Human right

Human Right

Hon Chuan strictly adheres to labor-related regulations, ensuring the legitimate rights and interests of employees. We comply with UN Global compact the principles and fundamental rights set forth in various international human rights conventions, such as the United Nations Global Compact, the Universal Declaration of Human Rights, and the International Labor Organization's Declaration on Fundamental Principles and Rights at Work. We fully embrace the spirit and fundamental principles of human rights protection, demonstrating a strong commitment to respecting and safeguarding human rights. Additionally, we conduct regular orientations for new employees to promote awareness and understanding of these norms in various public settings.

Human 1
Comply with all the laws and regulations of the country, prohibit child labor and forced labor, no employment discrimination, create a diverse, open, equal and harassment-free work environment, never allow any violation of human rights.

Prohibit child labor and forced labor

  • THC strictly prohibits child labor, and no forced labor incident was reported.

Remediation Measures for Child Labor and Forced Labor

To ensure compliance with child labor and forced labor regulations and uphold human rights across our supply chain, the Company will initiate the following remediation measures upon discovery of the situations described below.

Remediation Measures for Child Labor Remediation Measures for Forced Labor
  • Immediately cease the child’s work and assist in a safe withdrawal from the workplace.
  • Arrange a health check-up for the child. If any health damage is found, all medical and living expenses shall be borne by the supplier.
  • Assist in returning the child to their family and cover related transportation and resettlement costs.
  • The Company requests the supplier to pay for the child worker tuition until they reach the minimum legal working age and ensure they complete compulsory education.
  • Require the supplier to provide proof of the child’s age and education, and submit a corrective progress report to the Company.
  • The Company’s Head of Sustainability must notify senior management and coordinate follow-up actions.
  • Conduct an unannounced audit within 6 months to confirm that child labor risks have been eliminated by the supplier.
  • Conduct a thorough investigation to clarify the issue and identify root causes of forced labor.
  • Engage with supplier management to gather objective information and relevant evidence.
  • Upon confirmation, collaborate with professional organizations and authorities to ensure the affected workers receive protection and financial compensation.
  • The Company’s Head of Sustainability dept. must immediately notify senior management and discuss improvement plans.
  • Conduct an unannounced audit within 6 months to confirm that forced labor risks have been eradicated by the supplier.

Healthy and safe work environment

  • To provide a safe and healthy work environment for employees, all production bases of THC have obtained international standard for management systems of occupational health and safety. Occupational safety and health management systems are also introduced, such as ISO 45001 and TOSHMS.
  • Employee safety holds considerable importance for THC. To ensure that all employees work safely, THC creates a safe workplace and a healthy and friendly work environment and continuously provide safety promotion and training. Our long-term goal is to achieve a zero-accident workplace.

Various communication channels

  • Monthly announce company performance.
  • All departments hold labor-management meetings regularly. In 2023, a total of 8 meetings were held.
  • THC’s complaint systems include: the CEO mailbox, the audit complaint mailbox, workplace violence complaint mailbox of the Labor Safety and Health Department and the Human Resources Department, and the related stakeholder communication channels and contact persons. In 2023, THC contact persons of employees, customers and suppliers did not receive any complaints with names.
Human 2
No employees shall suffer any kind or discrimination on the basis of gender, race, class, age, marital status, language, thought, religion, political party, place of origin, place of birth, appearance, facial features, disability.

Equal Employment

  • THC complies with International Human Rights Law and domestic labor laws and regulations, and hires employees equally, regardless of race, gender, age, or religion.
  • THC over-employs people with disabilities every year and welcomes indigenous peoples and foreign workers to THC. We also give more job opportunities to the disadvantaged minorities, and a total of 33 people with disabilities and indigenous peoples were employed in 2023.

Workplace violence prevention

  • To protect the rights of our employees and provide a work environment free from violence, THC takes appropriate preventive, corrective and punitive measures for workplace violence incidents.
  • THC has formulated “Workplace Violence Complaints Handling Policy”. Complaint hotline: 886-4-23590088 Occupational Safety and Health Department, Human Resources Department.
  • Create a friendly workplace, eliminate sexual harassment in the workplace, and protect the rights of workers.
  • No workplace violence incident and no discrimination incident were reported in 2023.
Human 3
Provide effective protection of workers' rights and interests and harmonious worker-employer relationships, implement fair hire, salary and benefit, training, evaluation and promotion opportunity, and provide an effective and appropriate complaint system to avoid harming rights and interests of employees.

Education and training

  • Create a complete training system, and the total number of training hours is 36,940 in 2023.

Employee health care

  • Annual health examination exceeding regulation is provided and there are special health examinations for some units. Monthly on-site service is also performed by occupational medicine doctor. THC further provides doctors regular visits, full-time resident occupational health nurses service, infirmary, breastfeeding room, automatic external defibrillators (AED), sphygmomanometer, first aid training, and health promotion courses.
  • Promote health counselling and risk management programs.

Abnormal workload risk management

  • To prevent employees from the morbidity risk of working shifts, working at night, and long working hours, THC has made “Exceptional Workload Ailment Prevention Policy” to protect the health and safety of our employees.
  • According to the "Exceptional Workload Guidelines" announced by the Occupational Safety and Health Administration, Ministry of Labor, THC evaluates and arranges on-site service of occupational medicine doctor for 31 employees; the results are:
  • Overtime work with restrictions: 25 employees

Protecting and managing maternal health

  • In order to ensure the physical and mental well-being and occupational safety of pregnant, postpartum, and breastfeeding female employees, THC has established the “Regulations of the Maternity Health Protection at the Workplace “.
  • In 2023, 3 employees carried out the maternal health assessment.
  • Care for pregnant women in the workplace (parking spots for expectant mothers, health risk assessment for pregnant women in the workplace, no night shift).

Prevention of ergonomic hazards

  • To protect the health of employees, THC endeavor to prevent ergonomic hazards and musculoskeletal disorders in the workplace.
  • 2023 Implementation Status: Completed ergonomic questionnaires for musculoskeletal injuries for 653 individuals; 81 underwent re-evaluation, with 3 individuals scoring above 3 needing occupational health consultations. In 2023, 1 individual was arranged for a health consultation with no hazards found, and the remaining 2 individuals are scheduled for occupational health consultations in 2024.

Mental and physical health and work-life balance

  • Supporting a better work-life balance for employees matters to THC, so the Employee Welfare Committee has been established to plan a variety of activities, such as bicycle riding, mountain climbing, barbecue, and film appreciation. Outdoor activities can not only help encourage cross-departmental interactions and foster strong team spirit, but help employees achieve work-life balance outside of work.
  • In the building of dormitory, there are a variety of facilities for employees to relax, such as gymnasium, pool table, aerobics classroom, and karaoke room.

Human Rights Due Diligence Index

 Target

Group

 Issue of Concern Identified
Risk Source
Monitoring and
Management Measures
Audit Frequency Responsible Unit Findings
Employee Friendly and
Safe Working
Environment
Workplace
Injuries
Occupational
Health and
Safety
  1. Regular self-inspections to maintain
    environmental health and safety
  2. Random inspections of various workplaces
  3. Publish monthly EHS e-newsletter to promote
    occupational safety information
  1. Once per month
  2. Irregular
    inspections
Occupational Safety and Health Center
  1. Implementation
    of 6S  competition
    activities
  2. Holiday safety
    inspections
Prohibition of
Forced Labor
Excessive
Overtime
  1. No cases of forced overtime
  2. Overtime arranged with employee consent and
    in accordance with regulations, with proper
    overtime compensation
Ongoing Human
Resources
Department
No instances of forced
overtime
Prohibition of Child
Labor
Illegal
Employment
Only applicants aged 18 and above are considered
for employment; employment of child labor is strictly prohibited
Ongoing Human
Resources
Department
No employment of
child labor
Prevention
of Unlawful
Discrimination
and Ensuring
Equal Employment
Opportunities
Recruitment
and
Promotion
  1. Public announcement of job openings; no
    discrimination in pay, benefits, promotion, or
    salary adjustments 
  2. Compliance with legal requirements and internal
    policy development
Ongoing Human
Resources
Department
216 new employees
completed "Prevention
of Workplace
Violence and Sexual
Harassment" training
Elimination of
Workplace Violence,
Harassment, and
Intimidation
Workplace
Violence
/ Sexual
Harassment
  1. Organize training courses on "Prevention of
    Workplace Violence and Sexual Harassment"
  2. Implement "Workplace Violence Hazard
    Prevention Program"
Once per year Human
Resources
Department
No cases of workplace
violence or sexual
harassment
Promoting Physical
and Mental Health
and Work-Life
Balance
Employee
Health
Conditions
  1. On-site nurses and physicians provide health
    consultations
  2. Promote self-health management and education
  3. Implement workload prevention programs
  4. Conduct maternity health protection programs
    and provide prenatal consultations
Once per quarter Occupational
Safety and
Health Center
  1. Health management
    program
    implemented
  2. Maternity health
    protection program
    implemented
Diverse
Communication
Channels
Grievance
Mechanisms
  1. Regular labor-management meetings to
    optimize policies and work environment
  2. Communication information published via work
    rules, company website, and bulletin boards
  3. Stakeholder communication section established
    on company website
  1. Labormanagement
    meetings held
    annually
  2. Ongoing
    communication
General
Management
Department
  1. 8 labor-management
    meetings
  2. 3 monthly meeting

2024 Human Rights Protection Training

Integrity Governance Advocacy

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Human Rights Advocacy

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Insider Trading Prevention Advocacy

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Workplace violence and sexual harassment prevention course

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Human Resource Policy


Talent is the most valuable asset of the company. Hon Chuan adopts a profit-sharing philosophy to attract, retain, and cultivate talent by offering comprehensive resources and training for professional development. Employees are also encouraged to participate in community and environmental activities to foster sustainability thinking and strengthen corporate cohesion and competitiveness.
As a pioneer in the industry, Hon Chuan fully covers overseas migrant worker agency fees to ensure fair employment. A diverse and inclusive workplace is promoted by providing varied meal options (e.g., Halal meals, Buddhist vegetarian meals), prayer rooms, and Chinese language courses.


Talented People That THC Need

Human Icon 4

Business Philosophy

Work with ideas, plans, creativity, activity, responsibility, and aspiration. Be sure to have the ability to solve problems, the aggressive attitude, and the spirit that doesn’t afraid of hardship.

Human Icon 5

Working Principles

Intention, care, responsibility. Reassuring morality, assuring ability, selfless loyalty. Awareness of food safety, awareness of high quality, awareness of environmental protection.

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Behaving Attitude

Sincere: objective, selfless, easy-going, intensive, pragmatic, and reliable.
Enthusiasm: passionate imagination, open-minded, positive thinking, creative energetic.
Smile: expression of good-will, kindness, and happiness.