, to demonstrate the severity and consequences of such behavior.

6.3 Supervision and Evaluation

The implementation of the anti-discrimination and anti-harassment policy will be reviewed regularly to assess its effectiveness, and adjustments will be made if necessary. Employee feedback will be collected through satisfaction surveys, with special attention to issues related to discrimination and harassment, to identify and resolve problems promptly.

7. Remedial Actions:

7.1 Immediate Correction

Upon receiving a discrimination or harassment complaint, immediate action will be taken, which may include temporarily suspending the accused (in cases of serious incidents or when there is clear evidence) to prevent further harm. Initial feedback will be provided to the complainant, informing them of the steps the company will take to address the complaint.

7.2 Investigation and Evaluation

An investigation team will be formed to conduct a thorough and impartial investigation, ensuring that the facts are clear and evidence is sufficient. Victims will also be provided with psychological counseling and support to help them cope with the emotional and psychological stress caused by the incident.

7.3 Corrective Actions

The perpetrator will be required to offer a written apology to the victim, affirming the company's intolerance of such behavior. Depending on the victim's wishes and the company's capacity, equal professional opportunities may be provided to the victim, such as possible departmental transfers or promotions.

If the victim suffers adverse effects due to making the complaint, the company will ensure that they are reinstated to their original position or offered an equivalent role, without facing any form of punishment.

7.4 Compensation and Reparation

The company will provide appropriate financial compensation based on the victim's actual loss and the company's relevant policies. In addition to financial compensation, other forms of reparation may be considered, such as additional leave, educational opportunities, or career development support.

8. Complaint and Investigation Procedures:

Clear complaint channels, including anonymous reporting, will be established to ensure that those who experience discrimination or harassment can submit complaints safely and conveniently. Upon receiving a complaint, the Human Resources Department will immediately initiate an investigation, ensuring fairness, confidentiality, and timeliness.

Based on the investigation results, necessary corrective actions will be taken, including but not limited to warnings, training, transfers, or dismissal.

9. Disciplinary Actions:

Employees who violate this policy will not be tolerated, and the company will apply disciplinary actions according to its internal regulations. The severity of the punishment will be determined based on the seriousness of the behavior.