Sustainability Issues Discussion and Survey
Social Responsibility
Human Resources、Development & Human Righs
As of the end of 2023, the Group's total number of employees was 1,352, coming from eight different countries and working in three regions: Taiwan, Thailand and France. Jinpao attaches great importance to employee diversity and equal opportunities. It treats all ethnic groups equally and equally. It values the rights of all ethnic groups regardless of race, nationality, gender, age, religious belief, marital or parental status, political background, disability, or sexual orientation. Any factors such as differential treatment or any form of discrimination will provide equal employment opportunities if the job seeker's professional functions meet the recruitment requirements.
Based on the corporate culture of integrity, the company continuously strives towards the goal of sustainable management and maintaining market competitiveness. Employees are one of the company's important assets. With good two-way communication and cultivation, coupled with comprehensive education and training plans, they can continuously improve work performance, unleash their potential, and achieve the win-win goal of corporate development and self-growth. The company plans relevant courses based on the needs of employees' growth and progress. In addition to training for new personnel, the company also arranges internal and external related courses for industrial management, financial costs, business sales, personnel, procurement, language and public security to meet the needs of each function. need.
The company's employee education policies are formulated and implemented in accordance with Thailand's labor laws and labor department regulations. Its implementation has been implemented for employees over the past 2023;
Goal: Continue to increase the number of training hours and number of participants, and reduce the turnover rate to less than 5%. In the future, a labor satisfaction survey will be established to understand employees. Long-term talent cultivation is the priority, to enhance and update employees' knowledge and skills, and to establish rich human capital. For the development of employees' career capabilities, we will take into account the cultivation of core professional abilities and the balance of employees' physical and mental balance developing.
The company's human rights protection policy recognizes and follows the "United Nations Global Covenant", "United Nations Universal Declaration of Human Rights", "United Nations Guiding Principles on Business and Human Rights" and "United Nations International Labor Organization" and other internationally recognized human rights standards, and is formulated and formulated based on their connotations. Implement various policies to protect human rights. Formulate relevant management policies and procedures such as work rules, absence and absence management measures, sexual harassment and prevention measures, etc., to protect the basic human rights of all colleagues, customers and stakeholders, thereby ensuring a safe working environment, employees being respected and dignified, and business operations Environmentally friendly and ethical, we pay attention to gender equality, right to work, ban on child labor, and strictly prohibit any illegal discrimination and other human rights protection regulations. The company and its suppliers do not employ child labor or young workers to engage in hazardous work.
When employees need to work overtime according to the employee work rules, overtime workers should apply for "overtime" in the BPM system in advance. After approval by the responsible supervisor, the overtime workers can work overtime. If it is impossible to apply for "overtime" in advance due to special temporary major factors, the application must be completed in writing before the end of the month of overtime and must be confirmed and signed by the responsible supervisor. Overtime applications will not be accepted.
If working hours are extended without approval or work is delayed due to personal matters, employees should punch in and scan their faces to provide accurate attendance records, and should proactively provide explanations to the human resources department before the end of each month for future reference.
The company and its suppliers have never forced employees to work overtime or overtime.
◼ No discrimination
In order to protect all employees from suffering physical or mental abuse and mental illness in the course of performing their duties, the company has formulated "non-discrimination management methods and measures" and hereby announces that it will not tolerate any discrimination in the company. Management-level supervisors engage in workplace bullying and will never tolerate workplace violence against our employees by our colleagues, customers, vendors and strangers. The Company had no incidents of discrimination during the reporting period.
Our company defines workplace violence as incidents in which workers are abused, threatened or assaulted in a work-related environment that explicitly or implicitly poses a challenge to their safety, well-being or health. If you encounter workplace violence, such as physical violence, psychological violence, verbal violence, sexual harassment, etc., you can seek advice and support from your colleagues, or communicate rationally with the perpetrator, express your feelings and think about your own shortcomings, and ask your colleagues to evaluate you honestly. Personal behavior and work performance to identify problem areas.
All employees have the responsibility to help ensure a working environment free of workplace violence. Anyone who witnesses or hears of workplace violence should immediately notify the company's human resources department or the department's top manager. The company will handle the matter in a confidential manner after receiving the complaint. Investigation, if found to be true, will be punished. The company absolutely prohibits any retaliation against complainants, reporters or those who assist in investigations, and will be punished if any.
In order to protect human rights and prevent violations, there are separate personnel trainings including prohibition of forced labor, prohibition of child labor, anti-discrimination, anti-harassment, implementation of working hours management, ensuring humane treatment and providing a healthy and safe working environment; through publicity and announcements The statement enables employees to understand their responsibility to help ensure the occurrence of illegal violations in the workplace during the performance of their duties, and discloses the complaint hotline to create a friendly working environment. Provide timely health promotion publicity, labor safety and health and fire safety training, first aid training, etc.